Marketing Most Placeable Candidates For Business Development

by Liz Carey

Ace of spades playing card amongst other cardsIn the competitive world of recruitment, the ability to identify and attract top talent can make or break a business. As recruiters, your success hinges on your ability to connect qualified candidates with the right opportunities. However, in order to truly excel in this field, it is essential to focus on marketing Most Placeable Candidates (MPCs). These individuals possess the skills, experience, and attitude that set them apart from the rest. By strategically targeting and promoting MPCs, you can elevate your business development efforts and achieve unparalleled results.

  1. Understanding Most Placeable Candidates (MPCs):

To effectively market MPCs, it is crucial to first understand who they are and what sets them apart. These candidates are not just highly skilled professionals; they possess a unique combination of experience, expertise, and potential that makes them incredibly valuable to employers. By identifying MPCs within your network, you can focus your efforts on showcasing their strengths and connecting them with opportunities that align with their career goals.

  1. Developing Targeted Marketing Strategies:

Once you have identified MPCs within your candidate pool, the next step is to develop targeted marketing strategies to promote their profiles effectively. This may involve creating tailored job postings, highlighting key achievements and skills on their resumes, or leveraging social media platforms to increase visibility. By showcasing MPCs in a compelling way, you can attract the attention of potential employers and position yourself as a trusted resource for top talent.

  1. Building Relationships with Clients:

In addition to marketing MPCs effectively, it is essential to build strong relationships with clients who are seeking top talent. By understanding their specific needs and preferences, you can match them with MPCs who are an ideal fit for their organization. This personalized approach not only enhances client satisfaction but also increases the likelihood of successful placements that benefit both parties.

  1. Leveraging Technology for Success:

In today’s digital age, technology plays a crucial role in streamlining recruitment processes and enhancing efficiency. By utilizing advanced tools such as applicant tracking systems, data analytics software, and AI-driven algorithms, recruiters can identify MPCs more effectively and connect them with relevant opportunities faster than ever before. Embracing technology allows you to stay ahead of the competition and deliver exceptional results for both candidates and clients.

  1. Measuring Success and Refining Strategies:

Finally, success in marketing Most Placeable Candidates requires ongoing evaluation and refinement of your strategies. By tracking key performance indicators such as placement rates, candidate satisfaction scores, and client feedback, you can assess the effectiveness of your marketing efforts and make necessary adjustments to optimize results. Constantly striving for improvement ensures that you remain at the forefront of the industry and continue to drive business development through targeted candidate marketing.

Focusing on marketing Most Placeable Candidates is a game-changer for recruiters looking to elevate their business development efforts. By understanding who MPCs are, developing targeted strategies to promote them effectively, building strong client relationships, leveraging technology for success, and measuring outcomes for continuous improvement – you can position yourself as a trusted partner for both candidates seeking new opportunities and clients searching for top talent. Embrace the power of MPC marketing today and unlock unprecedented growth potential in your recruitment business.

Understanding Key Recruitment Trends: Insights for 2024

by Dave Nerz

Recruitment trends play a pivotal role in shaping hiring strategies and understanding the dynamics of the job market. Here are some key recruitment trends to keep a close eye on:

Sectoral Job Growth Dynamics:

In 2023, an astonishing 79% of non-farm job growth was concentrated within a select few sectors: government, education, and health services. This data, extracted from the Glassdoor December Jobs Report, sheds light on the discrepancy between sectors experiencing growth and those facing challenges, such as manufacturing or finance. Understanding this disparity is crucial for recruiters navigating the landscape of job availability and demand.

chart of recruitment trends: nonfarm payrolls

Shifting Candidate Dynamics in 2024:

Predictions suggest that candidates may be more accessible in certain segments in 2024. The LinkedIn Workforce Confidence Survey highlights a significant percentage of employees—ranging from 40 to 54% across various sectors—expressing a desire to change jobs. The primary driver behind this inclination is attributed to compensation-related factors. Sectors that experienced limited pay increases in 2022 or 2023 are witnessing a surge in job transitions, underscoring the importance of competitive compensation packages in talent acquisition strategies.

