Planning to Sell a Recruitment Business?

by Veronica Blatt

Recruitment businesses play an important role in the job market, connecting employers and potential employees. However, running a recruitment business can be challenging and at some point, you may decide to sell it. If you’re looking to do so, there are several key steps that must be taken before any sale can take place. This blog will provide a few tips for how to sell a recruitment business, from preparing for the sale process to closing the deal on favorable terms. Read the rest of this entry »

Mastering the Art of Writing a Perfect Cover Letter

by Liz Carey

pen writing on lined paperWriting a cover letter is not an easy task. It is often the only opportunity that job seekers get to make a memorable impression on their prospective employer. So it is essential to ensure that your cover letter is perfect and makes you stand out from the pile of resumes. Here are tips on writing the perfect cover letter, to significantly increase your potential for success:

  • Study the job description: A great cover letter should align with the job description and help sell the many reasons you would be perfect for the role. The first step is studying the job description and noting what they are looking for in a candidate. Highlight keywords and pay attention to essential qualifications that you possess. Use this information to tailor your cover letter to match and show how your experience, skills, and qualifications make you an excellent fit.
  • Address the hiring manager: It’s essential always to address the hiring manager or recruiter by name rather than a general greeting such as “To whom it may concern.” You can usually find the hiring manager’s name in the job description or on the company’s website. It shows you have put in the effort to research the company and are interested in the position.
  • Hook them with an opening statement: The opening sentence of your cover letter should be memorable and capture the hiring manager’s (or recruiter’s) attention. Use a compelling sentence to describe a remarkable experience or a personal story that emphasizes why you’re passionate about the job. It should be something that will draw them in and make them want to read your entire letter.
  • Highlight your relevant experience: In the second and third paragraphs, highlight your most relevant experience, skills, and qualifications. Use examples to demonstrate how each one makes you an asset to the company. If you are switching careers, indicate how your transferable skills and achievements align with the job.
  • Conclude on a high note: The concluding paragraph of your cover letter should summarize your passion and eagerness for the job. Emphasize how you can add value to the company and your enthusiasm to learn the ropes and contribute to the organization’s culture and success. Also, include a call-to-action that shows an eagerness to meet with them for an interview.

Writing a perfect cover letter takes time, effort, and skill. It is essential to make your letter stand out in a way that highlights your best qualities and makes hiring managers eager to meet you in person. By following the above steps, you’ll be on your way to creating a letter that gives you the best chance of getting noticed and landing that dream job. Remember to get feedback from a career coach or mentor to fine-tune your cover letter and ensure you’re putting your best foot forward.

Harnessing the Power of the Split Recruiter Network: Archimedes’ Lever for the Recruitment World

by Veronica Blatt

Today’s guest blogger is Marcus Ronaldi of Ronaldi Recruiting. Ronaldi Recruiting is a premier executive search firm, dedicated to connecting top talent with leading companies across a wide range of industries and job functions. Marcus has been a member of NPAworldwide since 2011 and currently serves as the Engineering / Operations / Manufacturing Practice Group Leader. Read his thoughts below on how the NPAworldwide split recruiter network helps independent agencies collaborate.

Archimedes, the ancient Greek mathematician, and philosopher, famously proclaimed, “Give me a place to stand, and a lever long enough, and I will move the world.” This concept perfectly encapsulates the potential of a split recruiter network like NPAworldwide. In this article, we explore how the collaborative environment within NPAworldwide serves as the modern-day lever to transform the recruitment industry and move it to greater heights.

The Lever: NPAworldwide’s Split Recruiter Network

A split recruiter network like NPAworldwide connects independent recruitment agencies, allowing them to collaborate on job placements by sharing job orders and candidates. By operating on a shared platform, recruiters can access resources and opportunities beyond their individual capabilities, extending their reach and multiplying their effectiveness.

This collaborative approach is akin to Archimedes’ lever. It amplifies the collective strength of the network, providing the power and the mechanism to move the recruitment world to new levels of success.

The Fulcrum: Trust and Collaboration

In Archimedes’ metaphor, the lever is useless without a fulcrum, the pivot point on which the lever rests. In the context of NPAworldwide, trust and collaboration serve as the fulcrum that underpins the entire network.

