Protecting Your Organization and Workforce During Global Crisis

by Veronica Blatt

Today’s guest blogger is SafeGuard Global. For nearly a decade, organizations around the world have relied on SafeGuard Global for their global HR needs, specifically around payroll and employee compliance. SafeGuard Global is an Endorsed Program sponsor of NPAworldwide. The post below gives practical advice to follow during a global crisis.

Although today’s global pandemic and the resulting economic turbulence are hurting some industries harder than others, it’s likely that everyone will feel some effect. If, before the global crisis, your organization’s goals or plans included international expansion and hiring, you may be trying to figure out how and whether to proceed.

Protecting your organization and workforce during this turbulence starts with adapting to the present—and keeping one eye toward the future. Here are some things to consider as you plan your course of action.

Rethink which countries offer the most opportunity

You may already have a target list of countries you’d like your organization to hire in and expand operations. But current conditions may require a temporary shift in strategy—such as hiring in one or two countries rather than your originally planned five. As you prepare your organization to weather the storm, diversifying your global footprint can help ensure you’re ready to move forward once economic and health conditions improve.

For example, it may make sense to shift some operations and hire workers in a country where labor costs in your industry are more favorable, especially in an unsteady market. Or, it could be evaluating your existing client base—are there certain countries not already in your plans where you can expand to better support your clients and their changing needs?

Another area to consider is your network of independent contractors and how you can expand your presence in a country where you already have a concentration of valuable contributors. If you converted your contractors to employees, not only would you be protecting the organization from the risk of misclassification—be aware that governments will likely be cracking down on employment violations as a way to bring in revenue—you’d also be protecting your talent pool into the future.

By hiring your contractors as employees, and thus securing their employment in this climate, you’re showing that you value them and their contributions, and you’re protecting a workforce in a market that could prove beneficial in the long term.

Review your benefits program and adjust where necessary

In addition to securing their employment, converting independent contractors to employees also makes them eligible—or even required, depending on the country—to receive employee benefits like paid leave and health coverage. Among the many lessons this global pandemic has taught us, is just how important benefits like paid leave and health coverage are, not just for employees, but for society as a whole.

As you evaluate where your workers are now—and where you want to hire in the future—an important thing to keep in mind is what the employment requirements are in the country and how they correspond to additional benefits you currently offer or need to offer to stay competitive. Also: whether benefits, required or not, will affect your relationship with your employees.

In France, for example, if an employee takes leave due to illness, that suspends the work contract and the employer’s obligation to fully compensate the employee. The French Social Security Health System would pay the employee a daily benefit, and the employer would only legally be required to make up the difference between that benefit and the employee’s normal compensation.

Seek guidance and external expertise

As you steer your organization and workforce through this global crisis, navigating challenges in new or unfamiliar global markets, you may find there’s a lot of “you don’t know what you don’t know,” so seeking expert consultation becomes imperative.

Talking with a trusted resource like an employer of record, one with in-country expertise all over the world, can help you understand the current situation as it relates to your hiring and expansion plans and offer guidance based on countless employment situations and challenges solved over time.

An employer of record provider can also help you be agile in a time when adaptability is required:

  • Onboarding employees in a new global market in as little as two weeks
  • Converting your valued independent contractors to employees to reduce risk
  • Bringing on workers in a country where you can save on labor costs
  • Keeping your workers even as you dissolve your foreign entity

Contact us today to speak with a global solutions advisor and learn how Global Employment Outsourcing (GEO) may be the solution you need to adapt to today’s tough climate and position your organization for success in the future.


Recruiting Tips For The New Not-So-Normal

by Dave Nerz

Things have certainly changed in massive ways in just a few weeks. It is unsettling to even the most stoic, calm and rational recruiters and recruitment leaders. As a recruiter or leader, you are working with a product (candidate) that is living breathing person. So here are some recruiting tips to consider for these not-so-normal times: Read the rest of this entry »


Recruitment Strategies to Partner, Pivot and Prosper

by Liz Carey

With all the uncertainty in the world right now, some may start to panic – from stockpiling, to layoffs, to closing down shops. But on a recent NPAworldwide regional call, one of our area leaders insisted that for recruiters, it’s not time to panic… rather, it’s time to Partner, Pivot and Prosper.

