Global Recruiting

[ Collection Specialist ] Why Recruitment Agencies Need It

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.

More times than not, a client will pay the staffing agency after they place an employee without any issues. Staffing agencies do, or really should do, most of the hard work in the beginning by drawing up a contract on how much the client will pay before entering into a business relationship. After a placement has been made, the client will pay the agreed amount and both companies will move on in their relationship. A collection specialist will oversee these transactions just as an added precaution to make sure there are no issues. As I said, more times than not a collection specialist will really just oversee and manage payments. The reason it is necessary to have a specifically trained collection specialist in your agency is for the few times that a client does not follow the agreed process, and this can present in a number of ways. You need to be prepared for every possibility.

A side note: an important reason you want to have a collection specialist on your staff is because this person will be handling some more sensitive problems for your company. This needs to be someone that you can trust to protect your company which is why you should be careful in choosing your collection specialist. If at all possible, do not contract out to collection specialists. There are very trustworthy collection firms out there, but if you keep one on your staff it allows you to choose and train them to fit your company specifically.

One of the first ways that a collection specialist can be a necessary asset to your recruitment agency is when a client rejects one of your candidates then hires them outside of your recommendation. This is what is referred to as a backdoor hire. The reason you stay in business is because clients come to you to provide them with the best staff for their company. If they reject your appointment and then hire the person on their own, they can avoid paying you the finder fee that you are guaranteed through your contract. You need someone who has dedicated time and skills to working with other companies on collecting what they owe you. A collection specialist has the training and ability to handle these situations along with your legal team. Another way that a collection specialist can help your company is in a situation where another company has an issue with an employee you place with them, and generally these issues are beyond your control or scope of knowledge, and they refuse to pay for your services. There are many reasons that an employee might not fit after they are placed. There can be a variety of behavioral issues that cause them to not gel with the team or the environment of the company. Unless it is stated in the initial contract that they do not have to pay if the placement does not end up as a good match, the company still has to pay you for your work, and you will start over again with a new candidate. This is not a fight that you want to go into on your own, so a collection specialist can be a huge help as you turn it over to them and let them handle the situation for you. A good collection specialist will work with the client and try to resolve the problem amicably, but they do have the experience and skills to collect in a non-amicable situation. Particularly in these situations which can be delicate due to the behavior of an employee that put you there, you need a collection specialist who can navigate and settle it with hopefully minimal trouble for them and your company.

One more way that recruitment agencies need a collection specialist is when a client sues your company in order to prevent paying what you are due. There are a thousand reasons that they can come up with to sue you and most of the time they are hoping you will settle and just avoid the situation entirely. DO NOT FALL FOR THIS TRICK! A collection specialist can work with your legal team or whoever is representing you to make sure that the lawsuit does not stick and that you get what is due.

A collection specialist can be a great asset to your recruiting agency. You need staff to carry you through the entire transaction with each of your clients and a collection specialist is going to be your closer. Take our advice and recruit one for your company so you can be the very best staffing agency out there.


Women in the Workforce

by Veronica Blatt

While there have been some employment gains, and hiring outlooks are cautiously optimistic for the fourth quarter, one U.S. demographic segment is definitely not rebounding as quickly. Women in the workforce are facing unique challenges primarily due to changes in childcare and schooling. Last month, 865,000 women LEFT the workforce. That is FOUR TIMES as many men who dropped out during the same time. Even worse, many of these departures come in jobs and industries that are part of “critical infrastructure” work and are over-represented  by women. In 2019, women made up more than half of the laborforce. There aren’t enough men to fill the gap. Read the rest of this entry »


Be Curious, Not Judgmental

by Veronica Blatt

Today’s guest blogger is Paulette Steele with Real Resumes located in Queensland, Australia. Real Resumes is educating people from beginning to end on getting a job.  Short videos cover all aspects including: where to look for a job, writing effective resumes, researching and preparing for the interview, and most importantly, mastering the interview itself. Paulette has 15 years of recruitment experience and a vast career in various industries. She writes below about the need for recruiters to evaluate thoroughly, but resist the tendency to judge a candidate on the wrong criteria.

