With the end of the year quickly approaching, it’s a good time to start planning for professional development for recruiters in 2024. This is too often an area that gets overlooked or gets pushed lower on the priorities list. As recruitment tools and entire recruitment landscape continue to change at a breathtaking pace, it’s important to dedicate time to getting better at your craft. Here are some areas of professional development to consider: Read the rest of this entry »
Professional Development for Recruiters
by Veronica BlattMaking Assessment Tools Work for You and Your Candidates
by Veronica Blatt
Today’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 assessment tools successfully and appropriately.
If you’re in the recruitment or executive search world, you know how crucial it is to find the perfect match for a role. It’s like matchmaking, but for the professional world. That’s where talent assessment tools come in and integrating them into your process can be a game-changer. But how do you do it in a way that feels natural and really works? Let’s dive in together. Read the rest of this entry »
Thanksgiving Reflection: Meaningful Work
by Liz Carey
Thanksgiving is this week here in the United States, and for many of us, that means preparing for a day centered on spending time with family, sharing good food, and giving thanks for all that we have. But for candidates in search of meaningful work, Thanksgiving can also be a time of reflection and evaluation. As recruiters, understanding why candidates are reevaluating their work can help better connect them with opportunities that align with their values and desired career paths. Read the rest of this entry »
What Does Modern Healthcare Coverage Look Like?
by Veronica Blatt
Today’s guest blogger is MyHealthily. NPAworldwide has partnered with MyHealthily to offer access to complete health insurance options. MyHealthily works with 130+ healthcare coverage carriers across the United States to ensure the most plan options possible.
When it comes to the topic of accessibility of healthcare coverage everyone agrees there needs to be reform but cannot agree on how or what changes to make. The pandemic shook the globe and demonstrated specifically to Americans what the true cost could really be for those without health insurance. Read the rest of this entry »
NPAworldwide Membership Questions: Making Splits in a Low-Volume Niche
by Veronica Blatt
We’re continuing to answer some of the most common NPAworldwide membership questions. Today’s question is, “There aren’t a lot of posted jobs or candidates in my niche. Am I going to be able to make any splits?”
The short answer to this question is yes, you’ll be able to make splits. Here are a few things to consider:
Not Everyone Posts Everything
Some members only post jobs. Other only post candidates. Others post infrequently. Members who are working on a retained search might not post at all, because they don’t want multiple recruiters trying to source candidates. Some members only share jobs directly with pre-vetted trading partners. The point is, everyone works a little differently. The trick is to find a handful of partners whose work style meshes with your own. Because most NPAworldwide members are very relationship-focused, you’ll need to spend time building relationships as opposed to looking for transactions. The relationships are what leads to the splits. Read the rest of this entry »
Unleashing the Power of Innovation in Recruiting: A Guide to Business Development in the Recruiting Industry
by Veronica Blatt
Our guest blogger is Pam Robison of J. Gifford Inc. in Tulsa, Oklahoma. J. Gifford Inc. is a small, quality conscious firm providing highly individualized recruiting services to clients on a local, regional, national and international basis. The firm’s recruiting activities are focused on professional, technical and managerial placement, as well as contractor and international staffing for clients. Pam is currently Chair-Elect of the NPAworldwide Board of Directors. Read her thoughts on business development in the recruiting industry below.
In the ever-evolving landscape of talent acquisition, recruiting firms are constantly seeking innovative ways to stay ahead of the curve. Business development in the recruiting industry is not just about meeting targets; it’s about building relationships, harnessing technology, and understanding the dynamic needs of both clients and candidates. In this article, we explore key strategies to foster growth and success in the recruiting sector. Read the rest of this entry »
Protect Client Relationships
by Dave Nerz
As a leader in a split fee network, I hear a common concern from members sharing job details. They are concerned that trading partners could go after their client relationships. Of course, in our network we have specific rules against that. Rogue partners who would take advantage of the information they gain from a partner would be putting their livelihood at risk for short-term gain. They would be expelled and gain a reputation that would be hard to shake. The upside is not worth the penalty.
For those not in a split network, it might become necessary to share client information with partners on rare occasions. So, what can you do to protect yourself? Here are a few options for any good recruiter to consider before sharing client details. Read the rest of this entry »
3 Things You Need To Do When You Find A Backdoor Hire
by Veronica Blatt
Today’s guest blogger is Wilson Cole. He is the CEO of BackdoorHires.com 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. Read his post below to learn what to do if you discover a backdoor hire.
In the world of recruitment, finding the right candidate can be challenging and time-consuming. Hiring managers often go to great lengths to screen applicants, conduct interviews, and assess qualifications to make the best hiring decision possible.
However, there are times when companies resort to “backdoor hires” – a practice where someone is hired through informal channels or connections without going through the standard recruitment process. Read the rest of this entry »
Identifying Recruitment Competition In Your Market
by Veronica Blatt
Whether you’re opening a new venture or have an established business, it’s crucial to identify and understand the recruitment competition in your market. If you haven’t gone through this exercise, here are a few ideas to get started:
List Your Recruitment Competition
- Make a list of all the recruitment providers in your local market.
- If you are working in a niche or micro-niche, you’ll want to expand the previous item to include the major players within that niche.
- Identify which of your potential clients already have in-house talent acquisition teams, as these will also serve as recruitment competition for you.
- Include quasi-competitors like BountyJobs and other similar services.
- Include job boards that your clients (and potential clients) may be using.
Understanding and Reducing Employee Turnover: Recruiters’ Guide
by Liz Carey
Employee turnover is one of the biggest recruitment challenges faced by businesses. Whether it’s the entry-level workers leaving within a few months of joining or managers quitting their high-paying jobs, losing employees is an issue that affects the working, productivity, and overall health of the organization. According to data from the Society for Human Resources Management, the average cost of replacing an employee is six to nine months of that employee’s salary. Additionally, the lack of corporate knowledge and experience that accompanies the loss of employees can have a significant impact on business operations. As a recruiter, it is essential to understand the root causes of employee turnover to help clients reduce the turnover rate.
Here are five tips for recruiters to help their clients overcome the employee turnover problem: