Year in Review: Split Placements Up in 2019

by Sarah Freiburger

NPAworldwide is a global network of independently-owned, professional recruiting firms working together to increase revenue through split fee placements. The network enables members to better serve their clients through extended geographic reach and greater access to industry specialization. In the process, NPAworldwide members benefit from increased production and a stronger competitive position.

Not only did the number of NPAworldwide member firms grow immensely in 2019, the number of split fee placements made by members also drastically increased, with total member revenue reaching 7 million dollars!  Split placement activity occurred around the world with North America leading the network in deals. The following information highlights key 2019 results:

  • Placements of positions with US$100,000 and above salaries were 35% of total split fee placements
  • Placements of positions with US$70,000 and above salaries were 59% of total split fee placements

Top 5 Practice Groups based on number of split fee placements, listed high to low. Click here  to view industries/niches included in these Practice Groups.

  • Engineering/Operations/Manufacturing
  • Technology
  • Sales / Marketing / Business Development
  • Accounting / Financial Services
  • Chemical Process

It’s not even the end of the year yet and our members are sharing jobs and placing candidates with one another at a rapid pace, excited to see what the rest of the year holds for the network! What does 2020 look like for you? If you are leaving additional revenue out of your business model by not leveraging other independent recruiters there is still time to set yourself up for success in the new year.

Backdoor Hires: We Already Knew the Candidate

by Veronica Blatt

Today’s guest blogger is Wilson Cole. He is the CEO of and Adams, Evens & Ross, the nation’s largest credit and collection agency designed exclusively for the staffing and recruiting industry. In 2008 he was inducted into INC Magazine’s, “INC 500” for being the CEO of Adams, Evens & Ross, the 307th fastest-growing privately held company in America. Adams, Evens, & Ross has helped more than 3,000 staffing and recruiting firms recover more than $1 billion in past-due debt and is an NPAworldwide Endorsed Program.

“We already knew the candidate.”

The most common excuse we hear from debtors that do not want to pay a recruitment fee is, “We already knew the candidate.” In most cases, these types of backdoor hires are the easiest to collect. The biggest hurdle for us to jump is to help the debtor understand that knowing the candidate and knowing they are looking for a job are two very different things. We also have the backdrop that the owner of the company is MAD; they are not really angry with the recruiter, but they are mad at either themselves or their HR manager because they did not have a better pulse on what candidates were actually available.

Typically, we get two versions of this argument that “We already knew them.” For the first one, I can follow their logic; the other one is a character issue on their hiring company and tells volumes about the person on the other side of the desk.

Argument Number One:

We already knew him and talked to him last week at a trade show. I have so many recruiters call me and tell me about this scenario, and then they follow up with asking me, “Do you think they owe me?” The answer to that question is a definite yes. The fact that they know the candidate is 100% totally irrelevant unless the candidate is actively interviewing or in discussions with the hiring company. If you recruit in a niche industry, then it is not at all uncommon that everyone knows everyone. This is especially true when it comes to sales and marketing candidates and, to a lesser degree, higher level management. They see each other at trade shows; they are talking to each other and referring clients and prospects back and forth at different times. The difference is knowing someone and knowing that they are ready to make a change that is the key. The fallback position is always going to be “procuring cause.” If it was not for the recruiter’s actions making that connection at that point in time, they may have never known that the candidate was available at all. I do understand the frustration that the person signing the check must feel. They knew the guy and their people spoke to the candidate, yet no one mentioned it. They are hiring, and now a $35,000 fee is owed. If you find yourself with that argument, simply ask the hiring company if they bring it up: if we follow your logic that we knew the candidate but we were not interviewing the candidate, then that would mean that we could not bring you any candidate that you have ever come in contact with? Once you phrase it that way, about half of the hiring companies will, reluctantly, go ahead and pay your fee.

Argument Number Two:

We already knew the candidate; Steve in Marketing worked with him a few years ago. When you hear this argument, understand that the hiring company does not want to pay your fee, and they have created an excuse to justify stealing from you.

Let me explain:

Assuming that the candidate is not actively or has not been actively interviewing with this company, what happens 95% of the time that we hear this excuse is after you ID the job to your candidate, they then Google or go to LinkedIn and see that an old business associate works for this company. So, they reach out to their former business associate and ask, “What is the company like?” or, “put in a good word for me,” etc.