key recruitment trends chart: percent of workers seeking new jobs

Increased Difficulty in Filling Open Positions:

Recruitment professionals may have noticed an uptick in the difficulty of filling open positions in 2023. This challenge is reflected in the metric known as “days to fill,” which has surpassed historical levels, reaching more than 47.5 days on average. Particularly in sectors such as technology, manufacturing, media, and hospitality, the days to fill metric is significantly higher, with averages ranging from 56 to 62 days. Understanding these extended timeframes is essential for recruiters to manage expectations and devise effective hiring strategies.

By staying informed about these key recruitment trends, recruiters can better navigate the evolving job market landscape and position themselves for success in attracting top talent. Best of luck to all recruiters in their endeavors with clients and candidates alike. Stay vigilant, stay adaptable, and embrace the opportunities these trends present.

Global Net Employment Outlook 26% for Q1

by Veronica Blatt

green and blue watercolor-style world mapDespite global economic uncertainty and continued recession woes, the latest Employment Outlook Survey from Manpower Group indicates that 42 percent of employers anticipate increased hiring this quarter. With 16 percent of employers anticipate shrinking payroll, that leads to a net employment outlook of +26 percent. This is a decrease of four percent from Q4, but a YOY increase of three percent. Thirty-nine percent of employers don’t anticipate any changes to current staffing levels.

Countries reporting the strongest employment outlook are India and Netherlands (+37 percent each), followed by Costa Rica and the United States (+35 percent each). The weakest outlook, at just +2 percent, is Argentina, followed by Czech Republic (+8 percent).

Year-over-year results are significantly improved in ten of the forty-one countries participating in the survey, all of which have double-digit improvements compared to a year ago: Hungary +20%, Poland +18%, Netherlands +17%, Portugal +16%, Spain +16%, Germany +11%, Slovakia +11%, and Belgium +10%. Four countries are expecting double-digit decreases compared to a year ago: Argentina (-10%), Peru (-10%), Israel (-11%), and Panama (-18%).

Globally, employers in the information technology (+36%) have the strongest hiring plans for the fifth consecutive quarter. However, Q1 hiring activity is expected to slow down by -3 percent compared to the last quarter. This sentiment matches recent layoffs and other hiring contractions in the technology sector. The next strongest sectors are Financials and Real Estate (+34%) and Communication Services (+31%).

Talent shortages continue to negatively impact employers in all geographies and employment sectors. In 2024, 75% of employers reporting that they are struggling to find employees, down slightly from 77% in 2023. This is a marked increase since 2018 (45%). The talent shortage is worst in Japan, with 85% of employers reporting difficulty finding candidates. Japan also has the oldest population in the world, meaning the pool of available working-age citizens is a significant portion of the talent shortage.

AI is also impacting employers in ways not previously seen. The top workforce challenge cited by employers is the need to train workers how to leverage AI. The talent shortage is the next-highest workforce challenge, and the third is also related to AI: defining which roles can take advantage of this capability. In terms of hard skills, employers estimate that most technical skills will need a significant upgrade in order to accommodate more sustainable practices.

Well-connected recruiters with strong candidate networks will continue to be integral to companies’ successful hiring outcomes.

Employers Aren’t Changing Relocation Packages Despite the Market

by Veronica Blatt

Our guest blogger is Roman Duty of Recruiting Services International / RSI in Rushville, Indiana. RSI is a boutique executive search firm that celebrated 50 consecutive years of business in 2020. The firm provides highly individualized recruiting services to clients on a local, regional, and international basis. RSI’s recruiting activities are focused on high-level technical search and managerial placement in many manufacturing arenas. Read his post below about relocation packages.

As I finish my four-year tenure as a Board Director with NPAworldwide, I asked network members to comment on the current state of their clients’ commitment to relocating talent for their open positions. More specifically, I was most interested in learning if their clients had recently or EVER amended relocation packages. As recruiters, we know the recruiting market can change dramatically but I was amazed to discover that of the 25-30 recruiting firm owners who responded, not a single one disclosed a client having changed their relocation policy in at least five years. Isn’t this bad for business?

