13 Reasons Why Our Recruitment Firm Will Deliver Results

by Sarah Freiburger

Our network, NPAworldwide, offers the prestige recruitment firms that belong a number of unique characteristics that define each one as a leading specialist recruitment agency.

1) A Large Pool of Professionals

Our consultants are professionals and work as a team to find the best candidate for your company, as opposed to competing against one another for commissions.

2) Global Reach

With 600 offices in over 50 countries, our 1,500 plus consultants are able to source candidates from around the world.

3) Depth of Experience

We have over 60 years of experience as a specialist recruitment brand.

4) Consistency of Service

We will not compromise on quality in order to secure a commission. Our focus is on finding the right people for our clients with a view to establishing successful long-term relationships with a single point of contact.

5) Industry Specialists

Our brand prides itself on having specialists in nearly every industry your hiring needs may be in.

6) Training and Development

Our firms invest heavily in training and development to ensure they are up to speed with the newest and most innovative ways to connect with talent.

7) Reputation

Since 1956 our reputation proceeds us and we primarily grow by referral and repeat business.

8) Maximum Exposure For Your Ad

As one of the largest recruitment networks, we offer our clients priority positioning in the market through our network.

9) Managing Candidate Response

We pride ourselves not only with the relationships maintained with our clients, but candidates as well. Every candidate receives a timely response that represents your company as you would like to represent yourself.

10) Proven Case Studies

Reach out to us or one of our firms to learn more about real case studies that have resulted in high level and cross border placements.

Don’t Miss These Recruitment News Headlines

by Veronica Blatt

As the global pandemic continues to cause rapid changes in work environments around the world, it’s important for recruiters and employers to stay informed of the latest updates. Here are some recent recruitment news headlines worth reading:

People Analytics Are More Important than Ever During Pandemic — Data-driven decision-making is critical for both recruitment and retention. Companies need to understand how a candidate’s past performance – and how they respond to stressful environments – impacts their success and overall fit within an organization. Performance metrics may need to include soft skills that are sometimes difficult to measure. The right analytics can help you reduce implicit bias in your hiring process – key to building a diverse workforce AND attracting candidates who want to work for organizations that are committed to diversity and inclusion.

5 Ways to Decrease Hiring Costs When the Economy Reopens — Many companies will be faced with smaller budgets when they are finally given the green light to resume hiring activity. Some key ways to decrease hiring costs while maintaining high-quality applicants include promoting from within and establishing employee referral programs. Promoting from within allows you to reduce costs associated with posting jobs, vetting candidates, and running background checks. You already know the employee, and they already know your organization, so the risk of turnover is also lower. Good referral programs can reduce the time you spend on screening interviews and vetting. Look for other hiring-related tasks that can be automated or otherwise streamlined to keep costs in check.

5 Lessons Managers Can Learn from Casinos About Reopening Their Business — As businesses begin to re-open, there is some wisdom to be gained from policies and protocols used by casinos. A good first step is to ensure that clear safety procedures are in place and highly visible. For customers who want to return to your business, they need to feel confident that you are committed to their health and safety. This can include signage, sanitation stations, and extra communication. It is OK to limit activities within your business where social distancing and other guidelines are difficult to meet. For example, many casinos in Las Vegas do not have their poker rooms available yet.

Do you have a recruitment news source that you’re finding especially helpful or valuable right now? Please share it in the comments below!


Why You Should Work With a Recruiter Right Now

by Liz Carey

When looking for a new job, candidates shouldn’t go at it alone.  Even if you are armed with an impressive resume, it can be tough to even snag an interview.  An experienced recruiter can be your guide and main point of contact with potential employers.  But during a pandemic where many companies have enacted hiring freezes, you might be thinking there’s no reason to reach out to a recruiter.  Wrong.  Recruiters are proactively looking for candidates for when the economy rebounds and jobs open back up.  When it opens back up, competition will likely be higher than ever due to the sheer amount of people who have been laid off or furloughed.  You want to make sure you can stand out to hiring managers and increase your odds of success.

Like many, recruiters have also been hit by the down economy due to the coronavirus pandemic – many of their clients have put jobs on hold or cancelled them altogether.  But some recruiters have even been successful navigating their clients through this by thinking outside-the-box and suggesting their clients do video interviews to keep the hiring process going, or suggesting they do contract-to-hire, rather than cancel a job order completely.

