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5 Hiring Trends in the Chemical Process Industry

by Liz Carey

Chemical process refineryThe chemical process industry is undergoing a massive shift. It is no longer just about chemical engineering degrees and plant experience. The landscape is changing beneath our feet, driven by technology, environmental urgency, and a new generation of talent. Are you prepared to navigate these changes?

Recruiting top talent in this sector has always been challenging, but the rules of engagement are evolving. Whether you are an employer looking to secure the best engineers or a candidate aiming to future-proof your career, understanding these shifts is non-negotiable.

We are seeing five distinct trends dominate the conversation locally, regionally, and internationally. These trends are redefining what it means to be a “qualified candidate” and what it takes to be an “employer of choice.” Here is what you need to know to stay ahead. Read the rest of this entry »

Rethinking “Culture Fit”: A Global Perspective on Inclusive Hiring

by Veronica Blatt

Image of professional Black woman with braids in an employment settingToday’s guest blogger is Parvathy Krishnan of Cucumber Consultants in Hyderabad, India. Cucumber Consultants has core expertise in executive recruitment, with a focus on placing C-suite executives such as CFOs and other senior leadership roles across diverse industries. Parvathy is currently serving on the NPAworldwide Board of Directors. Here, she discusses the key differences between “Culture Fit” and “Culture Add.”

Why am I even writing this?

I have been working across regions for 25 years in the recruitment space – be it with my direct clients & candidates or with my global recruitment partners. I see hiring conversations play out differently – sometimes subtly, sometimes dramatically. Many a time, we are told, “Candidate is not a good ‘culture fit’.”

“Culture Fit” often comes up with good intent, yet the way it’s interpreted can narrow a team’s strength if we equate fit with familiarity. I am not here with any prescription; just to offer a practical, global lens with the wish that it does resonate with many of you out there & makes a difference with your hiring for the better! Read the rest of this entry »

Why Independent Recruitment Firms Compete Better Than Mega‑Teams

by Veronica Blatt

image of gold, silver, and bronze medals on a black backgroundThe Winter Olympics kick off in just a few hours, which means two things are guaranteed: world‑class athletic performances and a perfectly reasonable excuse for widespread sleep deprivation. For me, this is my favorite pastime every two years—the one time when waking up at unreasonable hours somehow feels productive, justified, and deeply entertaining.

As the world tunes in to watch skaters land impossible jumps, skiers fly down mountains at terrifying speeds, and athletes compete under pressure measured in hundredths of a second, it’s a reminder that the Olympics aren’t really about size or spectacle. They’re about execution—preparation, focus, and performing when it counts.

That’s what makes the Winter Olympics such a useful lens for thinking about recruitment—especially independent recruitment firms. Many of the most memorable Olympic moments don’t come from massive teams or unlimited resources. They come from individual athletes who compete against far larger programs and still win.

The same dynamic plays out in recruitment every day. Read the rest of this entry »

Global Hiring Outlook Remains Resilient

by Veronica Blatt

green and blue watercolor-style world mapAs organizations enter 2026, global employers are showing steady confidence in their hiring outlook, even as economic uncertainty and rapid change continue to shape the world of work. The latest ManpowerGroup Employment Outlook Survey, drawing on responses from more than 39,000 employers across 41 countries, reveals a labor market that is holding firm rather than accelerating at pace. Employers are still hiring, but they are doing so with greater intention and discipline.

At the global level, employers reported a Net Employment Outlook (NEO) of +24% for Q1 2026, indicating that the percentage of organizations planning to hire continues to significantly outweigh those expecting workforce reductions. While hiring optimism is slightly lower compared with the same period last year, it has strengthened quarter‑over‑quarter—signaling renewed confidence after a cautious second half of 2025. Read the rest of this entry »

A Recruiter’s Guide to Getting Hired in 2026

by Liz Carey

Man holds lit lantern in dark to guideThe calendar has flipped, and the employment landscape looks vastly different than it did even three years ago. If you are reading this, you are likely looking for your next big move. You might be wondering where the stability lies or where the explosive growth is happening. Recruiters reviews hundreds of profiles weekly, and see the patterns before they become headlines. The 206 job market is dynamic, demanding, and full of potential for those who know where to look.

Are you positioned to take advantage of these shifts?

