Can Recruiters Address New HR Priorities?

by Dave Nerz

The pandemic turned the work world on its head. Things shut down, moved out of the office and then into employee’s homes. Meetings, work and employee reviews went online. Major shifts with unprecedent speed.

Human resource professionals were surveyed about top HR priorities in a report called the HR Sentiment Survey done in early 2020 and recently recalibrated for 2021. In 2020, top HR priorities included: Read the rest of this entry »


The Do’s and Don’ts of Recruiting: How to Prevent Bad Hires

by Veronica Blatt

Today’s guest blogger is Fernando Ortiz-Barbachano of Barbachano International in San Diego, California (USA). Barbachano International is the premier executive search and leadership advisory firm in the Americas with a focus on diversity and multicultural target markets. The firm is a longtime NPAworldwide member, having joined in 2007. He shares some tips below to help avoid bad hires.

Executive recruiting has a clear goal in mind: hire the best person to fill a job opening. But we all know that sometimes the process leads even the best hiring manager or recruiter astray. Sometimes the person who was so impressive during interviews turns out to be a bad hire — and often this happens with no warning signs whatsoever. Read the rest of this entry »


Options for International Payments

by Veronica Blatt

For recruiters who participate in splits with partners in other countries, figuring out international payments can be a hassle. For starters, what currency is being used? The currency for the partner with the job? The partner who supplied the candidate? The client, who is paying the fee? If you’re part of a formal split organization, there may be rules governing currency. For example, in NPAworldwide, members are required to pay their candidate-side partner in that partner’s local currency. The brokerage that is owed to NPAworldwide must be paid in US dollars. Read the rest of this entry »


Contingency Search and Retained Search Agreements for Recruiters

by Dave Nerz

Regardless of the type of recruitment service you are providing to clients—contingency search, retained search, or something else—it is wise to have a signed agreement in place. I have recently learned of an outstanding resource and sample recruitment agreement or recruitment agreement template. ASA and NAPS jointly created the document and its many variations free for recruiters to access. Jump to Agreement Template Read the rest of this entry »


Recruitment Best Practices: Concerns in Video Interviewing

by Veronica Blatt

Today’s guest blogger is Jim Lyons, JD, CPC of LHI Executive Search in the New York City area. LHI is an investigative executive search & research outsourcing firm covering the information technology, capital markets, private equity/venture capital, digital & social media, mobile, cloud, big data, and legal business sectors. Jim has been an NPAworldwide member since 2012 and is currently serving as the chairman-elect of the Board of Directors. Below he discusses recruitment best practices related to video interviewing.

During the COVID-19 pandemic, many companies, including major law firms made changes to their candidate assessment and hiring practices. For example, in legal search a lateral partner transaction typically takes several months to a year to close and get paid a recruitment fee. To my delight I was fortunate to process two partner transactions over the last 15 months that closed in 4-5 months. Why? It is easier to get all of the stakeholders to get on a video v. coordinating in-person meetings. Pre-Covid this time table was impossible. Read the rest of this entry »


Text Recruiting: Make it Simple and Repeatable

by Dave Nerz

Text recruiting is just another way to connect with top talent. Done effectively, it will create better open rates while making it easy for candidates to respond and connect. If you are going to invest in text recruiting, consider making your process simple, effective and repeatable with text templates. Read the rest of this entry »


Develop a Recruitment Specialty for Growth

by Veronica Blatt

You may be familiar with the phrase “an inch wide and a mile deep” but have you applied that to a recruitment specialty? Basically, it means you develop a specific expertise (“an inch wide“) but then dig so deep that you have more market knowledge than your competitors (“a mile deep”). While it may take more time to build a niche or micro-niche, you may find there are more opportunities for sustained growth when compared to a business philosophy that tries to be everything to everyone. Read the rest of this entry »


What a Candidate Can Expect Working With A Recruiter

by Liz Carey

Recruitment is a relationship business. Companies are looking for candidates with the right mix of skills and cultural “fit” for their business. Candidates are looking for an opportunity with a company they want to belong to, as well as the right salary, benefits, etc. That’s where recruiters come into play – recruiters are the “matchmaker” between the job and the talent. But just because a recruiter matches a resume with the skills needed in a job requirement, doesn’t mean they are a great recruiter.

Recruiting isn’t a transactional business… at the end of the day, if a client or candidate didn’t have a good experience with you, they won’t come back to you. To be a successful recruiter, you have to build and maintain relationships.

Candidates have a lot of options right now, and they are in control when it comes to the recruiting and hiring process… so you have to make sure you leave a good impression and build a strong relationship with them. Candidates should be able to have their expectations met in the following areas: Read the rest of this entry »


Launching a Temp Division in the UK – Part 2

by Veronica Blatt

Our guest blogger is Liquid Friday Head of Group Operations, Joe Taffurelli. Liquid Friday is an FCSA-accredited provider of umbrella and agency support services that engages workers for use by third-parties in the UK. Below is the first installment of a two-part series about adding a temp division to your UK recruitment firm.

Part 1 of this article covered topics such as growth sectors, marketing, compliance and legislation, right-to-work, pensions and more. Below is the second installment. Read the rest of this entry »


Increase Value and Protect Your Business

by Veronica Blatt

Today’s guest blogger is Barbara Bruno. She is the President of Good as Gold Training, HR Search and Happy Candidates. Barb is recognized internationally as one of the top experts in the recruiting and talent acquisition professions.  She was selected by LinkedIn Learning to create 15 Recruiting Courses, which have had over 2 million participants worldwide. Kogan Page Publishing of London released her book “High-Tech High-Touch Recruiting” in September 2020. 

100% of Barb’s Tutor clients have increased their sales and profits. Her Tutors are now available on video and mobile devices. Later this year,  she will launch her new LMS – Learning Management System with two tutors: Add Flexible Staffing and Add Direct Hire. Barb also developed a private labeled Career Portal to help job seekers find employment, while generating passive income for her clients. For more information about her training call Jodi at 219.613.7367 or go to her website at www.goodasgoldtraining.com

Throughout my entire career I have never seen the job market change so rapidly from “the sky is falling” to “more business than anyone can handle!” Many of you are hiring because you realize the revenue your business is losing by not filling a higher percentage of business written. However, as you grow and hire, protect yourself and your business. If you hire right, the person should pay for themselves within 90 days! Read the rest of this entry »