One of the benefits of NPAworldwide membership is the ability to promote an international capability to your clients, serve your clients outside of their home markets, maximize your firm’s business opportunity by spending your time where the jobs are, and avoiding down economic situations in your home market. NPAworldwide defines “cross-border” splits as deals where the partners are operating in different countries. Here is a story about members that completed a cross-border split. Read the rest of this entry »
International Splits are IN!by Liz Carey
How To Sell Your Staffing Agency (And Why Contract Staffing is a Must)by Veronica Blatt
Today’s guest blogger is Mark Arrow. Mark is the CEO/President of Headcount Management. Besides being an NPAworldwide vendor, speaker and staffing industry advocate, Headcount currently services multiple NPA clients. Headcount is a leader in back-office solutions designed specifically for staffing agencies. Today, learn how contract staffing can help you sell your staffing agency.
Headcount makes doing staffing deals (also known as: contract, temp, contingent) simple for NPAworldwide members. Essentially, once candidates are placed, Headcount will professionally onboard, insure and payroll employees. Headcount also invoices clients (with your agency’s branding), accounts for all monies, provides detailed KPI’s and profit reports…and of course, profits. The Back Office, their newest initiative, is the industry’s easiest way for agencies to produce weekly payroll, invoices, and profit reporting via agency insurance and funding.
Since 2008, Headcount has helped staffing firms across all 50 states mitigate liability, reduce costs, and maintain full hiring compliance. Here are some testimonials.
There’s never been a better time to own a staffing agency. Yes, the last year brought whiplash-inducing shifts in the job market. But despite rapid changes throughout the economy, there’s still a huge demand for qualified, vetted talent. We recently spoke to one of our agency clients, a sole practitioner, who said he was “having his best year ever” and estimates he’ll earn 800k+ this year! Read the rest of this entry »
Trends in Job Tenure for Recruiters to Considerby 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 Rolesby 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.
How to Boost Recruiter Productivity and Effectiveness with a Talent Intelligence Platformby 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 Wordsby 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 Internationallyby 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:
Q3 Hiring Intentions Improve Globallyby 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 »