This is a perfect example of “We knew them already, and after you made the association, we realized that we had mutual connections.” Please understand this is not a real reason; this is more of an excuse. Also, realize that I am not saying do not tell your candidate where you are presenting them. I am saying you should always do that, unless the search is confidential. I want you to tell them, but I also want you to document these conversations in email. Notes from your system will not hold up when their attorney gets involved, nor will call records. The best type of documentation is an email chain where you present the job to the candidate in writing. If you are not already doing this, it is your first homework assignment that I want you to do for the rest of your career: document everything through an email chain. I also want you to understand that the longer you wait to take action on this type of backdoor hire, the harder it will be for us or anyone else to collect. If you continue to talk to the hiring company, you run the risk of saying or doing something that will make the account uncollectible.

Case Study Number One:

Mid-Sized Electrical Company Backdoor Hired a Sales Rep

Fee Owed: $27,000

Reason for the Dispute: We have known the candidate for 10 years

Our Argument: You also know about 300 other sales reps in your industry, but how many of them do you know that are looking to make a change? Our client found the best talent before he left to work for another competitor.

Resolution: The debtor paid the full fee within two weeks.

Case Study Number Two

Small-Sized Electrical Company Backdoor Hired a Sales Rep

Fee Owed: $32,000

Reason for the Dispute: The candidate worked with our VP five years ago

Our Argument: The paper trail shows the candidate did not know about the job opening until after our client presented the opportunity in writing. The candidate then searched and found this former associate and called asking for them to put in a good word.

Resolution: The debtor’s attorney got involved and we went back and forth another 2 weeks. The case almost went to court, but the debtor offered to pay $25,000. Our client accepted and now uses the former client as a source.

Getting a Response from Passive Candidates

by Dave Nerz

Recruitment is a sales profession. Getting clients and passive candidates to respond and take the action needed to complete a placement is not for those unwilling to commit to a recruitment process. Define YOUR PROCESS and repeat it; repeat it again and again until you get a result. If it is not working, change your recruitment process.

On rare occasions, you make a call and a candidate answers. Rare. Sometime luck shines on you and the first well-crafted email hits your target and they respond. Most are very happy just to get a response, even if the response is less than favorable. The answer is a result. Most times more is needed to get a response. Any sale begins with an introduction. Make sure you have a great one.

If you are not so lucky, consider a second email that suggests a phone call and then an actual phone call. Yes, the phone. I know it scares some of the more modern recruiters using AI, social media and robots to get their work done. Meanwhile, old school headhunters are upset passive candidates and clients would rather email than pick up the phone. Somewhere in between is the truth. But certainly use the phone as one of your tools. In addition to live conversations, the phone can be used to text. Be cautious and careful about jumping into text. Make sure to look for some acceptance from candidates and clients on the use of text. One of your emails could suggest that you will be calling or texting in the next few days. If you have a process that is different and works for you, stay the course. If not, reinvent your process or consider an update.

We are not done yet. Good recruiters have the expectation that it will take more than a few contacts to get a response from truly passive candidates. Great recruiters have even more persistence. If you have exhausted email and phone messaging without a result, it may be time to go to social media. I prefer LinkedIn InMails as the next step. It comes at people differently than your typical email. Maybe your email is blocked or going to junk mail.

No response? Before you jump back to your traditional methods, find an even more creative way to move it forward. Try a fax, send a gift card from Starbucks or a letter via post. I have used post cards and the gift card method successfully in sales situations. It is a $5 coffee card and saves you $10 of time and may lead to a $30,000 fee.

Finally, you need to go back to your preferred method, voice or email, and let the passive candidate or client know you got the message. Confirm that what you offer, propose, suggest is not a fit for them AT THIS TIME. Keep the door open while reminding them of what they are missing. Wish them well and move on…I call it the “Close the File” email. Gets about a 75% response rate if you have done all the work required to earn the right to do this close.

You might be surprised by what a good process can do for your results. If you do this with every situation you will be getting more call backs and more yes or no responses. Review metrics you have. Track email open rates and click-through rates. Maybe something as simple as A/B testing of a subject line could change your results. Stay committed to your process and be persistent.

