Global Hiring to Accelerate in Q3

by Veronica Blatt

global payroll outlookManpower Group has released its global hiring survey data for the upcoming quarter. More than 45,000 employers from 43 countries participated in the survey, which seeks insight on hiring intentions for the upcoming quarter. Payroll gains are anticipated in 42 of the 43 countries represented, with the remaining country anticipating hiring to be flat. Additionally, these hiring gains are predicted to be stronger than the previous quarter.

Key findings from the newest global hiring report include the following.

The Americas

  • Hiring sentiment in the US leads the entire globe, with hiring activity at levels not seen since 2000. The Leisure & Hospitality sector leads the way along with Education & Health Services, which are expecting their biggest gains since 2009. Wholesale & Retail Trade is at is strongest since 1982.
  • Costa Rica has recovered from the pandemic, with employers reporting their strongest hiring plans in three years. Demand is rebounding in the Manufacturing and Transport & Communication sectors.
  • A strong Mining sector is driving hiring growth in both Colombia and Peru, helping to boost both countries to modest anticipated payroll gains.

Asia Pacific

  • Employers in China report the strongest hiring plans in six years with gains forecast in all industry sectors. The strongest sectors are Manufacturing, Services, Wholesale & Retail Trade, and Finance, Insurance & Real Estate.
  • Once again Taiwan leads the region in workforce demand, buoyed by both Manufacturing & Mining as seen in several other countries globally.
  • Hong Kong is the only country in the world expecting an overall flat hiring pace, although slight gains are expected in the Services and Finance, Insurance & Real Estate sectors.
  • In Australia, the Mining & Construction sector continues to improve after four consecutive sectors of growth.


  • The three largest economies in the Eurozone (Germany, France, and the UK) all expect workforce gains between July-September. German employers anticipate a return to pre-pandemic levels of hiring. Meanwhile, UK hiring activity is at its strongest levels since 2015 with particular strength in Finance & Business Services and Hotels & Retail.
  • Greece and Ireland report the strongest hiring plans in the region, with brisk hiring plans in the Construction sector reported in both countries.
  • Elsewhere across the region, hotels and the hospitality market continue to struggle with recovery, with payroll cuts still being noted in these sectors.

Many recruiters in our network are reporting plentiful jobs, but extreme candidate shortages. In spite of this, we are continuing to see an increase in the number of successful placements as well as salary increases. Get ready for the rebound!

Recruitment is at a Fork in the Road

by Dave Nerz

The headline sounds like the opening line to a joke. The changes underway in recruitment styles and process are nothing to joke about. Here is what I see based on a view of recent years and daily conversations with recruiters.

Recruitment has long been under a state of continuous change, much like most businesses. The scale and speed of change has ramped up due to low unemployment in 2018, 2019 and early 2020. Then the pandemic hit. Everything went on hold and is just now returning to something closer to normal in many sectors with the exception of travel, hospitality and some other particularly-impacted sectors. It is clear that technology can either be your way forward in the new world of recruitment or just noise that is distracting you from the work that needs to be done. Here is what I am seeing as the bifurcation that is happening in recruitment in the years ahead.

Some recruiter styles are moving toward a concept of automation and a technology-driven recruitment process. These recruiters are leveraging LinkedIn and social media with drip campaigns and Chrome extensions to keep an endless collection of talent a few clicks away from a sendout, interview or application. They have massive databases and contact with thousands on a weekly basis. This is a recruitment process play that requires solid thinking, a plan and a consistent application of strategy. You might have good or bad weeks or months, but the numbers are the numbers and if you send out 50 to 100 candidates, you are likely to deliver on one or two placements, if your process is effective and well targeted. The cost of tools and subscriptions can be considerable and while duplicating the process for a number of new recruiters is well defined, the cost can be a staggering breakeven for newbies.

Recruitment changes are taking some recruiters’ styles in a completely different direction. Some recruiters are going back to what might be seen as old school headhunting. They are using the phone and well-crafted scripts and leveraged points of connection to strategically extract talent from their current employers. They have well defined job openings that they are headhunting to find the 2 or 3 top candidates that can fill the role for their clients. The tools are typically lighter on technology and higher on relationships. These recruiters are positioning themselves as consultants to the employer.

It seems that there is room for both recruitment styles to coexist and prosper. In some cases, the two recruitment styles even cross paths. Some headhunters use outsourced service providers, RPO or pure candidate exporters to help build a call and reference list, then dig in with old school phone techniques to locate the best fit candidates. In this case, the cost of tech applications and tools is that of the service provider and the headhunter pays a flat fee for a list.