By reaching out to a recruiter now, you will have a leg up, as they are the ones with the insight as to where employers are in regards to hiring during the Covid-19 pandemic and after.  Without a recruiter’s inside knowledge, you may see an old job posting on a job board and spend time revamping your resume and cover letter to apply… only to find out the job has been put on hold.  Without a recruiter’s knowledge, you might call or email a employer several times a day for updates, potentially irking the hiring manager who views it as you not being understanding about the situation.

Despite the upheaval of the job marked due to the pandemic, some companies are still hiring, and recruiters are the ones who know who is hiring.  But,  it’s become an Employer’s job market and it’s very competitive, and working with a recruiter can help you from getting lost in the crowd.

Recruiters jobs are to help find the best talent for their clients’ roles – don’t be afraid to reach out to them, especially now.  Some recruiters may not have as many job orders to work on right now, and may have the time to be able to further coach you, such as helping revamp your resume or prepare for virtual job interviews.



The Need for Business Continuity Planning to Make It Through a Pandemic

by Veronica Blatt

Today’s guest blogger is Art Boyle, VP of Risk Management, and Certified Business Continuity Professional (CBCP) of People 2.0’s Global Search and Recruiting Support Division. People 2.0 is a is a global provider of employer of record, agent of record,  and back-office services for recruiting and staffing firms. People 2.0 is an NPAworldwide Endorsed Program.

“He who fails to plan is planning to fail.” —Winston Churchill

Having helped organizations develop business resiliency and continuity strategies for many years, I can attest to the importance of creating a business continuity plan (BCP). A well-developed BCP can help ensure your company continues to operate near normal during times of crisis.

Overcoming Common Challenges

Business continuity planning doesn’t come without its challenges, and I believe the first step to creating a BCP is overcoming two critical “roadblocks.”

The first one is the classic “This (or that) won’t happen to me.” I’ve had variations of that sentence uttered to me thousands of times. The second impediment is “I can figure it out if it happens.”

Getting past those misconceptions can be difficult. Often, it takes a seminal event—like the one we are experiencing now during COVID-19—to change the mindset around the first roadblock about the need for continuity planning. The counter to the second argument is a simple one: “OK, but what if you aren’t around? Shouldn’t the plans be memorialized so that someone else can carry the baton if needed?”

Once you get past those issues, the real work begins.

Creating a Business Impact Analysis

In a disaster or recovery situation, not all are created equal. You need to identify critical functions, employees, and processes. You need to be able to concentrate your finite resources to ensure that they remain operating. This is done via a business impact analysis (BIA). The BIA will quickly and efficiently identify those functions, vendors, employees, and processes that are essential to ensure that vital elements of the business continue to operate with as little disruption as possible.

Constructing Your Business Continuity Plan

Once you’ve completed your BIA, the second phase of the process begins, which is to construct your business continuity plan(s). Note: Plans should be somewhat unique to each business process/function. This is not a “one size fits all” scenario.

Your plans should contain identification of the following:

  • Hardware/software used in operating your business
  • Critical periods within your business (e.g., month-end, quarter-end)
  • Dependencies (Are you dependent on another company or process?)
  • Special or unique equipment that is critical
  • Vital records
  • Employees (email, mobile phone numbers, computer capabilities, etc.)
  • Essential vendors

The Importance of Communication

Finally: communication. Fear of the unknown can lead to critical missteps in executing your business continuity plans. Over-communicate to customers, employees, vendors, and other constituencies. Share with them your BCP plans; get their input.

You cannot communicate enough in a disaster. Even if the message is “we don’t know—yet,” your voice itself will be a powerful tool to assure those who are the most panicked that there is indeed a plan!

The COVID-19 pandemic has made business leaders more aware of the importance of business continuity planning. Business continuity planning is a critical aspect of risk management and can help ensure your company survives during times of crisis like we’re in right now.

Time to Fill Your Pipeline

by Liz Carey

Prior to the pandemic, recruiters focused on building a pipeline of talent, so that when their clients handed over a job req, they had candidates at the ready. Despite a completely different labor landscape than we’ve ever seen in the past, this recruiting tactic is still practical. Even if all hiring is on hold, recruiters should continually grow their talent database (or pipeline)… that way, you won’t have to start anew when things do open up. When this pandemic is over and the economy rebounds, those roles that were put on hold will open back up and employers will be overwhelmed with applications. You want to be one step ahead of the game and have that top talent ready to present to them.

When COVID-19 happened, a lot of jobs were suddenly put on hold or cancelled altogether. The pandemic and economic collapse resulted in record-high unemployment, so for those passive candidates who were keeping an eye out for other opportunities, many have made the choice to stay where they are — feeling lucky to even have a job. So with top talent reluctant to leave their current roles, what is a recruiter to do?

To continue building your pipeline, even in times of economic uncertainty, it’s important to continue to foster relationships with current employees, former employees, past applications, and runner-up/silver medalists — those candidates who were interviewed or considered for a role, but ultimately weren’t selected. Keep in touch with these candidates and ask questions to stay abreast of what’s going on in their lives — maybe they don’t like their current job, or were recently laid off, or want to relocate due to family.  Even if they are happy where they are or are hesitant to make a move now, they might have a referral — the next hire you’re looking for.  Additionally, be proactive and keep your eyes and ears open on rivals’ employees. Court the competition and reach out – ask them if they are content/satisfied with their work, and build a relationship from there.

Just because the market isn’t uber-competitive right now doesn’t mean it’s not the time to fill your pipeline. It’s always the time to network and keep your eyes open for potential top talent. When your client is ready to pull the trigger on hiring, you’ll be ready with talent at the ready.


The Traits to Look for in Remote Workers

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. Below, she discusses important traits for remote workers to possess.

“My mama always said, ‘Life is like a box of chocolates. You never know what you’re gonna get.’”-Forrest Gump. So, you must be adaptable in all aspects of life, including recruiting.

One thing we are bound to see more of in the future is people working remotely as employers are realizing it actually works. People are often more productive working from home and technology has been there for years allowing this to occur.

Also, technology now allows people to be able to work a long way from where the project is taking place, e.g. mining industry.

Not everyone has the right skills to work remotely though. So, what are the traits recruiters need to look for in candidates applying for remote work jobs?

The following skills are necessary:

  • Self-motivation
  • Growth mindset
  • Amazing communication skills
  • Initiative
  • Emotional intelligence
  • Self awareness
  • Sense of purpose
  • Independent decision making
  • Leadership skills

Most of these attributes seem obvious but leadership skills. Sure, if someone is overseeing a project, this is super important, particularly for remote workers.

With communication skills, the candidates need to be adept across various methods as you’re not face-to-face. So, email, text, phone and video meeting are all forms of communication that are vital to know which one is best to utilize for different situations.

Growth mindset requires a person to possess flexibility, perseverance and adaptability. And when remote workers are at home or in an office that is a distance from the project they are managing, then the right candidate will be able to think on their feet and be perceptive.

So, if you have a remote role you are trying to fill, ensure you ask interview questions that will ensure that candidates have the ability to display these skills.

Manpower Employment Survey Reflects Uneven Climate

by Veronica Blatt

global payroll outlookManpower Group recently released the results of its Employment Outlook Survey for the third quarter. The survey was administered during the peak of the global coronavirus pandemic. There has been a rapid change in global hiring conditions, and the survey data reflects these extraordinary conditions. Manpower surveyed more than 30,000 employers in 43 countries. All participants were asked to answer “How do you anticipate total employment at your location to change in the three months to the end of September 2020 as compared to the current quarter?”

Payroll reductions are expected in 35 of the 43 countries surveyed. Seven countries expect headcount growth, while one expects a flat landscape. Every country in the survey expressed a weaker hiring sentiment on a year-over-year basis. Survey highlights follow below.

The Americas

  • The United States leads the region with the strongest hiring plans – true for the past 11 consecutive quarters. Hiring is anticipated during the upcoming quarter, although at a much slower pace than previous quarters. Nine of 12 sectors plan to increase payroll, with the largest increases coming in education and healthcare.
  • Canadian employers report their weakest outlook since 1978. However, modest gains are expected in the services and non-durable manufacturing sectors.
  • Hiring in Brazil is expected to be as low as the 2016 recession levels. Slight gains in finance, insurance & real estate are not expected to outpace the slumps in transportation & utilities and wholesale & retail trade.