  • Partner – Now is the time to invest our time and energy into building and further developing relationships with NPA member partners. In the last week, just reaching out to partners I’ve built relationships with, has given me an understanding that we’re not in this alone, we’re in it together.
  • Pivot – If you’re in a niche/industry on a downturn right now or all your jobs are on hold, now’s the opportunity for you to pivot and turn to trading partners who have needs – healthcare, biotechnology, pharma, agribusiness – areas that continue to need people. If you are typically an importer focusing on the client side and that has slowed down, you can still check out jobs posted and what candidates you have to start working the exporting side as well.
  • Prosper – If we do those things, that will really help us come thru the other side of this prosperous. Now is not the time to slow down, stop. Continue to get closer to partners, and clients – they will remember you reaching out to them during this time. This too, will end. We will come out on the other side prosperous if we do these things.

In past downturns, it’s sometimes the brand new recruiters that fared better than those recruiters set in their own ways. You have to open yourself to new ways of thinking, and be somewhat creative with clients and candidates. For example, remind your clients that you can help them with video interviews; extended start dates with candidates; bringing candidates on virtually; offering contract / temporary start; or backroom processes and support services.

The area leader shared that he had a client that wanted to cancel interviews, so he immediately got on the phone with his client and asked why. They thought candidates wouldn’t want to come in. He said ‘let’s find out for sure.’ Turns out, all the candidates wanted to keep it and came in for a face-to-face interview. Sometimes it just takes picking up the phone and talking through concerns, because people are just panicking and aren’t sure what to do.

On the flip side, if your client puts jobs on hold because they don’t want candidates coming in, suggest to them that you’re going to continue recruiting because eventually this crisis will go away and positions will come back… in the meantime, why don’t we do Skype interviews? We can go through the interview process, and the only thing left will be on-sites, and who knows, that could be 2 months from now and this could be over by then.

Remind them that they should start the interview process. When we come through this on the other side, a strong candidate will be highly sought after. If they at least agree to start the interview process, they can then take it slowly… that way you’ve at least engaged with the candidate.

We’re spending a lot of time talking about what happened last week and what’s happening at the moment. Try to approach it by what’s going to happen 6 months from now.  Most people, if you ask what are we doing 3-6 months out – they’re more interested in that because they’re bombarded and getting tired of what’s happening today. Position it as forward-thinking.

Also on the call, many members shared their job orders that are still open and that they are needing members’ help on. Areas such as healthcare, biomedical/medical device and pharma are still booming… and areas like manufacturing are diversifying, such as automotive companies making ventilators to help with the Covid-19 pandemic.  This is a great time to diversify and spread your wings to other areas, especially with the help of a trading partner who already knows the ins and outs of that specialty and can help dial you in.

Whatever we do today will pay dividends months from now. If you can use this time to build strong relationships with your clients and candidates, whether just talking and commiserating or offer services/solutions, chances are, they’ll remember you when we come out on the other side of this.


The Cost of Toxic Employees

by Veronica Blatt

Today’s guest blogger is Paulette Steele with Real Resumes located in Queensland, Australia. Real Resumes is educating people from beginning to end on getting a job.  Short videos cover all aspects including: where to look for a job, writing effective resumes, researching and preparing for the interview, and most importantly, mastering the interview itself. Paulette has 15 years of recruitment experience and a vast career in various industries. She writes about toxic employees below.

The first thing to address is – what is a ‘toxic employee? What kind of person fits this description? Well to sum it up, toxic employees are people who don’t fit your company culture, produce a low standard of work, take more sick days than others and don’t fit in well with the rest of the team. You know the kind of people we’re talking about, right!!

Their toxicity spreads like wildfire leading to high turnover rates, and a general vibe of unhappiness. Besides that, there’s the lost clients/customers and business opportunities. Read the rest of this entry »


Control What You Can in a Recruitment Crisis

by Veronica Blatt

I think it’s safe to say EVERYONE feels a little panic and uncertainty as the COVID-19 pandemic sweeps the globe. We are hearing jittery comments and seeing knee-jerk reactions from politicians, business leaders, recruiters and more. While there is no doubt we’re in a highly stressful situation, it’s good to remind ourselves that it WILL end, the economy WILL recover, the stock market WILL climb, and normalcy WILL return.

If you’re struggling to maintain focus and a positive attitude, here are some tips to help you get back on track: Read the rest of this entry »


International recruitment means international invoicing; can your recruitment agency handle it??

by Veronica Blatt

Our guest blogger today is TBOS. Formed in 2009, TBOS have over a decade’s experience in helping new start-up and existing recruitment agencies with their outsourced back office needs.

Congratulations! You’ve successfully secured overseas talent for your client, but international recruitment means international invoicing. Does your recruitment agency have the means to invoice correctly and compliantly with the correct tax applied? Read the rest of this entry »


5 Mistakes Independent Recruiters Make

by Sarah Freiburger

Recently, Social Talent published an article directed towards recruiting firm owners. It breaks down five common mistakes that recruiters make that are usually due to being clumsy or not focused through the process. These are slight mistakes that could easily end up with a recruiter losing valuable revenue. I believe they are mistakes that are good to keep top of mind and refresh yourself with to stay on top of. 

I’ve listed the mistakes below. Head over to the full article to read the solutions!

MISTAKE #1 – Job Description Is Not Inclusive

MISTAKE #2 – Poor Application For Job Search Strategy

MISTAKE #3 – Interviewers Bad Behavior During The Interview

MISTAKE #4 – Forget To Check The Candidate’s Reference

MISTAKE #5 – Failing To Follow Up With Interviewed Candidates

Also included are some tips to make the recruitment process more effective such as :

 

  • Avoid Salary Ranges in the Job Description

  • Offer More Than the Expected Salary

  • Offer New and/or Above Par Industry Benefits

 

If you are a recruiting firm owner, are there any other critical mistakes you believe are more important than the ones listed above?


AI-Powered Recruitment Tools

by Dave Nerz

image of a robot to illustrate ai-powered recruitment toolsRecruiters beware! The robots are coming!

Actually, the robots are already here and their impact will grow in the decade ahead. Surveys show that companies are using AI and AI-powered recruitment tools to assist with recruitment and hiring decisions today. About 25% of those surveyed by The Littler Annual Employer Survey in May of 2019 were using AI to screen resumes and applications. While larger numbers are not yet using AI, (63%), the trend is pointed toward more use in the decade ahead. Read the rest of this entry »


Attraction Marketing Principles for Client Development

by Veronica Blatt

Earlier today we were pleased to offer a webinar for our members from speaker and coach Patricia Conlin. The topic was Attraction Marketing: How to Get More Clients Without Endless Cold-Calling (disclosure: Tish is a former NPAworldwide member). Attraction marketing is a concept where you provide education and value as a client development strategy as opposed to hammering them with your sales pitch. Read the rest of this entry »


Getting Your CV Ready

by Veronica Blatt

Our guest blogger is Jason Elias of Elias Recruitment in Sydney, Australia. Elias Recruitment is a specialist legal recruitment consultancy, finding lawyers for law firms, not for profits and corporates, across Australia. Jason is the Chairman-ELect of the NPAworldwide Board of Directors and received our Chairman’s Award in 2014. Jason is also a Fellow of the peak recruitment industry body in Australasia  the RCSA (Recruitment & Consulting Services Association).

A study by The Ladders found that professional recruiters give most resumes an initial 6-second review to look at key details before deciding whether to contact you for an interview.

During that 6-second window recruiters are quickly scanning: Read the rest of this entry »