Why is it that as humans we tend to judge people too quickly by their looks or words? As actor Michael J. Fox said, “The least amount of judging we can do, the better off we are.” Read the rest of this entry »


TEAM Collaboration or Lone Wolf? What to do in a pandemic.

by Veronica Blatt

Today’s guest blogger is Paul Thompson, sales and marketing director at Ikiru People. Ikiru People is the leading global provider of technology to recruiting teams worldwide and the supplier behind well-known brands such as – Voyager Infinity CRM, FileFinder Executive Search Software, ISV.Online – the skills assessment and training software and GatedTalent – the platform connecting senior-level executives with executive recruiters around the world.

2020. What a year, eh!

We’re only a few short months away from entering a new year but the pandemic remains an insidious part of our lives. This global calamity truly had a lot of us scrambling to understand what it meant for us and the way we work.

One big transformation it brought across the board was that we were all confined to working from home at some point this year. It’s made me reflect on whether the lone wolf recruiter has been flourishing, or floundering, and if the collaborative recruiter has been getting on better by comparison. Read the rest of this entry »


FAQs about Payroll for Contract Recruiters

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 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.

Contract recruiting is having a moment. With around a third of US employment having already shifted to contingent roles, the need for contract recruiters has never been higher. The current global climate has accelerated the rate of change, with employers seeking even more flexibility.

If you’ve been thinking about adding contract recruiting to your business or even starting your own contract recruiting firm, now is a good time. Before you get started, though, you’ll want to do your research. Read the rest of this entry »


Hiring Plans Improve Globally for Q4

by Veronica Blatt

global payroll outlookManpower Group has released the findings of its quarterly Employment Outlook Survey. Employers in 43 countries took part in this survey. In half of those countries, payroll gains are anticipated for the upcoming quarter. Compared to the previous quarter, hiring plans improve in 37 of the 43 countries. However, these plans are weaker in nearly every country (41 of 43) on a year-over-year basis. On a regional basis, some of the highlights include: Read the rest of this entry »


Why Investing in Recruiting CRM Software is ROI Gold

by Veronica Blatt

Our guest blogger today is NPAworldwide partner iSmartRecruit, offering their thoughts on the importance of good ATS/CRM tools during these unusual times.

The time of tedious and expensive hiring processes that require an intensive IT and marketing department involvement is gone. With the advanced technology of recruiting CRM software, you don’t have to spend countless hours emailing candidates or invest a small fortune into a marketing strategy that doesn’t provide results. Read the rest of this entry »


The Big Shift

by Veronica Blatt

Our guest blogger today is Kevin Green who led the UK’s leading recruitment organisation, the REC, for 10 years. He is also the best selling author of Competitive People Strategy. Kevin has presented at two NPAworldwide events; one in Portugal in 2019 and again at the 2020 Global Conference in New Orleans.

COVID-19 has created a massive humanitarian challenge, millions of people are ill and many thousands have died. Our economies have been impacted with unemployment soaring, supply chains not functioning and businesses seeking liquidity just to survive and get to the other side of the crisis. This abrupt dislocation has asked a lot of leadership teams. However, as well as challenges come opportunities.

HR leaders have a once in a generational chance to build on their experience and change both their organisational culture and how work gets done. The changes may have been created out of necessity, but they have great potential beyond this crisis.

The changes I’ve been most excited by are happening in most organisations, but the potential impact on our people and business performance are now only just starting to be realised. The shift is from seeing work as a place we go to the things we achieve.

As most of us adapted to a remote way of working, leaders and managers are also having to adapt to this new environment. No longer can they observe their team, they now don’t know what they are doing for most of the day.

I’ve heard story after story of managers asking for data on how long their employees are online each day and even what they are looking at!! Some organisations have even installed surveillance software and always-on webcams why because they don’t trust their people!!

