Each quarter, Manpower Group undertakes a comprehensive survey that asks more than 59,000 employers around the world to answer a single question: How do they anticipate total employment at their location to change in the next three months compared to the current quarter? The survey has been running for more than 55 years and is one of the comprehensive and trusted studies of global payroll. For the second quarter 2019, employers in 40 of the 44 surveyed countries are expecting to add headcount. Some highlights below: Read the rest of this entry »
In 2018, Manpower Group published the results of what they defined as in-demand occupations over the last 10 years. The summary was recently republished in the Spring 2019 edition of HR Magazine as an infographic.
Here are the results shared:
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 the chairman of the NPAworldwide Board of Directors.
Stop staring at your email and LinkedIn searches! Too many recruiters spend too much time staring into the abyss of their computer screen hoping that another hour of sourcing will miraculously render new results. I’d suggest spreading out your recruiting time investment into different areas.
Whether you’re in a slump or just needing a new edge, the right recruiting strategy might be an old school strategy.
Back to Basics Number One: Ask for Referrals!
This will always be the best way to find candidates! These often prequalified candidates are gold. Challenge yourself to find creative ways to ask for referrals. Below are some approaches and thoughts to help you organize your referral campaigns.
- Conduct phone and email campaigns to past candidates asking for referrals or phone/email.
- Consider different strategies such as calling operations people to generate referrals. Purchasing folks know sales people and vice versa. Human resources people can be great sources of referrals for candidates across functions.
- Use LinkedIn InMails to generate referrals. About a hundred different ways to do this!
- You should always call your best potential referral sources, but email is a great way to cover a lot more ground.
- Individuals, both candidates and clients with whom you have had success in the past, will be the most motivated to give you candidate leads. Their most motivated time to help you will be after you have helped them.
- Turn a “no” into a referral. That is a good time to ask for a referral. They may be motivated to help you since they have said no.
- Develop “bird dogs.” These are candidates, clients and general contacts that like to talk and share what they know.
- Candidates who have recently left a company are good sources of referrals. They may no longer feel the same level of loyalty. LinkedIn notifications are a good trigger to make the call.
- Call the references of people you have placed and ask them for candidate ideas. You can start that call by referencing the placed candidate and thanking them for their help in that person’s career. Then ask for names of other high caliber people.
- People are sometimes hesitant to give names for a couple reasons. They might not want their name to be associated with the referral – always mention that you can, but don’t have to, use their name when making the call. They might also feel like they need to call the person rather than giving up the name. It is also good to explain, “I appreciate your willingness to call the person on my behalf, but I make these “shoulder tapping” calls all the time. A good reason for me to call is to establish that connection; that way, if this is not the right position then I can keep them in mind for that right position.” This level of communication will build that necessary trust for them to give up the name.
- On the trust note….referrals do come as a result of building trust. Those with whom you have developed that relationship will be your best referral sources.
- Stay on the phone! These referral calls will help you stay on the phone and when you’re on the phone your making money. When you’re not on the phone you are likely not!
Do you have another recruiting strategy for getting referrals? Please share! Happy Hunting!
The Polar Vortex currently has a large portion of the United States under frigid temperatures and snowfall that some areas haven’t experienced in a generation or more. With extended school closings, governments declaring states of emergency, suspended mail delivery, highway traffic pile-ups and more, to say it’s been a challenge to get to work is a *vast* understatement. Many employers have already adopted remote work policies. Others have not, whether recruitment firms or the employers you serve. While you may not want to move to a “mostly” or “always” remote workforce, it may very well make sense to consider a policy for unusual situations. Read the rest of this entry »
For the past few years, the recruiting landscape is more competitive than we have seen it in years, so if you’re an employer you are already restructuring to make recruiting one of the top priorities this year. This can be your year for change and growth, and a well networked recruitment agency can make this happen while saving you both time and money.
A recruitment agency is in the business of getting people employed, that is what they do. A well connected recruiter can offer your business a much wider range of connections in the industry you are looking to recruit in due to their network of recruitment partners as well as candidate databases among those recruiters. Many firms are specialized in their respective niche and location, and have a network of other firms that are specialists in other industries so working with one firm as your single point of contact allows you to skip your research to find recruiters that align with each individual need, they have it covered. These recruiters are experienced working in the industry, and have recruited candidates similar to who you are looking to hire, so they understand the skills needed to be leveraged to secure the top candidate.