Which Recruitment Conference Should You Attend?

by Veronica Blatt

recruitment conferenceAttending a recruitment conference can be an excellent opportunity to hone your craft. There are dozens of events held every year – there is a good list on this site. It can be difficult to decide which one(s) to attend. Many 2020 events are already scheduled; for example, early registration is currently open for our Global Conference. Here are some tips to help you decide where to spend your time and money:

Start with the content

A recruitment conference is likely to have a specific purpose, mission, or theme. Learn what that is and whether it ties into specific goals you have for your desk or firm. If it’s an event about sourcing but your job is business development, it might not be the best fit for you. Some events focus more on personal networking and relationships. Others provide a classroom training experience.

Who else is attending?

Is there a specific trainer or speaker you’d like to hear? Does the event offer appointment scheduling? Does the recruitment conference include clients or job seekers you can help? Are you likely to meet a lot of new people, or reconnect with old friends? How about the event sponsors? All these groups of people offer valuable connections.

Where is it?

Conference destinations are always interesting. We spend a lot of time thinking about destinations that are intriguing, accessible, and affordable. We survey our members and keep a close eye on where other organizations are holding events. So from a business standpoint, we try to be very tuned-in to destinations that are likely to draw a healthy number of attendees. But, there are other reasons why people attend. Sometimes it’s to visit a client or do some business prospecting. Sometimes attendees piggyback on to another event that is being held nearby. Still others have an opportunity to visit friends or family or use the conference destination as a way to build a memorable vacation.

How much does it cost?

Many attendees look at the cost of a recruitment conference before they look at any other factor. It is also important to calculate value and/or return on investment (ROI). Viewing a recruitment conference as an investment instead of an expense can help you make a better decision about attending. Professional development is an investment in your career. Some investments show their ROI in a short amount of time; others take longer. If you are able to learn one or two tips that save enough money or time to recover the cost of your attendance, you’re in great shape. Investing in your skills makes you a better recruiter and makes your business a stronger competitor.

The recruitment conference landscape is rich; you’re sure to find something that meets your needs. Make 2020 the year you invest in yourself!

Recruiters, What Are Your Values?

by Veronica Blatt

Today’s guest blogger is Laura Schmieder of Premier Placement Inc., specializing in manufacturing especially engineering, operations, supply chain, sales and marketing roles globally. She currently serves on the NPAworldwide board of directors.

I recently read an article in Network Magazine titled Why Best Practices – Aren’t by Mike Myatt. An interesting premise, his thesis was: don’t copy, create. He felt to evolve and be successful, one needed to think outside the box – beyond accepted methodologies, processes, rules, concepts and theories. It was an excellent read and thought-provoking for both recruiters and other business professionals.

As I read it, I thought well that’s all fine and good; however, recruiters still need to work within a framework of standards and policies. He did say that he did NOT recommend a blatant disregard for rules and methodologies but fostered the belief that one needs to challenge the status quo.

Long ago I read Zen and the Art of Motorcycle Maintenance. It’s a philosophy/travel book that mixes discourses on Eastern and Western culture with the blessings/burdens modern technology bestows on us. It’s a quirky book but I often go back and think about the lessons I learned reading it. Repeated throughout is the conviction that you must live a life of quality but also give quality to life around you.

There are many precepts about life throughout the book. Things about not allowing technology to take over your life but using it to your advantage – to produce good work. To instill patience, care and attentiveness in my work, are to achieve peace of mind. Peace of mind produces right values that produce right thoughts (stay with me on this!). Right thoughts produce right actions that produce quality work.

Examine Your Equipment

What is emphasized is the need to examine oneself and the equipment that carries you through your life journey – where have you been and where are you going in the road of life? Is your motorcycle capable of taking you the 200 miles you want to go the next day? Do you have the tools to make the fine adjustments necessary for a smooth and efficient ride? Have you checked your tire pressure, oil level lately? How efficient is the engine that moves you? Computer and telephone systems, wireless headsets, smart phones, resume databases, social networking sites – all great technology but in the end, they are only tools…tools to help you reach out and communicate with prospective candidates, clients or split trading partners – back to basic conversation, picking up the phone.

If you don’t periodically take the time to educate yourself, stretch your mind, share your experiences and expertise, meet new people—you will find yourself in a rut with at least a flat tire (no one to send in for interviews) or worst, a blown engine (offer turned down and NO BACKUP!) Think about it…ALL major professions require continuing education credits. Where are you getting yours? ALL motor vehicles need yearly or bi-yearly inspections – when was the last time YOU inspected your placement machinery and systems?

