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Jazz Up Your Job Postings

by Liz Carey
Recruiters are in a precarious situation – top talent is hard to find, and candidates are getting increasingly picky with their job searches. As a recruiter, it is no longer enough to simply copy and paste a job req from your client to a job board and cross your fingers.
You have to market your clients’ jobs to make sure it stands out from the rest. Focus on the message itself and don’t cut and paste a long drawn-out description. According to Marcia Bateman, engagement specialist at NPAworldwide, “Nothing bugs folks more than a job order that says things like; must be able to sit/ stand, good communication skills, proficient at Excel, etc.”

Use the Job Description field to get the most important information visible immediately. Here’s an example:

Repeating the title can improve the SEO for a job posting. This example also clarifies location very well, including the geographic parameters for remote candidates. Finally, instead of a laundry list of qualifications and requirements, provide the most critical requirements early. This helps trading partners focus their recruiting efforts appropriately. And, for any postings that are posted publicly or on job boards, this is super-helpful for candidates as well.

In addition, focus on what the candidate really wants — and Covid has caused top talent to seriously re-consider their priorities. Candidates want more than just a decent salary, they want flexibility for their family matters, paid vacations, and good benefits.  Play up all the good features of the job, the company, and the area where the job is located – this helps “sell” the job.

Similarly, if you are part of a split placement network, you still have to write compelling job descriptions that gets partners excited to work your jobs. Because there are lots of needs right now and not a lot of candidates, exporters of candidates can be picky and choose what they want to work on most. Let them know that your client is committed to filling the job, and that you will provide prompt feedback if they take the time to work your job.

Make sure to include industry buzzwords and keywords so your job will be included in any type of search alert that recruiters and/or candidates have set up.

Winning the War For Talent

by Liz Carey

We’re in uncharted territory. With nearly 10 million unfilled jobs in the US, a record number of employers are reporting a talent shortage. Because of the incredible demand for talent and fierce competition, employers are beginning to take different routes to not only attract new candidates, but retain their current talent who are likely being wooed by other companies and recruiters.

Here are a few tactics recruiters have reported their clients are using in this “war for talent”: Read the rest of this entry »

Jump Start Your Split Placements

by Liz Carey

For recruiters looking to add to their bottom line through split placements, joining a recruitment network can be a no-brainer; being a member of a recruitment network can help you fill your roles faster, can help you place candidates you may have not been able to otherwise, and can expand your business’s niche and/or geography.

But joining itself isn’t a quick ticket to success – and not everyone who joins a recruitment network is successful in making splits. You have to be proactive, build relationships, and integrate working the network into your day.

The following is an example of how a recruitment firm might start its split network business and how to integrate a recruitment network into its daily work plan: Read the rest of this entry »

Develop Relationships Before You Need Help

by Liz Carey

As a member engagement specialist at NPAworldwide, part of my job is to help members find success in the network. We always advise members that in order to build relationships in the network, it’s important to be visible by posting records, attending calls/meetings, and reaching out.

But sometimes, we have members who only reach out when they say: “I have a critical search and need help!”

We are always here to help, but I cannot help but wonder –“Who have you reached out to? Who do you network with?” If you don’t have relationships with your network partners, you may not get the help you need.

The best advice we can give members is to develop network partners long before you need them. As businessman/author Harvey Mackay says about networking, “Dig your well before you’re thirsty.” Read the rest of this entry »

To Disclose, Or Not To Disclose…

by Liz Carey

One of the things that recruiters find hard to let go when they first consider working with a split partner is giving up all their insider info that they have worked so hard to get… such as the name of their client. Some recruiters hold this info close to their vest, in fear of an exporter trying to go around them and contact the client directly.

But when you join a recruiting network built on trust, comprised of vetted recruiters, and backed by member-owners who all adhere to the same rules, you will find that its most successful members are ones who are completely open and transparent, because they realize the value of open and honest communication. Read the rest of this entry »

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 »

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 Bloomberg.com, 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 »

How to Navigate a Talent Shortage

by Liz Carey

As the pandemic subsides and restrictions are eased, it seems the economy is improving, as evidenced by “Now Hiring” signs in nearly every business window. Here at NPAworldwide, we are seeing job postings skyrocket on the network’s internal job sharing board. Also, very tellingly, we aren’t seeing as many candidates being posted. This is quite rare when more jobs are being added than candidates in our database.

These companies are going to face a challenge as hiring needs outweigh the candidate supply. Hiring managers are turning to recruiters to help fill these roles quickly, but it’s still a challenge – candidates have become much more picky about where, when, and how they want to work. 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 »

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 »

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