FLAME vs. WAX Recruiting: Find Your Harmony

November 15th, 2018 by Veronica Blatt

Our guest blogger is Gregg Whitt with Professional Personnel Associates in Clemson, South Carolina. Gregg is a longtime member of NPAworldwide, currently serving on the board of directors. Professional Personnel Associates provides recruitment services in the technical, engineering, manufacturing, professional, and management fields across the United States. Read his thoughts on your recruiting attitude below.

Remember the times when you posted your job openings in your publication of choice without really putting too much effort into it? Or the times when you posted a job opening on one or two job boards, and just waited and got many high-quality applicants? Read the rest of this entry »

What Makes a Great Recruiter?

November 13th, 2018 by Dave Nerz

International Recruitment Is In Your Reach

November 8th, 2018 by Liz Carey

As a recruiting firm, have you considered working internationally but haven’t “pulled the trigger?” Maybe you’re a solo recruiter with limited resources and don’t think you can take on international recruitment. Or maybe your firm doesn’t want to have to navigate the legalities and regulations of another country. Yes, these can be challenges, but the fastest and easiest way to surmount them is to work with a trading partner who has experience in international recruitment and understands the local laws.

A valuable international recruitment partner will be able to find top talent, screen the candidates, and manage the interview and hiring process. This can save you time and money, and help you satisfy all of your clients’ needs.

Here is an International Recruitment success story that happened recently between two NPAworldwide members: Read the rest of this entry »

Split Placements Boost Business

November 6th, 2018 by Veronica Blatt

Split placements are good business for independent recruiters. Sure, I’m biased since NPAworldwide is in the business of fostering splits, but I’m still a fan. And here are a few reasons why: Read the rest of this entry »

The #1 Thing That Frustrates Job Seekers & How to Circumvent It

November 1st, 2018 by Veronica Blatt

frustrated job seekersToday’s guest blog is from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. We offer a variety of support services, including payrolling, payroll funding, risk management, etc., and serve as a strategic resource in helping you efficiently and profitably place talent. www.people20.com

Recently, Glassdoor—one of the world’s largest job and recruiting sites—polled more than 1,000 U.S. job seekers, asking about their biggest frustrations with the interview process, and what specifically makes them more likely to drop out.

While reasons like potential employers “cancelling or postponing interviews,” and “not responding in a timely manner,” were amongst the top issues identified by job seekers, the number one grievance according to 50% of polled participants? Lack of information about a job’s total compensation package, including pay and benefits.

With SIA reporting a 48-year low in unemployment rates and temp jobs rising by nearly 11,000 in September 2018, it’s clear that a candidate-driven market is here to stay. In knowing this, job seekers are more likely to feel emboldened to be more selective when looking for a new job—taking into account things like compensation and an organization’s willingness to disclose those requirements. Any company not willing to share a salary range up-front could suggest potential red flags, and a waste of time for candidates.

But as a recruiter, what are you supposed to do when a hiring manager won’t give you an official salary range, or asks you not to disclose all compensation details right away? Since benefit conversations are just one piece of the puzzle, it’s necessary to look into a few other factors that can help positively steer the recruitment process in a way that meets candidates’ needs, and provides recruiters with a bit more control.

Total Transparency and Feedback are Key

In the same Glassdoor survey, when asked what makes a positive job-application experience, 58% of job seekers noted clear and regular communication, 53% stated they want a company to define clear expectations so they could prepare well, and 51% said getting feedback from a company, even if negative, would all make a helpful impact.

The key problem in all of these instances is a breakdown in communication. Whether it be not hearing back about a job or not having the process properly explained, candidates aren’t likely to stick around if they feel they’re being left in the dark. Regardless of high-salary potential, candidates will move onto something else if they don’t know where they stand in the recruitment process. As the liaison between candidates and your client, make sure that you follow up with both often to retain engagement.

Gender Makes a Difference

When surveyed, 57% of women reported that not receiving enough information about total compensation packages was one of their biggest issues, compared to only 44% of men. Further, 43% of women articulated they would pull out of the recruitment process if they read a negative review from an employee, versus only 28% of men who would do the same.

With ongoing conversations around pay equality and new platforms emerging that speak to female job seekers (e.g. InHerSight), the results aren’t completely shocking, but definitely worth taking into account. While you cannot control the gender of applicants, you can certainly tailor your approach to fit your audience. By getting to know more about what a candidate is looking for in a job outside of monetary requirements, you can play up other benefits your client offers, as well as specific aspects of the role you think would appeal to them.

Shorter Interview Processes are Desired

82% of job seekers expressed they would want the entire interview process to take less than a month, while as many as 40% revealed they’d prefer less than a week. With the fastest time-to-fill averaging a minimum of 8 days or more worldwide, there is a clear dissonance between what job seekers desire and the current state of the industry.

While meeting all candidate expectations around the length of the interview process is unlikely, there are steps you can take to make sure it’s as quick and efficient as possible. Encouraging hiring managers to agree to a firm but flexible-as-needed timeline for an open requisition, as well as having them provide all of the necessary information upfront to attract the right talent and properly guide recruiter-candidate conversations, can make a big difference in cutting down on wasted time.

Ultimately, while all of these aspects can make for a better overall job-seeking experience, if a candidate asks about compensation, it’s best to be as open as possible. The reality is, there are companies that are starting to recognize the importance of salary transparency, and those that don’t, risk missing out on quality talent. Instead of evading candidates’ questions surrounding the topic, try guiding your clients on ways to highlight compensation-package differentiators that make the position/company more appealing (e.g. while a salary range might be slightly below market value, perhaps the available healthcare options are comprehensive and affordable).

