Recruiting is a competitive field that requires recruiters to be strategic, innovative, and adaptable. One of the strategies that has gained popularity over the years is the concept of split placements, where two recruiters collaborate to fill a position and share the commission. Recruiters in the NPAworldwide recruitment network understand the concept that half a fee is better than no fee at all. But besides adding to your bottom line, there are several reasons why recruiters should consider doing split placements. Read the rest of this entry »
Why Recruiters Should Consider Split Placements
by Liz CareyDeveloping A Talent Pool for Your Company
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 share important tips to develop a talent pool for your business.
When recruiting new employees, the hiring team will consider many candidates with different skills and areas of expertise. To make the most of this opportunity and attract the best talent for the company, it is important to create a talent pool. A talent pool is a database that includes candidates who have the potential to meet the company’s needs. This tool allows companies to easily connect with candidates who meet their criteria and qualifications. Read the rest of this entry »
Legal Requirements for Recruitment Firms
by Veronica Blatt
If you’re thinking of starting your own recruitment firm, one of the areas where you need to invest in some research is employment law. It seemed like employment law was static for many years and over the past few years has been changing so much it’s hard to keep track. There are a number of legal requirements for recruitment firms; here is a partial list of some of the most important. (Disclaimer: This is NOT legal advice. Please consult an attorney who specializes in employment law.) Read the rest of this entry »
10 Tools to Find Candidates’ Contact Information
by Liz Carey
As a recruiter, one of the most challenging aspects of your job is finding up-to-date contact information for potential candidates. You don’t want to waste your time and resources reaching out to people who aren’t interested or have already moved on. However, finding the right candidate’s information can sometimes feel like looking for a needle in a haystack.
Here are ten resources that you can use to find candidate’s contact information, making your recruitment job easier:
1. LinkedIn: LinkedIn is one of the most popular social media platforms for professionals. It is an excellent resource for recruiters as it lists candidates’ contact information. You can also connect with potential candidates and send them direct messages. Read the rest of this entry »
Candidate Fall-Offs and How to Handle Refunds or Replacements in Recruiting
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. In this post, she discusses candidate fall-offs and how refunds and replacements are impacted.
Helping your client hire the right candidate is crucial, and every recruiter puts a lot of effort into finding the ideal employee. However, sometimes things go differently than planned, and candidate fall-offs occur before the guarantee period ends. Knowing how to handle refunds and replacements is crucial in such a situation. Read the rest of this entry »
Capturing the Spotlight: 10 Compelling Reasons to Write a Press Release for Your Recruiting Firm
by Veronica Blatt
Our guest blogger, Recruiters Websites, helps recruiters employ proven digital marketing strategies to get noticed, build your brand and drive more business. Web design. Digital marketing. Marketing technology. Yup, we do that too! As former executive recruiters, we understand the unique challenges recruiters face, and just like our parent company Haley Marketing, our services are designed to be fast, easy, and affordable … plus completely tailored to the unique needs of the recruiting industry.
Whether you need support for staffing, recruiting, or all the above, you won’t find better partners than Haley Marketing and Recruiters Websites. Contact us today to discover how our press release services can help you make headlines in the dynamic recruitment industry.
In today’s fast-paced digital landscape, standing out from the crowd is crucial. Enter the mighty press release, a game-changing tool that can boost your firm’s visibility and reputation. Discover the ten irresistible reasons why recruiters should embrace press releases, each one unlocking a unique opportunity to promote your brand and captivate potential clients and candidates. Read the rest of this entry »
Are You Ready to Own a Recruitment Firm?
by Veronica Blatt
I love talking to recruiters about how they got into this business. It’s almost always accidental, and it’s fun to hear all the different stories. Many agency recruiters go on to own a recruitment firm of their own. If this sounds like you, how will you know when you’re ready to hang your own shingle? Here are three important things you should consider before starting your own venture: Read the rest of this entry »
NPAworldwide Membership Questions: Speaking to Clients
by Veronica Blatt
In this installment of our series on NPAworldwide membership questions, I’d like to address another common question (which is actually two separate, but related questions):
When do I find out the client name / when do I speak to the client?
NPAworldwide is a split placement network of independent recruitment firms. One firm is the job recruiter that has the client relationship and is marketing the open role. The other firm is the candidate recruiter, representing the candidate who is being considered for the role. The client relationship belongs squarely with the job recruiter. With rare exceptions, it is not appropriate for a candidate recruiter to contact their partner’s client. This includes: Read the rest of this entry »
Harnessing the Power of Business Intelligence (BI) in Staffing
by Veronica Blatt
Today’s guest blogger is Mark Arrow. Mark is the CEO/President of Headcount Management. Besides being an NPAworldwide vendor, speaker and staffing industry advocate, Headcount currently services multiple NPA 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.
Staffing business owners already know that intuition and instinct have their merits in the people-centric recruiting industry. However, when the future of your company hangs in the balance, it is essential to complement your instincts with a strategic approach. To make truly informed decisions, you need structure, streamlined processes, and comprehensive business data at your fingertips. Read the rest of this entry »
Navigating Counteroffers as a Recruiter
by Liz Carey
One of the most common challenges a recruiter may face during the hiring process is the candidate receiving a counteroffer from their current employer. Counteroffers can be a tempting option for candidates, as they offer short-term benefits in the form of salary increments, better benefits, or a more senior position in their current company. It can be hard for recruiters to navigate these situations, as counteroffers can derail the hiring process, even after a successful candidate has accepted a job offer from your client.
In this blog post, we will share tips to prepare your candidates and clients to anticipate and handle counteroffers effectively. We will cover why counteroffers happen, how to recognize the signs of a counteroffer, and how to walk your candidates through the process of disengaging from their current employers. We will also share strategies you can use to avoid any disruptions in the hiring process and ensure successful placements. Read the rest of this entry »