Email Safety Best Practices

by Veronica Blatt

Today’s guest blogger is Kristina Finseth. She is the head of growth marketing at Interseller, a prospecting and outreach platform built for recruiters and sellers. Interseller has an amazing partnership with NPAworldwide, and helps multiple recruiting teams optimize workflows to engage more clients and candidates. In this blog post, Kristina provides email safety best practices for remote and distributed teams.

In light of recent events, millions of professionals have been required to take their work home instead of commuting to the office. Employers have become responsible not just for keeping the tasks of business moving, but also facilitating their employees in a brand-new remote work environment. Among the many challenges of logistics, communication, and access to work resources, one substantial challenge is email safety. Read the rest of this entry »

Six Workplace Questions to Ask Yourself This Year

by Veronica Blatt

Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan but they also work across the US. Bill is a past chairman of the NPAworldwide Board of Directors. Bill offers some workplace questions to consider below.

I walked into my office this morning and walked through our nicely appointed lobby noticing the most recent version of Harvard Business Review neatly organized on top of a fanned arrangement of other magazines. It struck me…am I in full denial? Continuing to invest in front office reception space and interview rooms is not serving the present or future needs.

We wonder…will things get back to normal? This is likely the wrong question. The right question might be – How do we operate our businesses so we stay ahead or alongside of where things are going? Important for us all to realize that change is difficult, and denial is a powerful force. Here are 6 workplace questions we should all ask ourselves.

  1. How do we better manage our real estate expense and optimize our space? I see many changes that need to be made in our recruiting firm office space. We need more screens, faster internet and improved technology tools, not interview rooms and a reception area. Is your space serving your present or future need effectively?
  2. Are we well suited to manage remote employees? Is your team empowered or directed? Are some managers stuck in a time and attendance mindset? How are we managing accountability and team dynamics in a distributed environment? If not in-person, how do you plan to deliver effective training and onboarding? How do you recognize, reward, and retain in a distributed work environment?
  3. What staff and organizational changes are needed to optimize remote or hybrid work environments? Do you have the right leaders on the bus to lead this transformation? Does your hierarchical structure work in this environment? Who is leading and facilitating these changes? What additional roles are needed? What roles have become obsolete? How does this change impact the use of contingent employees?
  4. How do we hire and retain the best employees as demand for good people heats up? As we confront the challenges brought forth by the pandemic, we also need to understand we are facing a war for talent. Competition over the best candidates will reach a fever pitch as the economy heats back up. Sorry…actually, it is already hot. How do you create a workplace that thrives and is able to effectively attract and retain talent? Perhaps up to 25% of the workforce will prefer or strongly prefer to WFH. Does this pose a threat or an opportunity for you?
  5. What legislative changes and future trends will affect us? If you do business in EMEA you surely know about German privacy laws referred to as GDPR (stringent privacy laws) which impacts anyone doing business and hiring in Germany. Did you know it is illegal to ask someone their salary in multiple states within the US? These changes are coming your way. It is important to understand the changes that will impact how you obtain and manage information. Technology security and privacy will increasingly become critical business issue.
  6. Do we have the right technology platform to successfully navigate the next phase of our business? Without a building connecting people, the technology platform becomes the place of work. How does your technology measure up? This must be a primary question to answer today.

Staying ahead of the curve will likely be a determining factor in the success of your business, department, or your career! What other workplace questions are you asking in your organization?

The Case for Paying Vendors in Local Currency

by Veronica Blatt

Our guest blogger is Cheryl Girling, director of enterprise sales within Cambridge’s Global Enterprise Group. She started her career in foreign exchange to help clients protect their bottom line through currency risk management strategies and has since become a payment nerd too. Based in Montreal, Cheryl’s focus is helping clients and partners in North America scale their business for global expansion, streamline and automate their cross border payments process.

Over 14,000 global businesses trust Cambridge to power their cross-border payments, execute plans to manage their currency risk and ultimately help grow their businesses around the world. Cambridge aims to deliver unmatched service and expertise with respect to moving money globally. Utilizing a proprietary payment automation technology and currency risk mitigation solutions, Cambridge takes pride in connecting businesses large and small with the global financial markets and businesses all over the world.

Does your company often hire vendors that are based outside the US? While many of these vendors choose to issue invoices in US dollars (as currency denomination), paying them can be more complicated than one might think. Read the rest of this entry »

Submitting Candidates That Are “In The Money”

by Liz Carey

On a recent breakout session call for NPAworldwide’s Engineering/Manufacturing/Operations practice group, one of our longtime members, Marcus Ronaldi of Marcus Ronaldi Recruiting in California, gave a presentation on submitting “In The Money” candidates. It was a really thorough explanation of why some exporters are successful, and why some can’t seem to land as many placements.

Marcus said: “Focus efforts on reaching out to and engaging candidates that are placeable and ‘in the money’ – this is the best way to be successful as an exporter in the network.” Read the rest of this entry »

Recruitment Associations vs. Recruitment Networks

by Veronica Blatt

Occasionally we are asked if NPAworldwide is an association and if not, what is the difference between recruitment associations and recruitment networks. On the surface, they may seem interchangeable since both are membership organizations for a specific niche.

In its simplest terms, an association is a group of people banded together for a common purpose. Most associations are non-profit. In the United States, an “official” association typically must have some organizational documents. Associations that wish to be tax-exempt–501(c)(3)–must meet specific criteria to qualify. An association is not truly “owned” the way a for-profit venture is, so that is one key difference between recruitment associations and recruitment networks. Read the rest of this entry »

Tips for Changing Careers

by Veronica Blatt

I generally describe the role of a recruiter as “helping companies find people …. *not* helping people find jobs.” In other words, a company approaches a recruiter with their hiring need, and the recruiter is charged with finding the best person to fill that need. While many recruiters will market a great candidate as part of their business development process (or some will specialize in working the candidate side), most of them time, recruiters do not collect great candidates and then hunt down companies who want to hire them. So for people who are interested in changing careers, working with a recruiter is often not the best option. Read the rest of this entry »

Recruitment Sourcing Tools

by Dave Nerz

image of toolboxAs a leading independent recruitment network, we are always on the hunt for great recruitment sourcing tools to make members more productive.

Here are a few we are keen on:

SearchBar – SearchBar brings the best features of Google Toolbar to Chrome–and much more–like one-click search customization, search selected text, new tab search, customizable hotkeys, search suggestions, search history, highlight search terms, find search terms in page and search current site. An easy-to-use sourcing tool to simplify your process. Read the rest of this entry »

How to Break Into a Recruiting Network

by Liz Carey

Joining a recruiting network can open up so many doors of opportunity. Recruiters come into a recruitment network to expand their reach, build their revenues, and to better serve clients and candidates. But for new members, it can be intimidating to jump in – How do I build relationships with these longtime members who all know each other and already work with each other? How long will it take to get my first split placement? Where do I start? Read the rest of this entry »

Breaking the Covid Interviewing Experience

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. The firm’s recruiting activities are focused on high-level technical search and managerial placement in many manufacturing arenas.

In 2020, the recruiting industry has witnessed a record number of counteroffers, fall-offs, no-shows, and ghosting from all parties involved. Sadly, as we move past Q1 2021, COVID doesn’t appear to be going anywhere anytime soon. Are the masses losing common courtesy to commit to their word, or the gumption to just be forthright when they change their mind or are displeased? Perhaps the relationships that are built are just too superficial, due to the speed and ease of technology, so everyone treats each other as transactional. Fingers point both directions. Read the rest of this entry »

Can You Collect Your Overdue Placement Fees?

by Veronica Blatt

Today’s guest blogger is Wilson Cole. He is the CEO of and Adams, Evens & Ross, the nation’s largest credit and collections agency designed exclusively for the staffing and recruiting industry. In 2008 he was inducted into INC Magazine’s, “INC 500” for being the CEO of Adams, Evens & Ross, the 307th fastest-growing privately held company in America. Adams, Evens, & Ross has helped more than 3,000 staffing and recruiting firms recover more than $1 billion in past-due debt and is an NPAworldwide Endorsed Program.

Staffing and recruiting companies play an important role in the business world. They alleviate the stress that comes with finding and hiring top candidates to fill positions at a company. Instead of spending the time and resources necessary to hire an employee, companies will contract with recruiting firms to do the job for them. After the firm has successfully fulfilled the terms outlined in their contract, the company pays them for their work. Read the rest of this entry »