At the end of the day, if a client’s salary range and benefits do not meet the needs and requirements of a candidate, they’re going to move on—regardless of when in the process they find out. To avoid diminishing your chances of working with a quality candidate in the future, honesty really remains the best policy.

Source: Glassdoor, “Lack of Information About Compensation Is the Biggest Frustration for U.S. Workers and Job Seekers, According to Glassdoor Survey.”

Blue Ocean Strategy for Recruitment

October 30th, 2018 by Veronica Blatt

Today’s guest blogger is Taufik Arief with People Search Indonesia, based in Jakarta. People Search Indonesia serves clients in FMCG, pharmaceuticals, IT, telecommunication, general manufacturing, and fashion & retail. Taufik currently serves on the NPAworldwide Board of Directors representing Asia.

A moment of truth. I was at Los Angeles International Airport when my eyes caught a newly released book: Blue Ocean Shift written by W.Chan Kim and Renee Mauborgne. I bought and read it during my 20-hour flight to my home city, Jakarta. Read the rest of this entry »

Questions for Finding an International Recruiter

October 25th, 2018 by Sarah Freiburger

Many employers attempt to first use internal resources instead of looking at external recruitment companies. In markets that the employers know well and have social media connections, perhaps it is possible to avoid independent recruiters or at a minimum reduce the dependence on outside agents.  When the needs of companies expand beyond a local market and into countries where there is no physical presence, recruitment agencies may be the only way to achieve the results that are needed. As an international agency ourselves, we have prepared a few questions to consider when contracting an international agency.

1. How does your fee structure work?

There are many different approaches that recruiters use. If you have a real and immediate need opt for a firm that requires paying some sort of engagement fee or retainer so that you know that your opening will get some attention, or a devoted team and number of hours immediately put to the search. This will shorten the duration of the search and turn up candidates more quickly.


2. Does your firm have partners and connections where we are hiring?

It is often desirable to make a connection to a local recruiter with international connections rather than searching for a recruiter in the market where you have a one-off need. Develop a relationship with someone in your time-zone, who speaks your language, where you can meet them for coffee or have a meeting to hold them accountable for results. Have a relationship that is more than a single transaction. Opt for a relationship that gets leveraged around the world for your benefit, but keeps you grounded right where you are.


3. What is the most common source of the candidates you place?

Locating names is easy; selling people on making changes to their lives as significant as leaving one employer and moving to another is not easy work. It is even more difficult for the hiring company to be seen as an impartial coach or motivator of change. Sometimes the recruiter can do what even very talent hiring managers cannot. Also, look for recruiters with connections to a group of peers. You want the best candidate available not just the best candidate in their database. More like the best candidate in 20 or 30 recruitment companies’ databases. Or 500.


5. Can you tell me about international placement you have done or your affiliates/partners have done?

Examples of success are a good predictor of future success. Not every recruiter you connect with will have partners and connections and be able to share success stories. The ones who are capable will know others who are successful and have made international placements.


6. Does your firm belong to an international network or association of any type?

Ask what organizations they belong to. If they do not belong, then this show a lack of commitment or focus on what you are defining as necessary to support your search. They may have developed networks and connections independently…if so, they need to share some details on how they remain relevant in the market they hope to search for you.


There are many more you can add. In the end, it is about building a partnership and developing trust. The big things to take away are: look at the need creatively, you may find someone locally that has connections where you need to be, look for the ability to communicate examples of personal/partners success stories, and find someone who is doing recruiting not just list building.

What Does Your Website Say About Your Clients?

October 23rd, 2018 by Veronica Blatt

Today’s guest blogger is Adam Appleton, copywriter and content creator for Recruiters Websites. Adam and the rest of the team at Recruiters Websites help recruiting firms and staffing agencies create dynamic digital ecosystems, offering everything from website design to organic marketing.

It’s almost 2019, and if you weren’t aware, the internet is here to stay. Every year that passes only further cements the reality that legitimate, professional organizations have a legitimate, professional web presence. We could continue inundating you with analogies of how, for many businesses, the website has taken the place of the brick and mortar storefront. But that isn’t the message today. In a business-to-business industry where client endorsement and recommendation can be the difference between growth or stagnation, your website may not only be considered a reflection of your competency but of your clients’ competency as well. Read the rest of this entry »

Saving Money on Recruitment Tools

October 18th, 2018 by Veronica Blatt

I’m doing some planning for 2019 and received sticker shock when I saw a quote for services I’m going to need next year. It’s forcing me to completely rethink the way I purchase and use this particular service, as the cost is about 50% more for next year. (And last year the price went up about that same percentage from the previous year.) As we’re nearing the end of the year and recruitment agency owners are beginning to work on their 2019 budgets, you might want to take a closer look at the prices you’re paying for recruitment tools and other business services. Here are some things you might spend money on in your business, in no particular order: Read the rest of this entry »

4 Top Reasons to form Strategic Alliances

October 16th, 2018 by Veronica Blatt

Today’s guest blogger is Eric Snethkamp, global channels & strategic alliances manager for 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 Alliance Partner of NPAworldwide.

Strategic alliances, strategic partnerships and joint ventures can have considerable impact on an organization. Large-scale growth, shifting marketplaces, and new ways of doing things can be the difference in a company becoming or remaining a market leader. Read the rest of this entry »