Employers

5 Reasons Why Effective Internal Communications Reduces Turnover

by Dave Nerz

engaged employeesInternal communication is about much more than sharing news and corporate updates. It has a significant impact on all aspects of your business. From productivity, recruitment and retention through to collaboration and engaged employees, internal communications is essential to overall business health. And in the current coronavirus pandemic, the need for effective internal communications has really taken center stage. If you are struggling to get started on planning your internal communications strategy, here are five compelling reasons why it’s essential.

1. Engaged employees are more productive

Research tells us that highly engaged teams are 21% more profitable. It makes sense that engaged employees tend to be more passionate, motivated and inspired in their work. As a result, companies see higher rates of productivity and a reduction in staff absenteeism and turnover. Read the rest of this entry »


Using a Recruiting Firm vs. Hiring an In-House Recruiter

by Veronica Blatt

Today’s guest blogger is Henry Goldbeck, of Goldbeck Recruiting. Goldbeck Recruiting is a recruitment and executive search firm located in Vancouver, BC. As true employment consultants, they bridge industry expertise and headhunting excellence with human resource support throughout the hiring process to improve the success of a new recruit.

Since 1997, they have filled challenging positions in industries and expertise areas like sales, engineering, biotech, accounting & finance, manufacturing & operations and the non profit sector.

Each option has specific advantages and disadvantages. Which is right for your company?

Engaging a hiring process for a company of any size can be stressful. Especially for roles in specialized or highly competitive industries, or, say, pandemic economies, hiring teams and processes can encounter challenges which keep vital roles empty. For these reasons, a company’s hiring strategy is very important to the bottom lines of cost and efficiency; this is why some firms will opt to hire recruiting agencies, and others will rely on in-house recruiters. Read the rest of this entry »


Benefits of Using an Internationally Networked Recruitment Firm

by Sarah Freiburger

Our Expertise:

Our firm is backed by nearly 1,500 recruiters who are specialists in their industry, who have placed those exact candidate roles time and time again. Our network gives us the edge when learning and  understanding your company’s unique requirements and enables us to match the right specialist with your distinctive needs. Our recruiters work many sub–specialties within each specific niche, and place over 50,000 executive level candidates annually. 

Our Approach:

We are committed to a strong relationship-driven approach that takes best-in-class recruiting practices and specialized training to provide an exceptional level of service to every client, Our searches are more effective and efficient collaborations with our clients due to our single point of contact approach. We invest the time to understand your values, your philosophy, and your requirements. We ask questions. We advise you as to how we can make our relationship even more efficient. As an independent agency, our goal is to treat both our candidates and clients with the same level of respect and knowledge to achieve long–term successful hires. On the candidate side, we are committed to realizing their priorities and long–term goals so that we help place the best fit for our client’s growth and strategy. 

Targeted Solutions For All Clients

We work with clients from start–ups to the Fortune 100. We are as custom as you can find for handling local placements or for multiple hires across divisions and geographies utilizing our network of 500 other independent specialized firms. Our recruiters can complete searches within retained, engaged, and contingency relationships. We pride ourselves on repeat business with long standing clients who trust us to handle the entire scope of their hiring needs.

Contracting with our firm provides single point access to our global network which gives our clients and access to NPAworldwide’s network of more than 500 offices in 60 countries.

Our locally based firms help you handle the intricacies of international business. Our recruiters not only source and recruit the right talent, but provide you with insight to the local culture to build the appropriate compensation packages to retain the talent..This is one more reason to use an NPAworldwide firm as a single source for all your hiring needs..We provide our  worldwide partners with the relevant information they need to complete the project, and you will still receive one response from the recruiter you have built a trusted relationship with. 

Working with an NPAworldwide firm gives you access to local talent in the following countries:

 

Australia

Austria

Belgium

Bulgaria

Canada

China

Czech Republic

Finland

France

Germany

Hong Kong

Iceland

Ireland

Japan

Luxembourg

Malaysia

Mexico

Netherlands

New Zealand

Norway

Philippines

Portugal

Puerto Rico

Romania

Russia

Singapore

South Africa

South Korea

Spain

Sweden

Switzerland

Thailand

Turkey

Ukraine

United Arab Emirates

United Kingdom

United States

 


Post Lockdown: 10 Tips for Recruitment Leaders

by Veronica Blatt

Today’s guest blogger is Don Leon, managing partner of Donald Leon Search, who has been recruiting for over twenty years. Having worked in New York City for a small boutique search firm as well as a top ten global firm, Don has partnered closely with digital technology, data and content companies for most of his career. He is actively involved in representing and recruiting for a variety of technology-related verticals and founded his own executive search firm four years ago. Don joined NPAworldwide in 2018.

As we begin to move out of our quarantined work environments and get back to some level of normalcy, it is important to consider these 10 factors as we move forward. Read the rest of this entry »


10 Reasons Why Our Recruitment Firm Will Deliver Results

by Sarah Freiburger

Our network, NPAworldwide, offers the prestige recruitment firms that belong a number of unique characteristics that define each one as a leading specialist recruitment agency.