This traditional way of thinking about work, “I need to watch what they do because if I am not around they won’t do anything,” is struggling big time with our new reality. Many of our managers are finding the shift tough to handle.

I don’t want to overstate this, but the shift in what our leaders are beginning to learn and experience can have a huge impact on engagement, productivity and performance. This could be the future of work but delivered today.

Leaders are realising, many of them for the first time, that they have to trust their people and that effort is always given not extracted. This shift has brought about a refreshing new focus on contribution—not the input of hours someone is at work—but by how much gets done or delivered across a month, a quarter or a year.

The shift towards contribution means that managers and leaders must focus more time working with their people on defining outputs and outcomes because we know we can’t manage by observing the inputs any more.

This shift has showcased the managers and leaders who can motivate, inspire and engage their teams because they trust them to deliver defined outputs which are focused on achieving a desired outcome. At long last leaders are starting to behave more like coaches than just task managers. Those that get and will consistently deliver in this new way of working will:

  • define the big picture and articulate why what you’re doing is important
  • describe a desired outcome which is stretching but achievable
  • define outputs as things that if done well, will deliver the desired outcome
  • give constructive feedback which reinforces what’s worked or gone well more often than what can be improved
  • demonstrate they care for the whole person, they ask how they are doing and more importantly listen to the answer.

If managers learn that, the 5 behaviours (described above) practised every day will deliver results they never thought possible, then we are on the edge of a seismic shift. I hope that business and HR leaders grasp this once in a generational moment to trust their people and encourage and develop their mangers to inspire great performance.

I am optimistic that this shared experience and the biggest work experiment ever will deliver a positive shift in how people are treated at work.

Fingers crossed.


Recruitment Database Considerations

by Veronica Blatt

image of database tablesWe are in the midst of switching over to a new association management system (AMS) to manage our business. It’s been 10+ years since we were last down this path. Things have changed. Not only have our business, and our business needs, changed: the AMS world has changed significantly as well. I know the same is true in the ATS world. If you are considering an upgrade to your existing recruitment database, here are some basic “data” things to think about. These are all items that have changed for us and need to be done differently moving forward. Read the rest of this entry »


Don’t Miss These Recruitment News Headlines

by Veronica Blatt

As the global pandemic continues to cause rapid changes in work environments around the world, it’s important for recruiters and employers to stay informed of the latest updates. Here are some recent recruitment news headlines worth reading:

People Analytics Are More Important than Ever During Pandemic — Data-driven decision-making is critical for both recruitment and retention. Companies need to understand how a candidate’s past performance – and how they respond to stressful environments – impacts their success and overall fit within an organization. Performance metrics may need to include soft skills that are sometimes difficult to measure. The right analytics can help you reduce implicit bias in your hiring process – key to building a diverse workforce AND attracting candidates who want to work for organizations that are committed to diversity and inclusion.

5 Ways to Decrease Hiring Costs When the Economy Reopens — Many companies will be faced with smaller budgets when they are finally given the green light to resume hiring activity. Some key ways to decrease hiring costs while maintaining high-quality applicants include promoting from within and establishing employee referral programs. Promoting from within allows you to reduce costs associated with posting jobs, vetting candidates, and running background checks. You already know the employee, and they already know your organization, so the risk of turnover is also lower. Good referral programs can reduce the time you spend on screening interviews and vetting. Look for other hiring-related tasks that can be automated or otherwise streamlined to keep costs in check.

5 Lessons Managers Can Learn from Casinos About Reopening Their Business — As businesses begin to re-open, there is some wisdom to be gained from policies and protocols used by casinos. A good first step is to ensure that clear safety procedures are in place and highly visible. For customers who want to return to your business, they need to feel confident that you are committed to their health and safety. This can include signage, sanitation stations, and extra communication. It is OK to limit activities within your business where social distancing and other guidelines are difficult to meet. For example, many casinos in Las Vegas do not have their poker rooms available yet.

Do you have a recruitment news source that you’re finding especially helpful or valuable right now? Please share it in the comments below!