In the next few years, many will need to pick a path forward from this pending fork in the road. Will most go toward the technology play? Can we assume that newer and younger recruiters will choose that path forward? Will the days of pure headhunting be gone? Will those skills and benefits be lost as baby boom recruiters exit or retire from the business? Maybe there will be more hybrids that surface? The road ahead will be interesting and filled with choices. Have you started down one path or the other?

How Cross-Border Splits Can Work

by Liz Carey

One of the benefits of an international recruiting network is the ability to work in locales that you couldn’t before, as you can rely on your global partners for help. Many recruiters who work solo or at small firms think they aren’t able to spread their wings due to the fact that all their clients and/or candidates are in one geography, or they don’t have the bandwidth or knowledge to work internationally. But NPA members have found success working globally, as they have network affiliates “on the ground” in another country that understand that country’s laws, regulations, customs, etc. Read the rest of this entry »

3 Reasons to Outsource Your Temp and Contract Placements

by Veronica Blatt

Today’s blogger is Judy Collins with Evergreen Contract Resources, which becomes the employer of record  with complete back office services.  Judy helps recruiters start and expand their temp and contract placements throughout the US. Evergreen Contract Resources is an NPAworldwide Endorsed Program.

Time, money, and risk are three key factors for recruiters to take into account when considering outsourcing their temp and contract placements. There are many opportunities in the job market to make temp and contract placements and taking full advantage can result in improvement to your bottom line. Don’t pass up these opportunities to diversify your book of business and create an additional income stream by outsourcing your temp and contract placements! Read the rest of this entry »

Learning is Crucial for the Future of Employees

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.

Everyone has always had to learn to perform their job. Throughout the industrial ages and periods of time in history. From the beginning of industry to the dawn of the internet, the latest training has helped create the best employees. You would think therefore that there was always new teaching for new periods of time.

Far from it. Read the rest of this entry »

Unprofessional Recruiters Impact Clients and Candidates

by Veronica Blatt

Unprofessional recruiters are not only frustrating, they can actually damage relationships between employers and job seekers. While many people have horror stories, there are some common behaviors that can help you determine if you’re working with a top-notch recruiter or …. not. The tips below to help define a good third-party (agency) recruiter. Read the rest of this entry »

Look Beyond Keyword-Stuffed Resumes

by Liz Carey

In the labor market currently there is a talent shortage. There are lots of open jobs, but they aren’t being filled. According to, on April 1, “the National Federation of Independent Business reported that in March a record-high percentage of small businesses surveyed said they had jobs they couldn’t fill: 42%, vs. an average since 1974 of 22%. Also 91% of respondents said they had few or no qualified applicants for job openings in the past three months.” But unemployment still stands at 6%… so it’s not due to there not being enough candidates out there. Read the rest of this entry »

I’m A Solo Recruiter. Why Do I Need A Personal Brand?

by Veronica Blatt

Today’s guest blogger is Alistair Neal, VP of Americas at, a marketing and business development platform built for staffing agencies.  Paiger has an amazing partnership with NPAworldwide, and helps multiple recruiting teams build their brands to drive inbound leads and candidates. In this blog post, Alistair discusses how a personal brand separates a solo recruiter from the competition.

You’ve got a good client base. Your candidates know you well. You have relationships with a number of job boards, and your LinkedIn profile is up to date. You’re accessible, you answer all your emails and phone calls. You can take a brief from a client and find them the perfect candidate in a short space of time. As far as recruitment goes, you’ve got every box ticked. Right? Read the rest of this entry »

US Leading Economic Index Rises in April

by Veronica Blatt

The Conference Board Leading Economic Index for the U.S. rose in April to 113.3, a gain of 1.6 percent. This followed a March increase of 1.3 percent and a February dip of .1 percent. This welcome gain means the index has surpassed its previous peak (January 2020), which marks a complete recovery from its contraction at the beginning of the covid pandemic. Read the rest of this entry »

Ghosting by Candidates, Employers and Recruiters

by Dave Nerz

Ghosting is a larger problem today than ever before. Indeed took a survey of job seekers and there are some alarming trends that have developed. Over the last year, ghosting by candidates increased, from about 18% saying they had ghosted in 2019 to nearly 30% participating in ghosting in 2020. Wow. Read the rest of this entry »