For middle-management or high-end individual contributor roles (up to $125K), the relocation packages were all strikingly similar, $5,000-$15,000 lump sum. That’s it. Take it or leave it. Relo packages offered between these roles and upper management/directors, C-suite is often incredibly dramatic. The vast majority of employees for a company are not in upper management, but they are overwhelmingly the engine that powers company profitability. Factor in new market trends such as sky-high interest rates and candidates are more reluctant than ever to move. When asked if they were relocating more or less candidates, a single firm owner said it was more in 2023.

A few years ago, companies began to get creative with how they attract and retain talent. Unlimited vacation, hybrid-remote options, higher salaries, cafeterias with more food options than Mall of America, etc.… In shifting markets, I would think companies would be more strategic and innovative with relocation offerings. For instance, many of us have clients with multiple sites but the relocation packages never deviate regardless of cost-of-living in certain areas? Painting with a broad brush, wouldn’t you say?

In the ever-competitive landscape of attracting the best talent, it behooves companies to pivot and take a closer look at relocation packages across all levels of employment. At some point, we’ve all coached clients in one way or another on their recruiting strategy, but relo packages remain outside of our touch points. Despite shifting sands, it appears that companies are unable to move quickly enough in this area to keep up with market changes.

Recruiters: The Cupids of Hiring

by Liz Carey

Statue of Cupid shooting his arrow

As Valentine’s Day approaches, love is in the air. But for recruiters, the focus is on finding the perfect match between job seekers and employers. Just like Cupid, recruiters have the ability to bring two parties together in a way that can change their lives forever. In this blog post, we’ll explore how recruiters are like Cupid — the ultimate matchmaker — and why their role in matching jobs to candidates and candidates to jobs is so important.

  1. Understanding Compatibility

Just as Cupid has an innate understanding of what makes two people compatible, recruiters have an expert knowledge of what qualifications and skills make a candidate perfect for a particular job. They don’t just go through resumes and pick out anyone who looks good on paper; they take the time to understand what each employer needs in an employee and use that information to find someone who is not only qualified but also fits well with the company culture.

  1. Making Introductions

Once a recruiter has identified a qualified candidate who would be a good fit for a particular job opening, they don’t hesitate to make introductions between the candidate and the employer. This is where their skills as a matchmaker really come into play – they know how to sell both sides on why they’re each perfect for one another. They highlight the candidate’s strengths and show how those strengths align with the employer’s needs.

  1. Overcoming Obstacles

Just like in any romantic relationship, there can be obstacles that stand in the way of making a successful match between a candidate and an employer. It could be anything from salary negotiations to scheduling conflicts or even personality clashes between team members. Recruiters have experience navigating these challenges and finding creative solutions that benefit everyone involved.

  1. Building Long-Term Relationships

Cupid doesn’t just fire off arrows willy-nilly; he takes the time to carefully consider each match and ensure that it has the potential for longevity. Similarly, recruiters don’t just place a candidate in a job and move on to the next one. They take the time to build relationships with both the candidate and employer, ensuring that everyone is happy with the match and that it has long-term potential.

  1. Spreading The Love

Finally, just as Cupid spreads love wherever he goes, recruiters are constantly networking and building connections within their industry. They attend conferences, join professional organizations, and stay up-to-date on all of the latest trends in recruitment. This allows them to keep making successful matches between candidates and employers – spreading positivity and success wherever they go.

In conclusion, recruiters truly are the ultimate matchmaker – bringing together two halves to create something greater than the sum of its parts. Just as Cupid understands what makes two people compatible, recruiters understand what qualifications make a candidate perfect for a particular job. They make introductions between candidates and employers while overcoming obstacles that might stand in their way. Recruiters also build long-term relationships with those they work with while constantly striving to spread positivity throughout their industry by networking at every opportunity. So this Valentine’s Day, let’s celebrate our favorite matchmakers – recruiters.

