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Beyond the Resume: Hiring for Critical Capabilities

by Veronica Blatt

Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI and Pittsburgh, PA. 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. In this post, Bill shares how organizations are shifting to a hiring approach focused on critical capabilities, prioritizing skills and adaptability over traditional credentials to build future-ready teams.

A key talent trend in 2025 relates to adjusting the long-standing hiring rubric. Large corporations, banks, and law firms have heavily relied on resumes that combine a degree from a respected university with aligning experience from a competitor or a characteristically similar environment. This hiring approach based on education, title, and specific company experience provided a tangible profile for recruiters to target, and it generally produced quality candidates. This begs the question… does similar or parallel experience ensure effective performance? I would argue this is not always the case. Other factors, including motivation, drive, soft skills, and cultural fit, often have a greater impact on performance. Read the rest of this entry »

The Role of Employee Well-being in Productivity and Retention

by Kerry Crockett

The role of employee well-being in productivity and retention is a critical consideration for modern organizations. As the understanding of workplace dynamics evolves, it becomes increasingly clear that the well-being of employees is not just a nice-to-have but a fundamental component of a successful business strategy. Employee well-being encompasses physical, mental, and emotional health, and its impact on productivity and retention is profound. Read the rest of this entry »

Strategies for Managing a Multigenerational Workforce

by Kerry Crockett

image of multigenerational workforceManaging a multigenerational workforce is increasingly vital as organizations find themselves employing individuals from a broad age spectrum, ranging from Baby Boomers to Generation Z. Each generation brings unique perspectives, work styles, and values, making it essential for leaders to develop strategies that leverage these differences while fostering a cohesive and productive work environment. Read the rest of this entry »

Clients’ Employer Branding Impacts Recruiting Success

by Liz Carey

employer branding scene with laptop and logoFor independent recruiters, competing against large-scale agencies and internal talent acquisition teams can often feel daunting. That is why it is so critical to focus on your clients’ employer branding — its specific impact on independent recruiters deserves attention.

Unlike in-house recruitment teams, independent recruiters need to represent not just one organization but often multiple employers who may not have a strong brand presence. Potential candidates are investigating company reputations more deeply than ever before, assessing everything from work culture to mission alignment and leadership authenticity. For an independent recruiter, this means that promoting a robust employer brand on behalf of their clients is now a minimum standard for staying competitive.

But there’s a secondary layer—your own reputation. Candidates associate independent recruiters not only with the companies they represent but also with the recruiter’s personal brand. This dual responsibility makes employer branding doubly critical.

How This Affects Recruitment Strategies

  1. Building Trust with Candidates
    Candidates increasingly seek transparency during the hiring process. Independent recruiters must act as ambassadors for their clients, clearly communicating values, culture, and long-term opportunities offered by the employer. A lack of clarity or a weak employer pitch can derail candidate interest, leaving independent recruiters outperformed by companies with stronger branding.

  2. Attracting Better Clients
    Employers looking to fill critical roles are now more likely to evaluate recruiters based on their ability to “sell” their brand to top talent. Demonstrating mastery in promoting employer identity, work environments, and growth opportunities can set independent recruiters apart when pitching their services to new clients.

  3. Social Media and Online Presence
    Independent recruiters need to be more proactive on platforms like LinkedIn and industry-specific forums. Sharing success stories, updates, and professional insights not only builds the recruiter’s credibility but allows them to weave engaging narratives around their client’s brands. This boosts visibility among passive candidates who may otherwise remain unapproachable.

Practical Steps for Independent Recruiters

  • Conduct Employer Brand Audits
    Partner with clients to assess their branding assets. What do their career pages, reviews, and social media footprint reveal about the company? If these elements are lacking, work collaboratively to craft materials that tell a compelling story.

  • Refine Your Candidate Experience
    Independent recruiters should build their processes around personalized candidate engagement. Keeping candidates informed, promptly answering queries, and helping them understand an employer’s unique advantages can leave a lasting impression.

