Leaders Unleash the Power of “Yes”

August 16th, 2018 by Veronica Blatt

Today’s guest blog is from People 2.0, a premier global contingent workforce deployment platform and full-service business process outsourcing (BPO) provider for the staffing and recruiting industry. People 2.0 offers comprehensive back-office support and a complete employer of record (EOR)/agent or record (AOR) platform—empowering individuals and organizations to focus on growing their business and placing top talent.

As a leader, have you unleashed the power of yes with your team? In particular, are you offering unequivocal “yeses” as often as possible? Every leader or manager knows that saying “yes” to an idea, proposal, or request can positively impact morale, engagement, and performance. The power of a “yes” is that it encourages more problem-solving, initiative, and proactivity in a team and among team members. Read the rest of this entry »

Recruitment Conferences 2019

August 14th, 2018 by Dave Nerz

image of recruitment conferencesThis might sound strange to some, but we are beginning our budget process for 2019. In order to have an effective and accurate look at 2019, we need to start thinking about how and where we will spend in the year ahead. I have a great interest in hearing what recruitment conferences exist and what some opinions are of the events you have attended in past years. Read the rest of this entry »

Building Your Online Recruiting Presence

August 9th, 2018 by The Imagination Factory

In recent years, we’ve seen a plethora of brick-and-mortar stores go extinct as more and more shoppers venture online. Toys R Us, J.C. Penney and Brookstone are all recent victims. Even Mattress Firm is considering filing for bankruptcy, according to Reuters. Online mattress startups have people opting for free shipping and no-hassle returns from over going to a physical store and testing mattresses out. Staying competitive requires companies to ramp up their online presence, from the retailer’s website to it’s social media platforms. This is not only true for retailers, but for recruiters too. Just like you research clients and candidates, they will be scouting out your online recruiting presence, as well.

Many recruiters consider themselves “old school” – still doing things as they did them 10, 20, 30 years ago. And while nothing can ever replace meeting a candidate face-to-face, or weekly phone calls with your clients, it’s important to keep up with the times and trends… especially when it comes to you and your firm’s online presence. Read the rest of this entry »

3 Benefits to Social Media for Recruiters

August 7th, 2018 by The Imagination Factory

I recently read an article pondering whether social media for recruiters actually works. (Full disclosure: the author is an NPAworldwide member.) The premise is that perhaps the “social” aspect of social media has been lost, with many people focused more on “likes” than on meaningful personal interactions. I don’t disagree with that, but I do feel strongly that social media is an important tool for recruiters. A long time ago, I recall a webinar about social media that said simple/low-cost transactions are much easier to convert online than complex/expensive transactions. Read the rest of this entry »

4 Tips for Connecting with Modern Candidates

August 2nd, 2018 by The Imagination Factory

Today’s guest blogger is Joe O’Connor, CEO and Co-Founder of Vizi. Instantly transform your text based job posts into visual experiences that can be shared anywhere with Vizi. Talent attraction should always be an authentic brand story that promotes opportunities instead of transactions.

The recruitment marketplace was once ruled by 33 characters and only a few generic lines of text. It’s amazing to think how this space has evolved since the early days of the classified ad. Companies now have personalized touchpoints with candidates that span across several mediums. Quality candidates shop around for companies that fit their values and deliver meaningful work. We have highlighted four areas to focus on for attracting modern candidates: Read the rest of this entry »

How to increase efficiency by enhancing employee engagement

July 31st, 2018 by The Imagination Factory

Today’s guest blogger is Lucy Saysell, marketing executive with SourceBreaker. SourceBreaker is a completely new category of recruitment technology. It’s an end-to-end search platform that searches across your CRM, CV databases and social media, uncovering candidates your consultants and competitors cannot currently find, having an instant impact on billings. 