Benefits of Attending Professional Recruitment Conferences

by Veronica Blatt

montage of attendees from NPAworldwide professional recruitment conferencesProfessional recruitment conferences offer a host of benefits to attendees and are an important opportunity for training and development. We’re getting into the thick of our conference planning for 2024, and here are some of the main reasons members cite as reasons for attending in-person events.

Networking—Year after year, networking ranks as one of the top, if not the main, reasons for attending professional recruitment conferences. This can come from meeting other like-minded professionals in your practice area. It can mean meeting speakers or service providers and bringing those resources into your office for your whole team. It can mean getting to know the staff of the hosting organization and how that can lead to future business opportunities. We’ve seen speakers gain new business by talking with sponsors about other events. We’ve seen service providers create business opportunities among each other. And we’ve seen personal and professional relationships that have blossomed into lifelong friendships as well. Read the rest of this entry »

Mastering Videoconferencing Lighting: A Guide for Recruiters and Job Seekers

by Veronica Blatt

image of a man in front of a laptop with poor lightingIn the dynamic world of professional recruitment, how you present yourself can be the difference between landing that coveted opportunity or being passed over. Today, we’re focusing on a vital yet often overlooked aspect of your digital presentation – lighting.

The Impact of Lighting on Videoconferencing

What makes one video call visually appealing and another less so? The answer is simple, yet profound – lighting. Proper lighting not only enhances your on-camera appearance but also projects an image of professionalism and attention to detail. It’s not about vanity; it’s about visibility. Read the rest of this entry »

Smart Sourcing with Candidate Engagement

by Veronica Blatt

Today’s guest blogger is Armaan Akbany, CEO and Co-Founder of Shortlyst AI. Shortlyst AI is an all-in-one AI-based outbound multi-channel sourcing platform. Shortlyst AI provides 650+ million professional database, automation and contact finder features to cater to the needs of modern recruitment. In this article, Armaan and the Shortlyst Team discuss how better candidate engagement can improve your sourcing efforts.

The initial phase of the hiring process involves sourcing candidates. The HR department must review all incoming applications and shortlist them accordingly. A variety of techniques have been employed to achieve this, including ATS screening, employee referrals, and internal talent utilization. However, as time progresses, it’s crucial to stay up-to-date with the latest sourcing candidate developments to ensure your company remains competitive in acquiring the desired talent. Companies must realize that applicants have the right to seek out the most suitable workplace for their needs, just as companies have the right to establish their requirements. This has become even more prevalent since the pandemic’s conclusion, with remote work being one of the most preferred options among candidates. A helpful tip for effective sourcing is to make the most of candidate engagement. Read the rest of this entry »

When You Haven’t Done Much Marketing, Where Do You Start?

by Veronica Blatt

Today’s guest blogger is Sharon Newey. She is the MD of Superfast Recruitment, a recruitment marketing consultancy that also provides campaigns and content to support recruiters and search companies globally to stand out to clients and candidates and win more business. Since 2008 they have worked with over 300 companies helping them to grow their marketing results. Superfast Recruitment is an NPAworldwide Endorsed Program partner. Read her post below if you want to know where to start with your marketing this year.

In a recent email, we shared a handy marketing checklist to identify your starting point for this year, which I know many of you found useful.

Logically, the next question is, where should I start considering my gaps?

Today’s post will answer that question for you and is especially relevant if you haven’t done much marketing before. Read the rest of this entry »

Executive Recruitment Strategies: Transitioning from Cold to Warm Calling

by Veronica Blatt

In the world of executive recruitment, business development is a critical component. Traditionally, recruiters have relied heavily on cold calling to attract new clients. However, as the industry evolves, many are transitioning to more effective strategies such as warm calling. This shift not only increases the likelihood of successful client acquisition but also fosters long-term relationships that can lead to repeat business. No one wants to receive cold calls from someone who doesn’t know anything about them or their business. Read the rest of this entry »

Please ensure Javascript is enabled for purposes of website accessibility