The days of linear career paths are fading. Today, agility wins. The candidates securing the best offers aren’t always the ones with the most years of experience; they are the ones who understand where the market is heading and have aligned their skills accordingly. This guide will walk you through the thriving sectors of 2026 and provide the specific, actionable steps you need to take to get noticed. Read the rest of this entry »

Your Edge in Global Employment: Key Data Sources

by Veronica Blatt

Image of executive woman in front of large window with skyline behind herFinding reliable information about the global employment landscape is essential for boutique recruitment firms aiming to deliver exceptional value to clients. In a market where agility and specialization set you apart, grounding your recommendations in data-driven insights makes all the difference.

When you know where to look for trustworthy, up-to-date resources, you can confidently support clients with market entry decisions, leadership planning, and international search strategies. The right information doesn’t just inform your approach—it fuels stronger client relationships and positions your firm as an authority on global employment trends.

Let’s face it, your clients don’t just want candidates. They want partners who understand the market landscape. Knowing where to find reliable data gives you a powerful advantage. It allows you to advise on everything from market entry to leadership succession. Here are five essential resources that can elevate your advisory game and help you navigate the complexities of international hiring. Read the rest of this entry »

Recruitment Challenges: Overcoming Talent Shortages, Rising Costs, and Evolving Expectations

by Veronica Blatt

image of a professional man holding a cell phone in a modern office environmentToday’s guest blogger is Tim Lane founder and director of Park Lane Recruitment based near Manchester UK. Park Lane Recruitment is a specialist recruiting firm in the technology space with niche areas of cybersecurity, fintech, space and defense IT, as well as generic IT sales, tech and managerial. Tim is currently serving as secretary/treasurer on the NPAworldwide board of directors and is a 30+ year veteran of the recruiting industry. In the post below, Tim shares his thoughts on recruitment challenges including talent shortages, salary and budget, compliance issues and more.

If you think hiring is just about posting a job ad and waiting for the perfect candidate to waltz in, think again. Companies in the UK and USA are discovering that recruitment is more like speed dating—awkward, unpredictable, and full of surprises. Read the rest of this entry »

Succession in Motion: Planning the Future in Family-Owned Business

by Veronica Blatt

Professional man and woman shaking hands in a modern officeToday’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI and Pittsburgh, PA. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan, but they also work across the US. Bill is a former chair of the NPAworldwide board of directors. Read Bill’s advice below on succession planning in family-owned businesses.

As we enter 2026, one of the most pressing and often most complex leadership challenges facing family-owned businesses is succession planning. It’s not just about titles and timelines. It’s about legacy, identity, readiness, and relationships.

With millions of baby boomers preparing to retire over the next few years, many of whom hold senior roles in privately held and family-run enterprises, the pressure is building. These transitions are inevitable. The challenge is to approach them with clarity, structure, and care, setting your company up for many more years of success.

Let’s take a closer look at the unique succession dynamics in multi-generational family businesses and how to navigate them with confidence and integrity. Read the rest of this entry »

5 Manufacturing Trends Recruiters Must Watch in 2026

by Liz Carey

image of a manufacturing worker welding metal accompanied by sparks and smokeThe domestic manufacturing sector is poised for a fascinating year. Shifting macroeconomic currents and policy changes are set to reshape the landscape, and for independent recruiters, this means one thing: opportunity.

Are you ready to place talent in a sector that is primed for a rebound? As we step into the new year, several key trends will dictate where the hiring demand lies. Will the burgeoning AI sector squeeze the talent pool? Will the quiet boom in factory construction translate into actual job orders? We have analyzed the landscape to help you prepare your recruitment strategy.

Here are five manufacturing trends you need to watch in 2026 to stay ahead of the curve. Read the rest of this entry »

Ontario’s New Job Posting Requirements (Effective January 1, 2026)

by Veronica Blatt

Our guest blogger is Stefanie Howse, principal of IN DEMAND Recruitment & Consulting Inc. IN DEMAND is a boutique, quality-driven firm providing highly personalized recruitment services to clients across Canada, the United States, and internationally since 2001. The firm specializes in professional, technical, and executive placements across multiple industries. Stefanie is a multi-award-winning recruiter—Top Recruiter Canada 2019 and 2022, Top Recruiter North America 2024—and has served as Area Leader for Canada within NPAworldwide since 2015. Today she addresses the new job posting requirements that have gone into effect in Ontario (Canada).

Here’s a comprehensive, practical overview of the new publicly advertised job posting requirements in Ontario (and how they compare with broader Canadian trends) — including what employers must do, what the rules mean for hiring, and why they matter.

Ontario is introducing significant new job posting obligations under the Employment Standards Act, 2000 (ESA) (as amended by the Working for Workers Four Act, 2024 and related regulations). These apply to publicly advertised job postings — meaning external ads visible to the general public. (Business Law firm | Stikeman Elliott) Read the rest of this entry »

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