  • Develop a Personal Brand Too
    It’s not just about your clients’ brands—how you position yourself matters. An independent recruiter who is seen as knowledgeable, trustworthy, and well-connected in the industry will be sought out by both candidates and clients.

For independent recruiters, employer branding isn’t just a buzzword—it’s a strategy for long-term success in a highly competitive market. By championing both their clients’ brands and their own reputation, these solo players can attract better candidates, secure higher-value clients, and ensure relevance in 2024’s demanding recruiting environment. Establish your influence as more than just a hiring intermediary; become an indispensable partner in creating exceptional employer narratives.

Winning the Best Talent: 7 Hiring Strategies for Mid-Sized Companies

by Veronica Blatt

Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI and Pittsburgh, PA. 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. He shares hiring strategies for small and mid-sized companies below.

Large companies that have name recognition often start with an advantage when attracting talent. Candidates know who they are, and they often have a reputation for offering good benefits and opportunities. If you are going to win the best talent, you will need to take a strategic approach. Read the rest of this entry »

Building a Strong Organizational Culture to Retain Talent

by Kerry Crockett

Retaining top talent is a critical challenge for organizations. A strong organizational culture is a powerful tool to not only attract but also retain employees. When employees feel valued, supported, and aligned with the company’s mission and values, they are more likely to stay long-term. Here’s how organizations can build a robust culture that fosters retention. Read the rest of this entry »

False Comfort? How should Employers and Consultants Respond

by Veronica Blatt

drawing of factors that impact employee engagementOur guest blogger is Andrew Thoseby of 1st Executive Pty Ltd  in Melbourne, Australia. 1st Executive is a boutique executive search, executive recruitment, interim executive and advisory firm providing custom designed people solutions for clients across a broad spectrum of industries on a local, regional, national and international basis. The firm’s recruiting activities are focused on executive, professional, technical and managerial placement for its clients. 1st Executive includes a growing interim management service in its business mix and has successfully placed interim CEOs, CFOs, sales and operational executives. Andrew is currently a member of the NPAworldwide Board of Directors.

There is no doubt that recruitment and search job orders across the western world have hit a flat spot. Most people that we speak to in the NPAworldwide network are reporting shorter pipelines, lower volumes of activity and a much greater focus on completing all of the assignments they are offered, even the contingent ones, in order to maintain revenues. Read the rest of this entry »

Building a Diverse and Inclusive Talent Pipeline

by Kerry Crockett

Building a diverse and inclusive talent pipeline is essential for modern organizations aiming to thrive in today’s global market. A diverse workforce brings varied perspectives, innovative ideas, and a broader range of skills, all of which are crucial for fostering creativity and driving business success. Inclusivity ensures that all employees feel valued, respected, and empowered to contribute their best work, which in turn boosts morale, productivity, and retention. Read the rest of this entry »

Ask Better Questions to Conduct Better Interviews

by Veronica Blatt

I caught a discussion on LinkedIn about employers asking “what is your pet peeve” during interviews. This question does not help an employer evaluate a candidate’s skills, experience, or ability to do a job. In fact, it can derail an otherwise good interview by alienating candidates who feel like they’re being asked a trick question or causing the interviewer to interpret the candidate’s response as indicative of future “problems.” Conducting effective interviews can make the difference between securing top talent and missing out on high-quality candidates. By focusing on improving questioning techniques, recruitment firm owners and their clients can conduct better interviews and enhance the hiring process. Read the rest of this entry »

8 Reasons For Outsourcing Your Executive Search

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.

Where do you start when you need to conduct a search for an executive level position? Do you have the internal resources to handle a project of this scope and evaluate candidates at this level? Do you need the search to be confidential?

Many companies hesitate about the cost of a fee associated with using a recruiting firm. While conducting the search on your own may save the expense of the fee, you also increase the likelihood of not finding and hiring the best candidate, which could cost you more in the long run. Networking or posting the position will lead you to some candidates and a few might even fit the role, but a thorough process led by a professional will help ensure you are achieving the best result. Read the rest of this entry »

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