Global Recruiting

Recruitment News Around the World

July 24th, 2018 by The Imagination Factory

I have been catching up on some recruitment news and thought I’d share some interesting headlines from around the world.

Australia: Recruitment consultants struggling to hire recruitment consultants

Recruitment consultants are emerging as one of the hardest-to-fill roles in Australia. Rapid changes in the industry combined with high turnover mean there is a growing talent shortage for recruiters. A proposal to remove recruitment consultants from the Short-Term Skilled Occupations List would make it more difficult to hire foreign recruitment consultants. Indeed has identified recruitment consultants as the 17th-hardest job to fill in Australia, and nearly half of the 20 hardest-to-fill roles remain vacant after 60 days. Read the rest of this entry »

Is Your Recruitment Niche or Specialty Safe?

July 10th, 2018 by The Imagination Factory

Last week I was at a conference of independent recruiters from around the world. It was a small meeting hosted by NPAworldwide in Larnaca, Cyprus but the attendees were from multiple countries including the US, Canada, Norway, the Netherlands, Germany, Belgium, France, Italy, Russia, the UK, Israel, Austria and the Philippines. The speaker was well-known industry influencer and forward thinker Ian Knowlson. He can be found at Selling Success or the specific site NPAworldwide Cyprus. Read the rest of this entry »

H-1B Visa Alternatives

July 5th, 2018 by The Imagination Factory

Today’s guest blogger is Eric Snethkamp, global channels & strategic alliances manager for SafeGuard World International. For nearly a decade, organizations around the world have relied on SafeGuard World for their global HR needs, specifically around payroll and employee compliance. SafeGuard World is an Alliance Partner of NPAworldwide.

Last year, 199,000 H-1B Visa applications were submitted by US businesses seeking to bring international talent to the US. Only 85,000 visas available, and 20,000 Visas are reserved for those with Master’s Degrees.

So, what are you to do as an employer if the talent you need falls into the category of the 100,000+ unsuccessful H-1B Visa applicants? Read the rest of this entry »

Trends in Recruitment Technology

June 26th, 2018 by The Imagination Factory

Today’s guest blog is courtesy of Monster. Chris Cho, CPO at Monster, recently shared his insights with HRTalk on major trends shaping the recruitment technology landscape, employer branding and AI-powered recruitment. HRTalk is an interview series conducted by HR Technologist, the world’s leading source of HR technology news, research, and expert views. Monster is an NPAworldwide Alliance Partner.

The war for talent is raging and you might just win if you have recruitment technology by your side.

What trends have you seen in recruitment technology and how specifically is Monster reacting to them?

This is one of the tightest labor markets we’ve seen in recent years – maybe even decades. The economy is strong and employment numbers indicate consistent, solid job growth. At the same time, we’ve got mismatches between talent and openings: We see high-skill fields like healthcare and technology struggling to fill openings. And other fields where there is a surplus of talent. Read the rest of this entry »

Manpower Report: Global Hiring to Grow in Q3

June 21st, 2018 by The Imagination Factory

global hiring outlookManpower has released its quarterly survey data on the global hiring outlook for the upcoming quarter. In spite of the current geopolitical climate, employer confidence remains strong. Most survey respondents expect to add to their payrolls in the third quarter.

Some of the global hiring activities are highlighted below. Read the rest of this entry »

Do You Select Recruitment Clients, or Do Clients Select You?

June 12th, 2018 by The Imagination Factory

Global recruitment takes me to many conferences around the world. A topic that I am hearing more about is the selection process for recruitment clients and firm client mix. While many recruiters chase profits from any client willing to do business with their firm, other global recruitment companies are targeting the “right type” of client over just any client willing to accept their bid. Read the rest of this entry »

3 Tools of Influence for Recruiters

May 31st, 2018 by The Imagination Factory

Our guest blogger today is Michael Neece, CEO of Michael spent 11 years building and leading top-revenue producing recruiting teams as both a team lead and top biller. He then was an internal corporate recruiter, director and VP at several Fortune 50 corporations and hyper-growth VC funded start-ups. 

As CEO of he used data analytics and research to find the secret best practices of interviewing and hiring. His products help recruiters make more placements ($5K to $10K per month) and save time (5-10 hours per month), by automating candidate prep so your candidates get hired faster.  A self-described process optimization geek, Michael also designed a hiring process called “Selecting Excellence” used by high-growth firms to build teams 47% faster. Michael holds degrees in Physics and Engineering, and is an instrument-rated private pilot.

Interview Mastery is an Industry Partner of NPAworldwide.

Closing with Integrity in 2018

Your candidate is getting an offer from your best employer. You’ve done a great job conducting this recruiting effort, but you could still lose if your candidate does not accept the offer. Read the rest of this entry »

Salary History Becoming Off Limits for Recruiters

May 29th, 2018 by The Imagination Factory

salary history banOur guest blogger is Anthony Carabba, Jr., who has been an employment lawyer for nearly 25 years and is the founder of Carabba Law P.C., a New York City employment law boutique. Anthony assists organizations and individuals in navigating all aspects of the complex, ever-changing employment law landscape. He may be reached at 212.430.6400 or

In a swell of recent legislative activity with particular importance to recruiters, numerous states and cities have banned employers — as well as their agents and employment agencies — from asking job applicants about their current or prior salary history during the hiring process. New York City recently enacted such a ban, joining Massachusetts, California, Delaware, Oregon, San Francisco and Philadelphia. It’s a hot-button issue, with numerous other states and municipalities considering enacting similar bans, while many businesses remain opposed. In one noteworthy development, the Philadelphia Chamber of Commerce sued the City of Philadelphia to stop the enforcement its ban. The ban is now stayed pending court determination. Read the rest of this entry »

Teen Employment on the Decline

May 22nd, 2018 by The Imagination Factory

I was 13 when I got my first “real” job with an actual paycheck (I’d already been babysitting for a while before that). I started working during a summer break, and continued to work a few hours during the school year as well. Most of my friends had jobs of some sort during the summers. By the time we were getting ready for college, I’m not sure I could name ONE person in my extended circle that wasn’t working. Read the rest of this entry »

Changes to the Employment Landscape Impacting Workers

May 17th, 2018 by The Imagination Factory

Today’s guest blogger is Laura Schmieder of Premier Placement Inc., specializing in manufacturing especially engineering, operations, supply chain, sales and marketing roles globally. She currently serves on the NPAworldwide board of directors.

Yesterday I read an article, well to be honest, I quickly scanned an article in my local newspaper that discussed how “young people” are stressed about long term care. THEN it was featured on one of my browser newsfeeds later in the day. The gist of the article was different from the title – SURPRISE! Basically it was not that they were afraid about what it would cost them, but what it means for them directly because at this time, right now, so many were responsible for someone who needed it. Some paid for it but more often, they were providing care to a family member or friend who was nearing the end of their life….and worried about who would be there when they were in their time of need. Read the rest of this entry »