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Recruiter vs. Counteroffer: Win The Battle

by Liz Carey

Pair of black boxing glovesRecruiters know, making a placement isn’t as easy as just matching a candidate’s experience with the required skills of a job. You have to unearth passive candidates that fit all the minutiae your client wants. You then have to make the candidates realize this opportunity is worth leaving their current one for, you have to scrutinize their resume, prep them for interviews, and coordinate all the interviews. Once an offer is made, you can’t breathe a sigh of relief just yet, as you hold your breath that the candidate doesn’t receive or accept a counteroffer from their current employer. Counteroffers are an age-old problem in the recruiting industry, and something that we are seeing more and more of these days in a candidate-friendly market, especially when working with in-demand top talent. It’s up to the recruiter, as part of the whole interview process, to discuss and really dig down and find the truth of what the candidate would do if their company presented a counteroffer to them.

Here’s some suggestions from some of NPAworldwide’s member recruiters on how to handle the counteroffer situation: Read the rest of this entry »

Piquing Passive Candidates’ Interest

by Liz Carey

monkey sculpture with lit lightbulbIn a time where top talent is in demand and candidates are tough to come by, it’s important that recruiters work to really engage candidates.  Good recruiters know it’s not enough to just blast job postings on social media…  candidates will just blow by those like any other automated posting.  There’s much more to recruitment, including finding passive candidates – those that are currently employed and not necessarily looking to change jobs.

So, how do you approach and engage these passive candidates? It’s important to cater your initial contact with a passive candidate to sound both professional and genuine. You want to capture the candidate’s attention, but not in a spammy way. One of the best ways of doing that is with a personalized email. Focus on the candidate: Do your homework – dig into their background and find out their interests, and see if you can work that into your description about what makes the role/your client perfect for them. A simple but personalized message shows that you aren’t just sending out automated responses to everyone on LinkedIn.

Make sure you explain who you are, who you’re with/what you do, and that you’re clear about the role. Sometimes recruiters try to make emails too brief so as to not overwhelm the candidate in the initial outreach, but it’s important you include enough information and detail to be informative and transparent about the role and your mission.

It’s essential to stress the ‘perks’ – after all, the candidate is likely comfortable in his or her current role, so you have to “sell” the reason they should change. Sometimes, it’s not all about the money. Really customize your email or message to draw in their attention with benefits like opportunity for growth, relocation package, or a really unique or flexible work environment/culture. If you notice that the candidate posts a lot of hiking pictures to their Instagram, mention the company’s great location near mountains. If the candidate ‘likes’ a lot of nonprofits or contribute to charities on their Facebook, mention how your client is involved in the community.

Always include a “call to action” of a date and time you’re available to chat – even better, use a free email scheduler like calendly to allow candidates to choose the time that works best for them.

How do you engage passive candidates? What have you found that works or doesn’t work? Do you have a specific template that you use?

A Split Placement Network Recipe For Success

by Liz Carey

Measuring cups and measuring spoons on a blank recipe pageNew recruiters come into a split placement network to expand their reach, build their revenues, and to better serve clients and candidates. Just like joining anything, it can be hard to be the “newbie” and break in to a split placement network.  Where do you start? How does it work? How long will it take to get that first split placement fee in your pocket? Read the rest of this entry »

Contract Recruiting to Survive and Thrive

by Liz Carey

Pendulum swinging at observatory

Like a pendulum, when there is a upswing, there must also be a downswing. There has been a lot of talk about an upcoming recession after such a strong economic bounce-back from the pandemic over the last couple years. With a possible recession looming, companies tend to tighten their belts and put hiring freezes in place. The work still needs to be done, and temp or contract workers are a great solution. Flexible hiring like contract recruiting can help circumvent hiring restrictions and help a business survive and thrive.

Some members of our split placement network report that clients are increasingly turning to them for contract recruiting. According to this survey, 16 million temporary workers are hired every year. Read the rest of this entry »

Be a One-Stop Recruiting Shop

by Liz Carey

Shop with an Open signRecruiters spend a lot of time and money on marketing / new business development, but have you tried getting more work from your existing clients? It’s a no-brainer: you already have a relationship with this client, and they know you can deliver. Through membership in a recruitment network, you can help them with all of their staffing needs — whether it is outside your niche, geography, or your hiring contact’s department.

For example, maybe your client, an accounting firm, doesn’t need any more tax people right now… but you might be able to get work from a different division of the same company and help them fill roles outside of your typical niche. For example, they might need IT people or lawyers. Explain to them that your membership in the recruitment network gives you access to partners specializing in that niche who already have pipelines of talent.

Try getting more work outside of your geographical-focus if your client is an international company, or if they are expanding overseas. You might be their resource to fill all their roles at their NYC headquarters, but if they have an office in Spain, you can let them know that you have a trusted network partner right in that region. A partner who knows and understands the local market, including any laws and requirements, and who already has relationships with candidates in that area and can help with unfilled requirements there.

Here is a great example of how to leverage your membership in a recruitment network to get international work:

NPAworldwide members in Winnipeg, MB, Canada and Conway, AR, USA, have done a number of splits together in the manufacturing sector. They met when the US-based recruiter posted jobs on NPA’s internal job board. The Canadian member reached out and offered to help, which led to more searches and 6 placements. If you can recruit manufacturing candidates in Canada, you can recruit them in the US!

When you work together with an international partner, you can develop a relationship just like this – where it’s not a one-time transaction, but cooperative teamwork that makes splits flow frequently.

NPAworldwide membership gives independent recruiters and small firms a way to compete in a global marketplace, and be a “one-stop shop” for their clients.

 

Q&A with a Split Placement Network Superstar

by Liz Carey

On one of NPAworldwide’s regional calls this month, one member shared his secrets of success. He has only been in the network 1 year, but has already done 15 splits.

Here’s a quick synopsis on how membership in NPAworldwide has helped grow his business in the last 12 months:

When he started, he was a one-man operation, which is why he joined the network. Having trading partners allows you to focus on marketing and scaling up your business, because you know you have partners to help fill your clients’ roles, he said. Read the rest of this entry »

Relationships Win in the Recruiting World

by Liz Carey

Recruiting is a relationship business. Having conversations and building relationships with clients, candidates, and trading partners will lead to long-lasting relationships, loyalty, and repeat business, as opposed to one-off hires.

But due to the current nature of the recruiting business and a candidate shortage, recruiters must act quickly to fill roles, and because of this, there are many recruiters who treat sourcing and recruiting as a transaction. They don’t see the big picture, the long-term view that today’s candidate may be tomorrow’s hiring manager.

But relationships still need to be cultivated through frequent communication — preferably in-person or by phone. Candidates receive so many messages through LinkedIn and emails, that it can be hard to stand out amongst the masses. Similarly, potential trading partners may receive resumes thrown at them by so many other recruiters. Read the rest of this entry »

Recruitment Resolutions for 2023

by Liz Carey

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 »

In Recruiting, MPCs are the MVPs

by Liz Carey

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?

Read the rest of this entry »

Building Recruiting Relationships

by Liz Carey

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 »

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