The foundation of trust enables recruiters to openly share valuable information, opportunities, and candidates. This collaborative spirit, fostered by a shared commitment to ethical practices and transparency, allows the network to maximize its collective leverage.

Extending the Reach: Geographical and Industry Expansion

With the lever and fulcrum in place, NPAworldwide’s split recruiter network is able to extend its reach far beyond individual agency boundaries. By pooling resources and knowledge, the network can access new markets, industries, and client bases that would be challenging to penetrate independently.

This extended reach allows recruiters to tap into a global talent pool, increasing the quality and variety of candidates available to their clients. Additionally, it enables them to cater to a diverse range of industries, enhancing their expertise and credibility in the process.

The Result: Moving the Recruitment World

Just as Archimedes’ lever can move the world with the right foundation, the split recruiter network within NPAworldwide has the potential to transform the recruitment industry. Through collaboration, trust, and an extended reach, the network is able to:

  • Improve the quality of candidate placements by leveraging the collective expertise of its members.
  • Expand into new markets and industries, enhancing the growth and profitability of member agencies.
  • Foster a culture of ethical and transparent practices, raising the standards of the recruitment industry as a whole.

The power of Archimedes’ lever lies in its ability to amplify strength and move the world. Similarly, a split recruiter network like NPAworldwide can revolutionize the recruitment industry by harnessing the collective power of its members. By leveraging trust, collaboration, and an extended reach, the network can move the recruitment world toward greater success, growth, and industry-wide transformation.

Writing Engaging Job Postings

by Veronica Blatt

image of laptop screen displaying job postingsRecruiters today are tasked with an increasingly difficult job: writing engaging job postings that attract the right candidates for their positions. With fierce competition for attention in the employment market, it’s essential for recruiters to craft compelling job postings that stand out from the rest. Here are some tips to help you create postings that will draw in the best talent and make your recruiting process more successful.

The most important goal of any job posting is to accurately convey the position you’re trying to fill. That means giving enough information about the role and its responsibilities so potential applicants can understand what they would be doing if they decide to apply and ultimately get hired. Be sure to include a clear job title, salary range, required experience, and qualifications. Don’t be afraid to get creative – try using language that emphasizes how this position could benefit someone professionally in terms of career growth or other advantages. Read the rest of this entry »

Recruiters Stay Positive: Job Numbers Examined

by Dave Nerz

Recruiters are all waiting for something bad to happen in the employment market. The reality is that while things are slowing down, we are not in desperate times as evidenced by the recent job numbers report.

Job openings are inherently difficult to predict. I watch the reports on a weekly and monthly basis, and I am continually surprised by how often the actual job numbers are different than what was predicted. It does seem like we are leveling off more than plunging into recession, at least in North America. Read the rest of this entry »

Build Trading Relationships Always, Not Just When You Need Help

by Liz Carey

Life preserver floating in waterGood recruiting partnerships take time to build and maintain.  Sometimes in our recruiting network, we will see recruiters who only go to their partners when they need something. The important to remember that trading partners can choose who they are going to work with, so if they’ve never heard of you until now when you need help, they likely aren’t going to jump in feet first compared to maybe a trading partner that they’ve talked with weekly for the last few months, or someone they’ve met face-to-face over coffee. If you want to be at the top of the list for who other recruiters call when they need help, you better make sure you’re building relationships always.

Here’s how to be viewed as a good trading partner and constantly be building relationships: Read the rest of this entry »

Benchmarking in Hiring: What is it and Why is it Important?

by Veronica Blatt

word cloud description of benchmarkingToday’s guest blogger is Rachelle Mire, senior account executive at McQuaig, a global leader in talent management solutions. McQuaig assessments are designed to provide a deeper insight into a candidate’s personality, cognitive, and behavioral attributes. With over 50 years of experience, McQuaig assessments provide a comprehensive view of a candidate and their potential to succeed in a organization while shedding light on the most important areas of employee development. This post discusses how to use benchmarking in hiring to identify the right-fit candidates.