1) A Large Pool of Professionals

Our consultants are professionals and work as a team to find the best candidate for your company, as opposed to competing against one another for commissions.

2) Global Reach

With 600 offices in over 50 countries, our 1,500 plus consultants are able to source candidates from around the world.

3) Depth of Experience

We have over 60 years of experience as a specialist recruitment brand.

4) Consistency of Service

We will not compromise on quality in order to secure a commission. Our focus is on finding the right people for our clients with a view to establishing successful long-term relationships with a single point of contact.

5) Industry Specialists

Our brand prides itself on having specialists in nearly every industry your hiring needs may be in.

6) Training and Development

Our firms invest heavily in training and development to ensure they are up to speed with the newest and most innovative ways to connect with talent.

7) Reputation

Since 1956 our reputation proceeds us and we primarily grow by referral and repeat business.

8) Maximum Exposure For Your Ad

As one of the largest recruitment networks, we offer our clients priority positioning in the market through our network.

9) Managing Candidate Response

We pride ourselves not only with the relationships maintained with our clients, but candidates as well. Every candidate receives a timely response that represents your company as you would like to represent yourself.

10) Proven Case Studies

Reach out to us or one of our firms to learn more about real case studies that have resulted in high level and cross border placements.


The Need for Business Continuity Planning to Make It Through a Pandemic

by Veronica Blatt

Today’s guest blogger is Art Boyle, VP of Risk Management, and Certified Business Continuity Professional (CBCP) of People 2.0’s Global Search and Recruiting Support Division. People 2.0 is a is a global provider of employer of record, agent of record,  and back-office services for recruiting and staffing firms. People 2.0 is an NPAworldwide Endorsed Program.

“He who fails to plan is planning to fail.” —Winston Churchill

Having helped organizations develop business resiliency and continuity strategies for many years, I can attest to the importance of creating a business continuity plan (BCP). A well-developed BCP can help ensure your company continues to operate near normal during times of crisis.

Overcoming Common Challenges

Business continuity planning doesn’t come without its challenges, and I believe the first step to creating a BCP is overcoming two critical “roadblocks.”

The first one is the classic “This (or that) won’t happen to me.” I’ve had variations of that sentence uttered to me thousands of times. The second impediment is “I can figure it out if it happens.”

Getting past those misconceptions can be difficult. Often, it takes a seminal event—like the one we are experiencing now during COVID-19—to change the mindset around the first roadblock about the need for continuity planning. The counter to the second argument is a simple one: “OK, but what if you aren’t around? Shouldn’t the plans be memorialized so that someone else can carry the baton if needed?”

Once you get past those issues, the real work begins.

Creating a Business Impact Analysis

In a disaster or recovery situation, not all are created equal. You need to identify critical functions, employees, and processes. You need to be able to concentrate your finite resources to ensure that they remain operating. This is done via a business impact analysis (BIA). The BIA will quickly and efficiently identify those functions, vendors, employees, and processes that are essential to ensure that vital elements of the business continue to operate with as little disruption as possible.

Constructing Your Business Continuity Plan

Once you’ve completed your BIA, the second phase of the process begins, which is to construct your business continuity plan(s). Note: Plans should be somewhat unique to each business process/function. This is not a “one size fits all” scenario.

Your plans should contain identification of the following:

  • Hardware/software used in operating your business
  • Critical periods within your business (e.g., month-end, quarter-end)
  • Dependencies (Are you dependent on another company or process?)
  • Special or unique equipment that is critical
  • Vital records
  • Employees (email, mobile phone numbers, computer capabilities, etc.)
  • Essential vendors

The Importance of Communication

Finally: communication. Fear of the unknown can lead to critical missteps in executing your business continuity plans. Over-communicate to customers, employees, vendors, and other constituencies. Share with them your BCP plans; get their input.

You cannot communicate enough in a disaster. Even if the message is “we don’t know—yet,” your voice itself will be a powerful tool to assure those who are the most panicked that there is indeed a plan!

The COVID-19 pandemic has made business leaders more aware of the importance of business continuity planning. Business continuity planning is a critical aspect of risk management and can help ensure your company survives during times of crisis like we’re in right now.


Navigating Remote Talent Acquisition

by Sarah Freiburger

It is no secret that in past years recruitment technology trends were changing how traditional HR processes were being conducted. Prior to the pandemic however, they were primarily a way to enable the final decisions in hiring rather than being the only way to decide.

While employers need to understand especially now in an ever-tightening market retention is key, adoption of technology is essential not only for current companies navigating a work from home landscape, but a hiring from home landscape also has entered the scene.