Asia Pacific

  • Payroll growth is expected in all seven sectors in Japan during the upcoming quarter. While gains are expected to be slower than both the prior quarter and prior year, several sectors look quite strong. This includes transportation & utilities, services, and finance, insurance & real estate.
  • Indian employers expect the weakest labor market in 15 years BUT are still expecting growth in all seven industry sectors.
  • Australia reports especially sluggish employment activity in wholesale & retail trade as well as finance, insurance & real estate.


  • Only two of the 26 countries surveyed – Croatia and Germany – expect to increase headcount during the third quarter.
  • Across the region, sharp declines in the restaurants & hotels sector are reported.
  • Payroll reductions are expected in both Spain and Poland in every industry sector.

The full PDF is worth reading to glean more nuance in each locality. Bottom line: while it’s definitely not sunshine and roses, it’s not all doom and gloom either. On a global basis, employers are cautiously optimistic about a return to pre-pandemic levels. More than half expect the recovery to occur by April 2021. Well-connected recruiters will be in the best position to take advantages of the pockets of hiring activity around the world.

Recruiters are awful!

by Veronica Blatt

Today’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 also an NPAworldwide Board Director with responsibility for the EMEA region and a 30+ year veteran of the recruiting industry.

“Recruiters are awful,” “Recruiters get in the way of hiring,” “Recruiters never respond when I apply for role”… these and many other (often ruder!) statements have been written by candidates the world over seemingly since professional recruitment started many years ago. Yet if recruiters were so useless, why would they still exist? How come the recruiting industry is worth billions across the globe annually? Why do thousands of companies – large and small – state simply that they could not hire the people they need without their favoured recruiters?

Clearly – as in every profession – there are good recruiters and there are ones that you (as a job seeker) are probably best not trusting your next career move to. But what is the definition of a ‘good’ recruiter?

Is it how much money they earn in a year from their recruiting success? Is it how large of a recruitment company they work for? Is it how long they have been working in recruitment?
Well, it’s all these things and more.

Clearly a successful recruiter earns well – that is the main reason most people become recruiters in the first place. If the recruiter is earning a lot of money, it tends to prove that they are successful at placing people into suitable positions.

If they are working for a large recruitment company, then clearly they have to be good to have gotten hired in the first place. They have to work a certain way and hit sales targets every month and they have access to the latest tools, the most job boards and are surrounded by other great recruiters that they can learn from.

If they have been working in recruitment for many years, then clearly they have got to be successful, knowledgeable, effective and well-connected.

However – does this mean that a recruiter who earns an average salary; or who works for a small recruitment firm (or on their own); or who has only fairly recently moved into recruitment is no good? Of course not!

So – how do you choose?

Are they a recruiting expert in your field – do they know the movers and shakers; the three-letter acronyms? Do they really know what you do? What is their reputation – do they have many candidate recommendations on their LinkedIn profile? Are they new to recruitment but highly experienced in your sector from their previous career? How do they deal with you when you apply for a role you have seen – are they responsive, helpful, knowledgeable?

But – is it really all about the recruiter? What about you? How can you help?

You say that recruiters are awful because they never respond to your applications. Even though you are applying for positions that are specific in their requirements – of which you have little or none – and yet you think the recruiter should still take the time to formally reject you.

What about your CV/resume? Is it up to date? Does it actually show how your experience matches that being sought by the recruiter – or are you simply expecting them to just ‘know’ that you’re a great fit? Does it even have your contact information on there – phone, email, LinkedIn profile etc? Or are you expecting that really busy recruiter, who is working long hours, a lot of which are ‘after work’; who is being bombarded by applications; to really have to work hard to find out how to contact you? When the recruiter asks you “are you interviewing anywhere else currently” and you say “no” – even though you have just been to one and have another two lined up – how exactly do you think that helps the recruiter, to help you?

A good candidate is just as important as a good recruiter! This has to be a team effort to ensure a successful outcome for both parties.

When you find a recruiter that works for you – praise them – not just to the recruiter themselves (though that is HUGELY appreciated!), but more importantly to others. To your friends, your colleagues, your new management, online and so on. Don’t be a candidate who simply regurgitates the same old complaints about  how recruiters are awful.

Be part of the solution – help others to find that great recruiter instead!

Navigating Remote Talent Acquisition

by Sarah Freiburger

It is no secret that in past years recruitment technology trends were changing how traditional HR processes were being conducted. Prior to the pandemic however, they were primarily a way to enable the final decisions in hiring rather than being the only way to decide.

While employers need to understand especially now in an ever-tightening market retention is key, adoption of technology is essential not only for current companies navigating a work from home landscape, but a hiring from home landscape also has entered the scene.

Andre Belmonte, VP of Sales at Gray Peak Hire recently discussed the following 6 emerging trends to be on top of and consider how you are utilizing in your company or as a recruiter helping your clients navigate. Regarding companies using emergency technology:

  1. They are leveraging big data to implement evidence-based talent acquisition, retention, and performance measuring that improves decision-making and the development of success metrics.
  2. The development of mobile apps that increase access to company resources anytime and from anywhere an internet access point is available. This is a crucial millennial demographic demand for both schedule flexibility and WFH communication connectivity.
  3. The technology to connect via social media to both employees and the global talent pool is a critical tool to have in the HR toolbox. From the talent acquisition point of view, it exposes the company to a much larger talent pool that is also a driver for developing remote working policies.
  4. Connectivity and communication using cloud and SaaS technology is a foundational cornerstone for any company in modern times. It allows employees a means to do work from anywhere, anytime, and enables WFH capability. For talent acquisition, it will enable HR to develop recruitment programs that leverage the critical corporate competitive advantages to acquire frontline talent.
  5. Technology advantages are also gained by potential employees that bring their knowledge of tech to bear in configuring a WFH tech stack that works for both the company and the WFH employee. In addition to the tech advantages, it also provides the company with a cost-effective means to hire new people.
  6. Wearable technology is both a blessing and a curse, but an inevitable requirement for companies to pay attention to. In 2020, the number of wearables that will enter the modern work environment, WFH, or office, will grow to seventy million. This tech comes with security risks and well as communication advantages. The proper protocols will have to be put in place to protect the integrity of company computer resources.

All of this changing landscape has forced recruiters to adapt as well. What challenges are you facing recruiting new talent?

Recruitment Metrics Can Drive Results

by Dave Nerz

There is an old saying, “what gets measured gets done.” I am a believer in this based on watching sales people over more than 25 years. If you can achieve a bonus or grow compensation by hitting a metric, sales people will figure it out and get it done. They hit metrics because there is personal benefit.

As a recruiter or recruitment leader, do you have recruitment metrics that are driving results? What would you like to know about your effort and the impact that tools and resources have on achieving your KPIs or metrics?

One of the big-picture metrics almost every firm needs to be concerned with is the cost of running the business. If you knew which recruitment tools were producing value, then you may be able to produce improved results with investment in some recruitment resources or save cost by eliminating others. So, you need a cost-per-sendouts metric and a cost-per-placement metric. If you manage recruiters, is it obvious that those doing more sendouts are getting more placements? Is it reasonable to see if low-placement-producing resources are extracted from the business and more productive recruitment tools/resources are leveraged, more can be done?

Something I hear is, “we need more quality candidates.” First of all “quality candidates” is too broad of a recruitment metric. Be specific about the type of candidate. Do you need more “passive candidates that are plant managers with lean manufacturing backgrounds and experiences?” Your metric will determine your actions and eventually your results. In this case, you need to advertise where these candidates will see you. You need to go to lean conferences. You need to join LinkedIn and Facebook groups with similar types of candidates. Maybe you need to create a white paper that these candidates would download, or host a speaker/webinar that would attract these candidates? A metric such as “host two events in the next 180 days that will attract my target candidates” is a way to start investing in results. A second metric could be “create a white paper every 90 days that would be specific enough to be downloaded by my target candidates.” And why not “passive plant managers with lean experience added each month” as a metric?

Perhaps all this is great, but if no one applies, you have made little progress. Do you monitor and do A/B testing an your advertisements? If you want more applications, then you need to measure, monitor, test and change your advertisements, which is the point where candidates ultimately engage with the job. Do your adverts include items that will attract the right group and repel those that are clearly not a fit? Tough to do, but testing will help you get there. Have you included:

  • What current employees are saying bout the business?
  • Full list of benefits?
  • An inside look at what the work space looks like?
  • Company stories, mission detail?
  • Do you have please do not apply if statements…such as non-degreed, work permits for the country of employment, X years of experience, unwilling to relocate, etc…all of these need to be legal requirements of the opening.

Remember, what gets measured gets done. Set some recruitment metrics and see if you can improve your results.