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The Great Renegotiation – Are You Ready for 2023?

by Veronica Blatt

Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan but they also work across the US. Bill is a past chairman of the NPAworldwide Board of Directors. Today he discusses how “The Great Resignation” is really “The Great Renegotiation.”

Wow – loaded question? If you have been on your heels reacting to recruiting and retention challenges, you are not alone. Let’s look at six major factors as we roll into the new year. Read the rest of this entry »

5 Reasons to Offer Your Small Business Health Insurance Benefits

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+ carriers across the United States to ensure the most plan options possible.

One of the biggest dilemmas facing small business owners today is whether to offer health insurance as an employee benefit. Each year, small businesses are faced with the task of weighing the pros and cons of offering group health insurance to their employees and themselves. “I guess because of the pandemic I have to offer insurance.” “Will this help my business?” “Can I afford to offer these benefits?” “How will this affect my bottom line?” “I don’t know anything about insurance, how would I answer my employees’ questions?” Read the rest of this entry »

Top 4 Tips for Managing Remote Workers

by Veronica Blatt

Today’s guest blog is from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. We offer a variety of support services, including payrolling, payroll funding, risk management, etc., and serve as a strategic resource in helping you efficiently and profitably place talent. www.people20.com Today’s topic is about effectively managing remote workers, which requires unique skills.

Though the remote work phenomenon may have been jump-started by the COVID-19 pandemic lockdown restrictions, more and more workers are choosing to work remotely—and more businesses are choosing to hire remotely. Read the rest of this entry »

Fix Your Online Application Process

by Veronica Blatt

I read a staggering statistic this week: according to SHRM (the Society for Human Resource Management), 92% of people NEVER finish online job applications. This is terrible news for recruiters and employers in a candidate-short market. You simply cannot afford to turn candidates away through an onerous online application process. How can you improve this critical part of the candidate experience? Read the rest of this entry »

Pay Transparency Laws Gaining Ground in North America

by Veronica Blatt

Effective today, certain employers in New York City will be required to include salary ranges for job postings. This is the newest of a host of pay transparency laws that have gone into effect in North America, with more sure to follow. These laws, in combination with laws that prohibit employers from asking about a candidate’s salary history, are intended to fight the gender pay gap as well as historically low pay rates for workers of color. Similar laws are in effect, or will be soon, in places like Colorado, California, and Washington. Read the rest of this entry »

Employers, Don’t Let a Slowing Economy Change Your Strategy

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 Secretary/Treasurer of the NPAworldwide Board of Directors.

In a slowing economy, businesses often decide to freeze or delay hiring. Sometimes this is to reduce costs; after all, new employees have a real budget impact. Consider the possibility that this could be a costly mistake with long-term implications. While it is tempting to put off hiring until business returns to full strength, delays or freezes can do more harm than good. Read the rest of this entry »

Split Placements Benefit Clients and Recruiters

by Veronica Blatt

Split placements, where two recruiters work together to fill a job opening and share the resulting commission, have long been the “secret sauce” that helps many recruiters add revenue to their business. But splits are beneficial for clients as well, so if you’re hiring a third-party recruiter, you might want to ask if splits are part of their business mix. Here are some reasons why:

Access a larger candidate pool—Recruiters who utilize split placements can access a larger candidate pool than they would have working independently. This helps clients cast a wider net to locate hard-to-find candidates. Read the rest of this entry »

Managing Distributed Workforces: Remote Payroll Taxes

by Veronica Blatt

Today’s guest blog is from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. We offer a variety of support services, including payrolling, payroll funding, risk management, etc., and serve as a strategic resource in helping you efficiently and profitably place talent. www.people20.com

Advances in technology have enabled employees to pursue more flexibility in their work. Flexibility in hours and location have become a key tool for attracting—and retaining—talent. Despite some pushback from organizations, distributed workforces, and even contingent labor, can actually benefit the company as well as the worker. Read the rest of this entry »

Keeping The Hiring Process Fair For All Candidates

by Veronica Blatt

Today’s guest blogger is Justin Lowe. Justin is the director of global marketing and business development 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. Read the post below for some ideas on how to increase fairness in your hiring process.

Who you choose to bring into your company will shape the way your organization develops. Employees are, after all, the heart of any company so it stands to reason that hiring new ones can be an involved and important process. But not all hiring strategies are created equal and how you structure your approach to talent acquisition might be costing you strong candidates along the way. If your process isn’t fair to all, candidates might slip through the cracks before they even reach you. Next time you need a few new employees, take a moment before you go off to hire and think about the unintentional barriers that may be built into your process. Prioritizing fairness for all job applicants doesn’t just improve your candidate experience, but it can also help you truly find the right person for the right role. Read the rest of this entry »

Candidate Expectations May Not Align with Employers

by Dave Nerz

Covid is beginning to recede and the market for talent is super-heated. You have survived the downturn caused by the pandemic. You have adjusted to the challenges presented by work from home (WFH), work anywhere, and hybrid work options for candidates. You have endured, and even organized, Zoom interviews for candidates, virtual onboarding, no shows, ghosting, falloffs and turndowns. What is next?

Recruiters, according to research by iCIMS, there are more challenges in your future. The iCIMS survey shows that new graduates, soon to be your candidates, are likely to be a bit idealistic about career aspirations, work locations and many other conditions surrounding their employment. Here are some of the big candidate expectations: Read the rest of this entry »

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