Hiring the right candidate for a job is critical to the success of any organization. However, the process of identifying the right fit can be difficult, time-consuming, and prone to human bias. One way to streamline the process and reduce costs is through job profiling, or benchmarking. In this article, we’ll explore what benchmarking is, why it’s useful, and how McQuaig can help organizations define the ideal characteristics required for a specific role. Read the rest of this entry »

Time to decrease Time-to-Fill and Drive Total Profits

by Veronica Blatt

Today’s guest blogger is Nik Rothstein. Mark is the CEO/President of Headcount Management. Besides being an NPAworldwide vendor, speaker and staffing industry advocate, Headcount currently services multiple NPAworldwide clients. Headcount is a leader in back-office solutions designed specifically for staffing agencies.

Headcount makes doing staffing deals (also known as: contract, temp, contingent) simple for NPAworldwide members. Essentially, once candidates are placed, Headcount will professionally onboard, insure and payroll employees. Headcount also invoices clients (with your agency’s branding), accounts for all monies, provides detailed KPI’s and profit reports…and of course, profits. The Back Office, their newest initiative, is the industry’s easiest way for agencies to produce weekly payroll, invoices, and profit reporting via agency insurance and funding.

Since 2008, Headcount has helped staffing firms across all 50 states mitigate liability, reduce costs, and maintain full hiring compliance. Here are some testimonials.

The very best candidates, on average, are off the market in just 10 days.

Employee turnover, low quality of talent, and constantly shrinking pipelines are all making it more challenging than ever to place high-performing candidates in key positions. Read the rest of this entry »

Ted Lasso, Recruitment Coach

by Veronica Blatt

image of whistle and chalkboard used by a coachToday’s guest blogger is Marcus Ronaldi of Ronaldi Recruiting. Ronaldi Recruiting is a premier executive search firm, dedicated to connecting top talent with leading companies across a wide range of industries and job functions. Marcus has been a member of NPAworldwide since 2011 and currently serves as the Engineering / Operations / Manufacturing Practice Group Leader.

The TV show Ted Lasso offers valuable insights and lessons that a partnership of recruiting firms, like NPAworldwide, can learn and apply to their own organization. If you’re looking for a recruitment coach, here are a few key takeaways:

Embrace Positivity and Empathy: Ted Lasso is known for his unrelenting positivity and empathetic nature. Recruiting firms can benefit from promoting a positive work environment and demonstrating empathy towards both clients and candidates. This approach fosters strong relationships, boosts morale, and ultimately leads to better outcomes.

Focus on Teamwork and Collaboration: The show emphasizes the importance of working together as a team to achieve success. Recruiting firms within the NPAworldwide partnership collaborate and share resources, expertise, and best practices to provide the best possible service to their clients and candidates.

Adaptability and Open-mindedness: Ted Lasso’s willingness to adapt and learn from his new environment is a valuable lesson for recruiting firms. Being open to new ideas and strategies, as well as embracing change, can lead to innovative solutions and better results in the ever-evolving recruitment industry.

Effective Communication: Throughout the show, Ted Lasso showcases the power of clear and open communication. Recruiting firms should strive to maintain transparent communication with clients, candidates, and partner firms to build trust and ensure smooth processes.

Invest in Personal and Professional Growth: Ted Lasso is dedicated to the growth and development of his team members, both on and off the field, a key trait in a recruitment coach. Recruiting firms should prioritize the personal and professional development of their employees, offering opportunities for continuous learning and advancement.

Lead with Authenticity: Ted Lasso’s genuine and authentic leadership style endears him to his team and fosters loyalty. Recruiting firms should promote authentic leadership, building relationships based on trust, respect, and integrity.

Celebrate Success and Learn from Failure: The show demonstrates the importance of celebrating success and learning from setbacks. Recruiting firms should acknowledge and reward their achievements, while also analyzing failures to identify areas for improvement and growth.

By applying these lessons from Ted Lasso, NPAworldwide and its partner firms can create a more positive, collaborative, and successful recruitment experience for all parties involved.

10 Recruiting Tools and Resources

by Liz Carey

two toolboxesThe recruitment process can be tedious and take a lot of time, from cold calling clients to maintaining a pipeline of candidates that you have to stay in constant contact with… the process of hiring can take weeks or even months before a candidate is actually extended an offer and hired. Not to mention, the whole process can be quite costly when you figure in job advertisements, marketing efforts, etc.  Luckily, there are a plethora of recruiting tools available to simplify the process and save you time to focus on finding the right fit.

Here are some recruiting tools and resources recruiters can use to build business: Read the rest of this entry »

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