They know how to maintain relationships. Getting to know your company, culture and structure is a critical piece in how a recruitment firm will represent you to a candidate. It is important that both client and candidate needs are understood to make a placement that truly fits the organization and will be beneficial to both the culture and growth. Continuing to use them for your hiring needs save you time as they can continue to build your departments out according to this knowledge to create the most stable teams.
Rest assured that if your growth leads to multi national or international expansion, a well networked recruiter with international reach will still be your single point of contact. For instance, members of our organization cover all six continents with a local presence to deliver global top talent for your hiring needs.
ManpowerGroup has released the results of its first quarter Global Employment Outlook. For the first quarter, global payroll is expected to expand in 43 of 44 countries participating in the most recent survey. Hiring plans are stronger on a quarter-over-quarter basis in 16 of the 44 surveyed countries and weaker in 23 of the countries. Five are unchanged. Other highlights include the following: Read the rest of this entry »
As a recruiting firm, have you considered working internationally but haven’t “pulled the trigger?” Maybe you’re a solo recruiter with limited resources and don’t think you can take on international recruitment. Or maybe your firm doesn’t want to have to navigate the legalities and regulations of another country. Yes, these can be challenges, but the fastest and easiest way to surmount them is to work with a trading partner who has experience in international recruitment and understands the local laws.
A valuable international recruitment partner will be able to find top talent, screen the candidates, and manage the interview and hiring process. This can save you time and money, and help you satisfy all of your clients’ needs.
Here is an International Recruitment success story that happened recently between two NPAworldwide members: Read the rest of this entry »
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
Recently, Glassdoor—one of the world’s largest job and recruiting sites—polled more than 1,000 U.S. job seekers, asking about their biggest frustrations with the interview process, and what specifically makes them more likely to drop out. Read the rest of this entry »
Today’s guest blogger is Taufik Arief with People Search Indonesia, based in Jakarta. People Search Indonesia serves clients in FMCG, pharmaceuticals, IT, telecommunication, general manufacturing, and fashion & retail. Taufik currently serves on the NPAworldwide Board of Directors representing Asia.
A moment of truth. I was at Los Angeles International Airport when my eyes caught a newly released book: Blue Ocean Shift written by W.Chan Kim and Renee Mauborgne. I bought and read it during my 20-hour flight to my home city, Jakarta. Read the rest of this entry »
Many employers attempt to first use internal resources instead of looking at external recruitment companies. In markets that the employers know well and have social media connections, perhaps it is possible to avoid independent recruiters or at a minimum reduce the dependence on outside agents. When the needs of companies expand beyond a local market and into countries where there is no physical presence, recruitment agencies may be the only way to achieve the results that are needed. As an international agency ourselves, we have prepared a few questions to consider when contracting an international agency.
1. How does your fee structure work?
There are many different approaches that recruiters use. If you have a real and immediate need opt for a firm that requires paying some sort of engagement fee or retainer so that you know that your opening will get some attention, or a devoted team and number of hours immediately put to the search. This will shorten the duration of the search and turn up candidates more quickly.
2. Does your firm have partners and connections where we are hiring?
It is often desirable to make a connection to a local recruiter with international connections rather than searching for a recruiter in the market where you have a one-off need. Develop a relationship with someone in your time-zone, who speaks your language, where you can meet them for coffee or have a meeting to hold them accountable for results. Have a relationship that is more than a single transaction. Opt for a relationship that gets leveraged around the world for your benefit, but keeps you grounded right where you are.
3. What is the most common source of the candidates you place?
Locating names is easy; selling people on making changes to their lives as significant as leaving one employer and moving to another is not easy work. It is even more difficult for the hiring company to be seen as an impartial coach or motivator of change. Sometimes the recruiter can do what even very talent hiring managers cannot. Also, look for recruiters with connections to a group of peers. You want the best candidate available not just the best candidate in their database. More like the best candidate in 20 or 30 recruitment companies’ databases. Or 500.
5. Can you tell me about international placement you have done or your affiliates/partners have done?
Examples of success are a good predictor of future success. Not every recruiter you connect with will have partners and connections and be able to share success stories. The ones who are capable will know others who are successful and have made international placements.
6. Does your firm belong to an international network or association of any type?
Ask what organizations they belong to. If they do not belong, then this show a lack of commitment or focus on what you are defining as necessary to support your search. They may have developed networks and connections independently…if so, they need to share some details on how they remain relevant in the market they hope to search for you.
There are many more you can add. In the end, it is about building a partnership and developing trust. The big things to take away are: look at the need creatively, you may find someone locally that has connections where you need to be, look for the ability to communicate examples of personal/partners success stories, and find someone who is doing recruiting not just list building.