Global Recruiting

OK, time is up. You have to figure this out…NOW.

Recruiters, time to stop bashing Millennials by calling them out and making a big deal out of the generational differences. Time to start managing your communication and reaction as you have for different audiences for years. Yes Boomer recruiters, I am talking to you and anyone else that is paralyzed by a generational difference. Read the rest of this entry »

Today’s guest blogger is Julie Parsons, owner of Premium Consulting. The firm provides recruitment solutions across industries such as transport, distribution, supply chain, engineering, manufacturing, food industry and operations/technical roles. Although Brisbane based, most recruitment involves regional and national roles, with some international work in Indonesia, Asia and Europe. Julie formerly served on the NPAworldwide Board of Directors.

Testimonials are an important part of the success of your business. Credibility, professionalism and expertise are essential to succeeding in a tough competitive business environment, testimonials from loyal customers and candidates should be a critical part of branding and marketing your business. Read the rest of this entry »

Today’s guest blogger is Martin Bramall, managing director of idibu, a talent marketing platform that reduces the time to hire and facilitates better relationships between candidates and recruiters.

For lots of recruiters it’s getting tougher and tougher. Rising skill shortages coupled with the possible impact of reduced international talent means it is likely to get worse before it gets better. I believe one way to address these serious challenges is talent pooling. Read the rest of this entry »

The smart folks at Qualigence have published a new white paper identifying five major recruiting trends that cannot be ignored this year:

Diversity and Inclusion – Qualigence states that 78% of talent leaders rate diversity and inclusion as a top trend. Watch for improved and increased diversity initiatives that focus on gender, race/ethnicity, age/generation, education, disability, and religion. Savvy companies are recognizing that diversity extends beyond gender and race/ethnicity. Cultural diversity takes a broader and more holistic approach that can also include skills, professional experience, language, and more. Diversity can improve retention and also open a wider talent pool – two things that are important to virtually ALL employers in this talent-scarce market. Read the rest of this entry »

If you are an executive recruiter, you have likely been burned. They call it a no-show, a no-start, a fall-off, a counteroffer or perhaps you call it something a little bit more like #%&$!

You have been there. The time has been invested. The candidate has been sourced. The candidate has been vetted. The candidate has interviewed. The employer has offered. The candidate has accepted. The date has been set. And then, the candidate does not show up for the first day of work, they are missing in action, or perhaps they have the guts to call and tell you they are backing away from the deal that you spent months creating. It happens to almost everyone. It is just another reason for recruiter paranoia and pessimism. Read the rest of this entry »

Bullhorn has released its 2018 North American Staffing & Recruiting Trends Report. According to the responses from more than 900 staffing professionals, the majority of staffing firms (75%) expect revenues to increase over last year’s levels. An interesting side note is that many of these firms expect their total volume of business to increase while bill rates and margins stay flat or decrease. Nearly half of survey respondents rank the downward pressure on pricing and margins is a top three concern. Read the rest of this entry »

Today’s guest blogger is Rick Maré with JXT. Rick is the founder and CEO of JXT, the number one provider of cloud-based digital marketing solutions for recruiters and corporate recruiters. Rick has coached thousands of recruiters, empowering them to take their businesses and careers to the next level. Connect with Rick on LinkedIn.

Your recruitment website is much more than just your digital presence. It’s an integral part of your business. Your digital marketing platform can streamline your entire hiring process and candidate experience. With optimised SEO combined with a strong marketing strategy, your website can showcase your employment brand and latest vacancies to more candidates than ever before. To help you ensure your recruitment website is providing a strong return on investment, here’s ten things your website must do to drive your business. Read the rest of this entry »

Today’s guest blogger is Nicholas Hutchison, our membership marketing associate. Thanks for the timely topic, Nick!

In my consumer behavior class, we have been covering the ever-shrinking attention span and how it affects conversion ratios. If you had to guess how long you had someone’s attention for, what would your number be in seconds? I’ve heard guesses of 30 seconds and I’ve heard guesses of 3 seconds. It truly depends on the reader, but studies show that the average attention span for humans is now 8 seconds. My question to you is, what are you doing as a recruiter or hiring manager to maximize those 8 seconds. If you haven’t thought about it then ask yourself these questions: Read the rest of this entry »

Today’s guest blogger is Rick Fetzer, IT Consultant for People 2.0, a full-service Business Process Outsourcing (BPO) company offering a best-in-class universal worker and Employer of Record platform for global contingent workforce deployment. People 2.0 is an NPAworldwide Alliance Partner.

“Go with your gut” and “Follow your instincts” surely have value, especially in the “people business” of staffing. Yet when your company’s future is on the line, you need to complement your instincts with strategy. You require structure, processes, and comprehensive business data to make truly informed, data-driven decisions. Read the rest of this entry »