Andre Belmonte, VP of Sales at Gray Peak Hire recently discussed the following 6 emerging trends to be on top of and consider how you are utilizing in your company or as a recruiter helping your clients navigate. Regarding companies using emergency technology:

  1. They are leveraging big data to implement evidence-based talent acquisition, retention, and performance measuring that improves decision-making and the development of success metrics.
  2. The development of mobile apps that increase access to company resources anytime and from anywhere an internet access point is available. This is a crucial millennial demographic demand for both schedule flexibility and WFH communication connectivity.
  3. The technology to connect via social media to both employees and the global talent pool is a critical tool to have in the HR toolbox. From the talent acquisition point of view, it exposes the company to a much larger talent pool that is also a driver for developing remote working policies.
  4. Connectivity and communication using cloud and SaaS technology is a foundational cornerstone for any company in modern times. It allows employees a means to do work from anywhere, anytime, and enables WFH capability. For talent acquisition, it will enable HR to develop recruitment programs that leverage the critical corporate competitive advantages to acquire frontline talent.
  5. Technology advantages are also gained by potential employees that bring their knowledge of tech to bear in configuring a WFH tech stack that works for both the company and the WFH employee. In addition to the tech advantages, it also provides the company with a cost-effective means to hire new people.
  6. Wearable technology is both a blessing and a curse, but an inevitable requirement for companies to pay attention to. In 2020, the number of wearables that will enter the modern work environment, WFH, or office, will grow to seventy million. This tech comes with security risks and well as communication advantages. The proper protocols will have to be put in place to protect the integrity of company computer resources.

All of this changing landscape has forced recruiters to adapt as well. What challenges are you facing recruiting new talent?


No Work Life Balance, The New Normal?

by Liz Carey

It truly is an unprecedented time – never before have so many companies been forced to drastically change their operations in the span of just a few weeks. Most companies, whether or not they already had work-from-home employees, had to transition to a fully remote operation.

When the world opens back up after the Covid-19 pandemic, what will the “new normal” look like? Will the work-from-home experiment continue? Many companies, including Facebook, Google, Twitter and Square, have already extended remote work through the end of the year and/or indefinitely.

A survey of CFOs by research firm Gartner found that 74 percent of companies plan to shift some employees to remote work permanently. It is estimated that 30 percent of the entire workforce will work from home at least a couple times a week, compared to less than 10 percent before the pandemic.

On the surface, this sounds great. But this flexibility doesn’t necessarily equate to a better work-life balance — in fact, many are experiencing the opposite effect. While work-from-home does allow the opportunity to get up from your desk and say, throw in a load of laundry, or walk the dog, it also doesn’t allow you to ever “punch out” and leave the office.

“Several data sources show that the typical workday is getting longer. People are signing on earlier and answering questions and queries later, thanks in part to the software that makes all this possible. You’re not leaving to go home. You’re already home,” according to this article from Vox.

Because you have all your work technology at home with you, it’s hard to actually leave work and tune out. Not to mention the other challenges that the pandemic has thrown along the way – homeschooling, daycares closed, etc. Additionally, companies have increased the number of meetings (whether Zoom / Skype / conference call) to help with communication/accountability, and now many workers are feeling over-scheduled and over it.

Bloomberg found that about 45 percent of workers said they were burned out after working from home.

Granted, a lot of this falls on the employee to set a schedule and treat working from home just as they would coming into the office – put on real “work” clothes, set boundaries, etc. But employers also have to realize that working-from-home flexibility may not be a “perk” that keeps employees there… many employees prefer having an office to go into, co-workers to converse with, a lunch room to escape to, etc. Work from home post-Covid will more likely be an adjustment rather than a benefit in an employee’s eyes. Make sure your expectations are realistic and your employees can still maintain a work-life balance, especially when that line is blurred.


HR Best Practices in a COVID-19 Working Environment

by Veronica Blatt

Today’s guest blogger is Ed McConnell with HUB International, discussing best practices for HR departments during the coronavirus pandemic. HUB International provides a wide range of business and personal insurance options including liability, health, life, and more.

COVID-19 has quickly become a malady of its own for human resources departments, as employers across the U.S. struggle to make sense of new HR and employment practices liability (EPL) issues.

In the wake of the pandemic which has affected more Americans than any other country to date, employee benefits (EB), pay continuation, employee medical information confidentiality, Family and Medical Leave Act, Americans with Disabilities Act, layoffs, furloughs and more are a concern for just about every industry. We have provided some HR department coronavirus considerations in this new, ever-evolving world. Read the rest of this entry »


Company Culture: Hiring and Onboarding During a Pandemic

by Dave Nerz

Our recruitment network just completed a survey of our global recruiters regarding trends during these days of the COVID-19 pandemic. What we found is that there is still hiring activity out there, but much reduced from more normal times. Some of this reduction in activity allows recruiters and employers the time needed to hire, onboard, and showcase company culture in a completely new way.

So during a pandemic, the dinner meetings, lunches with prospective new hires and even the basic face-to-face meeting preceded by a solid handshake are things of the past. Good candidates and good matches for open positions are still out there, but the process to find and attract this talent needs some updating. Read the rest of this entry »