Networking and training meetings or nowadays, the many webinars or conference calls available…are like the preventative maintenance necessary to run all systems. If you don’t tend to them, then you will be constantly fixing, as oppose to preventing, breakdowns.

Learning new technology, fine-tuning existing systems, reiterating the basics of how to develop candidates and new clients – sometimes it takes getting off the desk and phone, even out of the office completely to gain the full benefit of training and education. Find out how other recruiters are succeeding in this economy (don’t be jealous, LEARN what they are doing that YOU aren’t!). Come back to your own desk with a fresh attitude, with enthusiasm to try that new technique.

Communication Matters

Another example is how lack of communication affects the process. Look at what happens when candidates don’t tell the recruiter or the prospective employer what they really need to make a change OR when the resume is not well-thought-out or the presentation complete. When employers don’t give recruiters feedback throughout the process—for that matter when split trading partners don’t communicate—the process fragments and ultimately can break down. It leads to the breakdown of quality work: negative action instead of positive, forward-moving action.

Avoiding Breakdowns

The lack of honesty, truth and integrity corrupts the process and leads to breakdowns. When you lie about a career opportunity to a prospective candidate or hiring authority and they learn the truth, their trust in you and the entire industry is broken. When candidates pad their resumes with false accomplishments or dates of employment and are found out, the process breaks down. When a client or split partner receives a candidate’s resume from a recruiter but chooses to see if they can find them in a candidate database on their own using that original referral, the process is corrupted. When a hiring authority expects a bribe before sharing job orders —and certain recruiters provide them—the process is corrupted. Negative action instead of positive, forward moving action.

Back to that precept of quality: the conviction that you must live a life of quality, but also give quality to life around you. Are you someone that clients, candidates, your peers turn to because they respect your opinion, your knowledge, your abilities to give sage advice? Do you take the time to share your knowledge and wisdom with new recruiters or students just out of college or outplacement organizations? Sometimes the best way to learn, is to teach a lesson…we are reminded of the adage, “Do as I say, not as I do!” Teaching, or being a mentor, is one way to reinforce what we should always be doing. Have you volunteered in your professional associations or business networks? I think we can all look back in our careers to someone that took the time to teach us. Have we returned the favor and passed on the knowledge and perspectives to be successful in our profession?

Last but not least, do you have peace of mind…have you striven to be the best person you can be? What have you done to improve your mind, your physical body, your soul AND do you avoid actions, people, or situations that are detrimental? In this age of information overload, it’s easy to stray off the path. We have many distractions and it’s up to us to disregard the negative messages and focus on truth, sincerity and integrity. In the end, you only have one life to live. You will have a lot less to worry about if you try to live each day striving to be the best person you can be. It should lead to success in your profession as well. We all want to do business with someone who is not only knowledgeable, but who we respect and trust.

Remember: peace of mind produces right values that produce right thoughts. Right thoughts produce right actions that produce quality work…and ultimately a life of quality.

No More Ghoulish Videoconferences

by Veronica Blatt

It’s Halloween this week and let’s face it, we have all sat through some pretty frightening videoconferences. From run-of-the-mill technical difficulties to barking dogs and other interruptions, I think it’s fair to say everyone has had at least one not-so-great experience. While some things will always be outside your control, there *are* things you can do to improve your participation on videoconferences.

Start with the Lighting

Bad lighting is a videoconference killer. You don’t want to look ill, washed-out or have other strange effects, so make sure you spend some time checking out your lighting before you join the call. Natural lighting is best; sit facing a window if you can. If natural lighting is not an option, position a good quality lamp behind your screen – the light source should be in front of you. Avoid fluorescent lighting and overhead lighting, both of which are harsh and can cast unflattering shadows. Never put the light source behind you.

Remember Your Camera Angle

Bad camera angles are also scary. Be sure to check the position of your camera and screen before joining a video call. You want your webcam positioned close to eye level. Other camera angles can make you appear to be towering over the other party or even worse, show an unflattering view up your nose. The angle of your monitor matters too – you don’t want your counterpart to see mostly ceiling and just the top of your head. Aim to have your head and shoulders centered in the camera view. You may need to experiment with raising or lowering your chair or your monitor to achieve the best camera angle.