Employee engagement is one of those essential workplace attitudes that is so vital and yet often overlooked. Get it right and your team will be happy to come to work, motivated and giving their all. Get it wrong or totally ignore it and you will soon begin to see negativity and even apathy creeping into the workplace culture. Read the rest of this entry »

3 Key Questions to Ask A Recruitment Firm

July 27th, 2018 by The Imagination Factory

There is no question that currently the hiring needs of employers require more time and diligence than ever with much of the power in candidate’s hands. When you are considering signing on a new recruitment agency, consider asking these questions to ensure you are contracting with an elite agency.

  1. What are the top reasons a company would use your services to recruit?

In the history of knowing independent recruitment firms, our network believes the answer to this should come from longevity and results. A firm should be able to show stability in business and understand how to effectively build your talent in a sustainable manner for the growth of your company. Regardless of your expansion efforts, a strong firm will have a specialized and locally based recruiter able to provide you the top candidate in the market.

  1. Are you able to take on international searches?

While many independent agencies attempt to say yes to multinational and international clients, unless there is a localized approach, the search can result in less than satisfactory results for the client. With a true global firm, the recruiter speaks the language of the search. They understand the culture, common terms, idiosyncrasies, and the demands each part of the world brings to executive level placement. The result is the top candidates presented at every search they recruit on.

  1. Why should I use an agency instead of internal resources?

Many employers may shy away from hiring an external agency suspecting they will save money by first utilizing internal resources. However, in many companies, this cost savings will be severely miscalculated and further result in wasted time and money. When a company hires an external agency, most times they have already spent nearly 6 months trying to fill the role internally. Those 6 months are hard to calculate from a monetary perspective, however during that time your employees and organization are undoubtedly under an extreme amount of stress and pressure.

While these questions are not all inclusive of what you should be considering when hiring an external agency, they should get the conversation flowing to determine if it is the right fit for your business. Please visit npaworldwideworks to learn more on choosing a recruitment firm for your needs.

Recruitment News Around the World

July 24th, 2018 by The Imagination Factory

I have been catching up on some recruitment news and thought I’d share some interesting headlines from around the world.

Australia: Recruitment consultants struggling to hire recruitment consultants

Recruitment consultants are emerging as one of the hardest-to-fill roles in Australia. Rapid changes in the industry combined with high turnover mean there is a growing talent shortage for recruiters. A proposal to remove recruitment consultants from the Short-Term Skilled Occupations List would make it more difficult to hire foreign recruitment consultants. Indeed has identified recruitment consultants as the 17th-hardest job to fill in Australia, and nearly half of the 20 hardest-to-fill roles remain vacant after 60 days. Read the rest of this entry »

Split Placements Are on the Rise!

July 19th, 2018 by The Imagination Factory

As we are officially in the second half of the year, I thought it would be interesting to review our split placements data for the first six months of the year. Global split activity is up a solid 22% over the same time frame last year. Members in the northeastern US have seen placements increase by 34% so far this year. Elsewhere, split placements have more than doubled in Australia/New Zealand as well as in Asia compared to last year. Perhaps not coincidentally, employment in Australia more than tripled the estimated June numbers, and our membership in the region has also increased by 22% compared to last year. Read the rest of this entry »

Backdoor Hires: “We did not sign an agreement.”

July 17th, 2018 by The Imagination Factory

Today’s guest blogger is Wilson Cole. He is the CEO of BackdoorHires.com 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 did not sign an agreement.”

Nothing bothers me more than this excuse. Of all of the reasons for Backdoor Hires, this reason is the most frustrating because it is the easiest excuse to avoid. As I mentioned in my earlier chapters, one of the ways to recuse one-third of your Backdoor Hires and fee disputes is to get an agreement signed. Can we collect the account if you do not have a signed agreement? The answer is yes. Can I send this account to my forwarding attorney and have it sued? Well, it depends on the laws of that state and other mitigating factors. For example: in the state of Massachusetts, their supreme court has ruled that if you do not have a signed agreement then you do not have a claim. Luckily, most states are not as cut and dry on the subject, but it is just the best practice to get a signed agreement. Read the rest of this entry »