Global Recruiting

Trends in Job Tenure for Recruiters to Consider

by Dave Nerz

The days of engraved gold watches for 25 years of service and job loyalty are long gone. Many of you may not even know of these old practices to celebrate career milestones and job tenure. The perception today is that everyone is quitting their job and the newer generations are job-hopping every year. The facts show neither is true. Read the rest of this entry »


Precise Recruitment Timing. Time-to-Fill or Time-to-Hire?

by Veronica Blatt

Today’s guest blogger is Armaan Akbany, CEO and Co-Founder of Shortlyst AI. Shortlyst AI is an all-in-one AI-based outbound multi-channel sourcing platform. Shortlyst AI provides 629+ million professional database, automation and contact finder features to cater to the needs of modern recruitment. In this article, Armaan and the Shortlyst Team break down the ways to improve time-to-fill and time-to-hire as some of the most crucial key metrics for recruiters.

Time-to-fill and time-to-hire are often mistaken to be synonymous to each other. While both are concerned with the measure of time, it differentiates on the starting point where duration is measured. Read the rest of this entry »


Top Interview Questions for Various Roles

by Veronica Blatt

If you are not familiar with some of the additional free resources and tools available from LinkedIn, I urge you to take a look. There is a wealth of information and data that is helpful to recruiters, clients, and job seekers alike. For example, there is a comprehensive section on interview guides with suggestions for the top interview questions to ask for a variety of roles. These interview questions cover hard skills, soft skills, and behavioral interviewing, along with why the question matters and what you should listen for in a response.

If you’re a recruiter who needs to help a client sharpen their interviewing techniques, this could be a great way to get started. If you’re a client looking to develop a standardized interviewing process, utilizing these guides can help you create a system that ensures all candidates get asked the same questions, and that the questions are actually relevant to the information you need to discover. And if you’re a job seeker, reviewing these questions can help you understand in advance the kinds of questions you might be asked, giving you time to develop strong answers.

Read the rest of this entry »


How to Boost Recruiter Productivity and Effectiveness with a Talent Intelligence Platform

by Veronica Blatt

Today’s guest blogger is Ellen M. Steinlauf. She is the CMO of Oorwin, a leading SaaS-based platform for AI-Driven Talent Acquisition & Management and Recruiter Productivity & Effectiveness. Oorwin’s platform is used to manage your entire Talent Intelligence lifecycle. In this post, Ellen discusses how to boost recruiter productivity and effectiveness with a Talent Intelligence Platform.  

AI technology is rapidly changing the recruitment process. Have you been able to keep up?

Modern recruitment relies heavily on a comprehensive talent acquisition solution to move smoothly from finding potential candidates to bringing them on board. Applicant tracking alone isn’t enough to pull ahead and secure the best talent for your company. Read the rest of this entry »


The Great Resignation, or the Great Retirement?

by Veronica Blatt

Much has been made of the so-called Great Resignation, measured by the number of workers quitting each month. Most of these workers accept new roles, whether full-time or part-time. But one thing that isn’t getting discussed as much is the huge numbers of early retirements and how that is impacting both the labor force and the larger economy. Let’s review how a Great Retirement may be impacting the current job market. Read the rest of this entry »


Review Job Postings for Bias and Exclusionary Words

by Veronica Blatt

Recruiters need to be the instruments of change as it relates to employer position/job postings.  If your employers have not yet done so, you need to suggest that hiring documents be examined to remove exclusionary words and language.

The trouble with documents like these is, sometimes, when employers try to make the document more “folksy or salesy” boundaries are crossed. Their efforts are intended to make the job and the company feel fun and approachable, but the language used can be exclusionary. The chart below will show you some real-life examples of words pulled out of job postings and advertisements in the recent past. Read the rest of this entry »


Expand Your Recruiting Reach Internationally

by Liz Carey

Many small or solo recruiting firms tend to work the specific geographic area they are located in, and don’t think they have the resources or manpower to do international recruitment. But if you are part of an international recruitment network like NPAworldwide, you have partners all over the world that can help you find top talent, screen the candidates, and manage the interview and hiring process for your clients’ international locations.

Here is a Cross-Border Recruitment success story that happened between two NPAworldwide members:

Read the rest of this entry »


Q3 Hiring Intentions Improve Globally

by Veronica Blatt

Manpower Group’s third quarter Employment Outlook Survey shows hiring intentions improving globally by 18% over last year, and up 4% from the previous quarter. This is despite the highest talent shortage in 16 years. In fact, a full three-quarters of employers are reporting difficulty filling key roles – this is up 6% compared to last year. Large companies are feeling this pinch more acutely than smaller employers. Shifting demographics, including falling birth rates, early retirements (especially among the large Baby Boomer segment) are exacerbating the tight labor conditions. Read the rest of this entry »


Why you need Low-Code and No-Code for Recruitment Websites

by Veronica Blatt

Today’s guest blogger is Nicole Clarke. She is the co-founder of SHAZAMME, which builds and seamlessly integrates cutting edge recruitment, staffing & career websites. SHAZAMME’S marketing technology makes it easy for users to edit, manage, customize and grow their brand online.

There is a revolution in recruitment and staffing website design that is making it so simple and fast to build beautiful, integrated, SEO-optimized, highly functional and secure recruitment websites with no need for coding knowledge. It is driving innovation across the www every day for recruitment agencies who depend on their websites to drive candidate and client attraction. Read on and explore how the low-code and no-code movement is shaping modern recruitment website building for amplified success online. Read the rest of this entry »


The Top 5 Things to Do to Prevent Backdoor Hires

by Veronica Blatt

Today’s guest blogger is Wilson Cole. He is the CEO of BackdoorHires.com and Adams, Evens & Ross, the nation’s largest credit and collections agency designed exclusively for the staffing and recruiting industry. In 2008 he was inducted into INC Magazine’s, “INC 500” for being the CEO of Adams, Evens & Ross, the 307th fastest-growing privately held company in America. Adams, Evens, & Ross has helped more than 3,000 staffing and recruiting firms recover more than $1 billion in past-due debt and is an NPAworldwide Endorsed Program. Read his post below to learn how to prevent backdoor hires.

At some point, every staffing and recruiting firm will have to deal with the trouble of tracking backdoor hires. For those who have not encountered the term yet, backdoor hires are the candidates that a client employs without the knowledge of their staffing or recruiting company. A client does so when they believe that they do not owe a fee for certain reasons, or they just want to avoid payment. It is not ideal, but it is a reality that recruiters have to face. Read the rest of this entry »