Check Your Webcam Settings

Your webcam likely includes a basic set of tools to adjust brightness and contrast. Once you establish the lighting you will be using, check the camera settings to see if further adjustments are needed.

Dress for Success

Avoid patterns and wear a bold, solid color near your face. If your clothes are close to the same color as your background, you can end up looking like a disembodied head. Contrast is important for successful videoconferences.

Review at Your Surroundings

Once you have your laptop set up, take a critical look at the area around and behind you. Is there anything visible on-screen that would make a less-than-professional impression? For example, if you’re in a bedroom, is an unmade bed or dirty laundry in the frame? How about personal items or wall hangings that are distracting? Do you have a plant or flowers that appears to be growing out of your head or shoulders? What about a mirror that might be reflecting an odd view? Study the background carefully and move anything that looks awkward or unprofessional.

Watch Where You’re Looking

Making appropriate eye contact can be a bit tricky during videoconferences. During an in-person meeting, it’s normal to break eye contact to write notes, but it can seem very disjointed to do that during a video call. Make sure your note pad and pen are nearby and that you can write without turning away from the screen. DO NOT look at YOURSELF in the split screen view – this takes some practice! Similarly, if you’re looking at the other PERSON on the screen, it may appear to *them* that you are looking down or away. The best place to look is into the camera, but that often feels weird. You may find it helpful to tape some notes to the edge of your monitor, or a picture of the person you are talking to just above and behind the webcam.

Successful videoconferences require practice and a dress rehearsal. Figure out lighting, camera angle, and your surroundings well in advance. Give yourself plenty of time to connect, and have your notes organized and ready to go. You’ll be a video pro in no time!


5 Business Development Tips for Recruitment Firms

by Liz Carey

In recruiting, the biggest piece of infrastructure that needs to stay solid and sound is your pipeline. You should always be developing new clients and candidates. Even if you have a handful of solid, longtime clients that keep you busy…. things can happen, such as job orders being cancelled or put on hold indefinitely, or your client company could decide to move recruiting efforts in-house. Never take your pulse off developing new clients and building strong relationships with candidates… but that doesn’t mean you have to spend hours on end doing cold-call sales calls.

Here are 5 best practices when it comes to business development:

1. Make sure your online presence is strong and focused with a solid website and seamlessly integrated social media presence. One NPAworldwide member reported seeing a 45% increase in activity on their website, and could attribute 9 new clients over the last 6 months, just due to SEO and their website presence. Post articles geared toward your prospective client’s interests to give them value and keep your name in front of them. “We’ve seen a dramatic increase in inbound calls, from new clients and/or clients we’ve lost touch with.”

2. Build a rapport. It’s one thing to have a fancy looking website and lots of buzzwords throughout your social media profiles. It’s another to be human and build relationships by offering genuine comments, thoughts, questions, etc. One NPAworldwide member makes it a practice to congratulate their clients after they make a placement. Several members have mentioned they send birthday cards, or congratulations cards after a client/candidate has a baby, etc. Another member said she sends a quarterly newsletter to all her clients and former clients with photos, blog articles, etc. Recruiting is a people business, and it’s important to make a strong emphasis to leverage those relationships.

3. That includes candidates. It’s important to keep constant contact with candidates, too… even after you’ve placed them or didn’t have success placing them. You have invested time to get to know these people and represent them in the marketplace… you never know if they will become a hiring manager one day, and need your help to fill a role. One NPA-er said that 33% of their customers ultimately became clients. Check in with them from time to time, and

4. Share good news! Testimonials, stories about recent placements, spotlights/videos about your company… This kind of information will show that you make an impact in the marketplace and keep your name in lights. Give a potential client documentation about how many people you’ve placed in that role/field, acceptance rate of offers extended, what your retention rates are, etc. Differentiate yourself and don’t be afraid to boast a little bit – this is how you can stand out amongst the other recruiting agencies out there.

5. Turn a no into a maybe. If you call a potential client and they say “I’m not interested” or “No, thank you,” don’t end the conversation there. Take the initiative to say “tell me about your hiring process” or “what are your pain points?” They might say “You know what, we’ve had a really hard time filling this management position… it’s been open 6 months, my boss has used two recruiting firms. Why don’t you send me your info and I’ll send it over to my boss.” One NPAworldwide member gets 10 hits a year by doing this alone: “It’s a little bit easier and less ‘cold’ than you seeing a job on Indeed and calling into HR. It’s warmer this way. Any call I make isn’t just recruiting, it’s business development as well.”


3 Website Marketing Strategies Your Firm Should Focus On

by Veronica Blatt

Today’s guest blogger is Tim Bell, President of People 2.0’s Global Search and Recruiting Support Division. People 2.0 is a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. People 2.0 is an NPAworldwide Endorsed Program.

Marketing your staffing or recruiting firm is very different today than it was a few years ago, as we are experiencing a fundamental change in customer buying behavior. Clients no longer take cold calls or accept lunch meetings in hopes to make a connection for their next partner.

Today, since most consumers finding out about products and services by searching online, marketing has become a crucial aspect for businesses when attracting potential clients—especially when it comes to your company’s website. Not only is it important to make sure that you’re keeping your company’s website relevant and easily navigable, but that you also utilize strategies that attract viewers and keep them there!

As such, here are three website marketing strategies your firm should focus on to ensure you are attracting the right types of prospects to your firm, and helping you win new business!

Make Sure Your Website is Mobile-Enabled

In the human capital industry, it is critical that your site is mobile-friendly. Your prospective candidates are using mobile devices to search for potential positions, ask questions, register online, and upload resumes. If your firm doesn’t have a responsive mobile site, potential candidates will just give up and leave. It should be easy to find, read, and navigate on any device.

Further, you also have to ensure your email marketing messages are mobile-friendly. Everyone uses mobile devices to check their email, whether they’re at home, in the office, or on the go. Don’t turn off prospects with messages that are difficult to read on phones and tablets.

Invest in Search Engine Optimization (SEO)

Your online marketing strategy needs to incorporate an effective SEO campaign. Keep in mind that this is not a one-time thing. Google is always updating its algorithms for search since their goal is to deliver users the most relevant search results. Your firm’s ongoing success depends on improved search engine results and website traffic, so don’t neglect this key component of online marketing.

If you do not have a marketing team who knows SEO well, or do not have a lot of experience yourself, you can always call upon a third-party provider to ensure you’re meeting the mark!

Focus on Blogging Frequently

Blogging is often overlooked, as it is a time-consuming task that tends to fall low on the priority list. However, candidates and clients are online and they’re reading content, so you should create a company blog that can continually generate quality content to share online.

There are many benefits to blogging for business. Use it to educate clients and candidates, build your brand, gain trust, establish credibility, increase visibility, drive traffic, and generate leads.

Your blog should also be SEO and social-media friendly, to improve your search engine ranking and facilitate easy sharing on social media. If you can’t find the time to blog regularly, consider delegating the task to your staff or outsourcing the content creation.

For more strategies on how to enhance your staffing and recruiting firm’s marketing strategies, check out our eBook, “A CEO’s Guide: Online Marketing for Staffing Firms” today!

How to Handle an Economic Slowdown in Your Recruitment Firm

by Veronica Blatt

Economic cycles come and go, and we have been fortunate in the US to have enjoyed a decade-long recovery following the Global Financial Crisis. Recent headlines might have you thinking a downturn is imminent. If you’ve never worked through a slow economy, or haven’t spent much time thinking it about recently, here are a few things to keep in mind for your recruitment firm.

First, don’t panic

Confidence is an important tool in handling economic uncertainty. Pundits and media outlets can dominate the news with alarmist reporting on economic signals. That reporting can impact both business and consumer confidence. In turn, businesses slow down hiring, investors delay investing, and consumers stop spending. So while it’s smart to pay attention to experts, it’s also important not to talk yourself into a downturn. In the USA, we’re experiencing our longest-ever bull market, hiring demand remains strong, and the economy continues to grow. A slowdown in growth is STILL growth. Read the rest of this entry »

How Promoting Company Culture Can Help You Find More Candidates

by Veronica Blatt

casual office company cultureHave you ever wondered how to get more candidates for job openings, or candidates more suited to the needs of your clients? It can be tough, especially in a market with very high employment, such as the one we’re currently in.

Ah, but there’s a secret weapon. It’s the company culture. Culture is what determines whether a workplace is friendly and open or a place where everyone minds their own business. It can determine the degree of flexibility in a workday. It’s reflected in whether people would rather hike on the weekends or binge-watch television. If you create a “cool” culture in the working environment, you’re way ahead of the game! Read the rest of this entry »