As the year is winding down and the new year is approaching, it’s time to start thinking about how you plan to set and reach your recruitment goals next year.
Here are 5 New Year’s Resolutions for Recruiters that can help up your game in 2023: Read the rest of this entry »
As a recruiter, are you putting your best foot forward by marketing and sharing your Most Placeable Candidate(s)?
From Wikipedia, the free encyclopedia:
Most placeable candidate (MPC) is a term used by the recruiting industry to describe a candidate that the recruiter is willing to represent into a market because the recruiter believes they can place the candidate with a company.
So, are you sharing your MPC’s? Or are you sharing candidates you just happen across in your daily searching?
When you join a recruitment network or decide to work split placements, one of the things that recruiters find hard to wrap their head around is giving away their “insider” information, such as the name of their client. Some recruiters hold this info close to their vest, in fear of their trading partner 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 »
One of the benefits of NPAworldwide membership is the ability to promote an international capability to your clients, serve your clients outside of their home markets, maximize your firm’s business opportunity by spending your time where the jobs are, and avoiding down economic situations in your home market. NPAworldwide defines “cross-border” splits as deals where the partners are operating in different countries. Here is a story about members that completed a cross-border split. Read the rest of this entry »
Finding a job can be a daunting task – clicking “apply” and submitting your resume and cover letter, and hoping that you will hear back. So why navigate the job search alone? Why not enlist some support to help you land the job of your dreams? Utilizing a recruiter can help, as they know the industry and have relationships with their clients and know what they want and need. Read the rest of this entry »
In a recruitment network, reputation is everything. It’s important to build relationships and put in the work that your trading partner expects. If you fling resumes at partners hoping that one sticks, or if you send a candidate for a partner’s job that is completely off-track, or if you send a partner a candidate that you’ve never had a conversation with… chances are you are going to get a bad reputation. And bad reputations stick. There can be hundreds of trading partners to choose from and work with, so if you want someone to work with you, make sure you are only sending on-target candidates that you have a relationship with. Make sure you present them in a way that you contribute a ‘value add’, not just a LinkedIn profile link or resume.
Here’s some tips on how to submit candidates to a trading partner and build a good relationship in a recruitment network.
From time to time, we hear ‘Recruiting must be so easy.’ The logic is, because candidates are so accessible now through social media like LinkedIn, people think it’s an easy job to “match” candidates to open job requirements. So then we hear of “recruiters” who think that because they purchased the latest and greatest in recruitment tools, they will become a super successful recruiter. It’s true, there are a plethora of tools that can HELP a recruiter – from job boards to applicant tracking systems to CRMs to AI sourcing platforms to assessment tools. But these are only tools on a recruiter’s toolbelt… they are not a “golden ticket” to success. Simply having the tools doesn’t make you a recruiter, just like having a wrench doesn’t make you a plumber. Read the rest of this entry »
Many small or solo recruiting firms tend to work the specific geographic area they are located in, and don’t think they have the resources or manpower to do international recruitment. But if you are part of an international recruitment network like NPAworldwide, you have partners all over the world that can help you find top talent, screen the candidates, and manage the interview and hiring process for your clients’ international locations.
Here is a Cross-Border Recruitment success story that happened between two NPAworldwide members:
Top talent is hard to find. So when you do find it, you don’t want to lose out on the candidate because your hiring process was too long and they moved on to another offer elsewhere. Time/speed is a huge factor when hiring, so if your hiring process drags out for weeks or months — Glassdoor estimated that the average hiring process takes nearly 24 days — it’s time to speed it up.
Candidates have a time window within which they’ll interview as well as make a decision. If you are able to speed up your process and decrease your hiring process time, you’ll compete with fewer companies and fill positions quicker! But it is important to balance speed with ensuring the candidate has a favorable experience throughout the process. Here’s some tips on how to do so: Read the rest of this entry »
Networking is an essential skill in navigating career success, but the thought of networking conjures up images of stuffy business meetings, business cards, and sales pitches. People often forget that networking can be casual, and should be a daily effort — Even if you have an established network, it’s important to still make an effort to expand it. Just as candidates may want to network to expand their potential offers, recruiters always want to expand their talent pool and client base. Here are 6 ways to expand your network: Read the rest of this entry »