Manpower Group has released the results of its newest quarterly hiring outlook survey. For the second quarter, modest growth is expected on a global basis, as reported by survey respondents throughout the Americas, Asia Pacific and EMEA. Year-over-year results are more robust in many locations than quarter-over-quarter comparisons. A few of the most salient points are highlighted below. The full report is available here. Read the rest of this entry »
Global Recruiting
Q2 Hiring Outlook Indicates Modest Growth
by Veronica BlattThink Bigger – Recruit Internationally
by Liz Carey
Don’t let a state or country border stop you from taking a job order — it’s only a line on a map. If you’ve been telling clients and candidates you only work in one state, or even just one city, think bigger. You might be able to make more money by taking on job orders for your clients’ locations/offices in different countries, and using a recruitment network to help cast a wider net to recruit internationally. Read the rest of this entry »
How to Recruit Diversity
by Veronica Blatt
Today’s guest blogger is JXT, the number one provider of cloud-based digital marketing solutions for recruiters and corporate recruiters.
Many businesses emphasise on the right cultural fit. While we are so focused on finding the person with the right skills and ‘cultural fit’, we may neglect the organisation’s approach to diversity and its importance to our business. Read the rest of this entry »
Fast Tips on Feedback in Split Partnerships
by Sarah Freiburger
We all know how important feedback is when working with your split placement partners. The member engagement manager at NPAworldwide recruitment network has been hearing for years now from exporters (partners who supply candidates) that importers (partners who supply jobs) are bad at feedback to the partner in terms of how the candidate submitted stacks up to the other candidates, what they may be missing in terms of qualifications, and really, any comments back at all that could help deliver stronger candidates. Well in 2017, those same exporters are getting extremely busy and are also slacking on the feedback front, leaving the recruitment firm with the job frustrated as to knowing the status of the search, and hoping that candidates are being sourced so they can focus on business development. Here are a couple of fast tips from the firms supplying positions on the split placement end. Read the rest of this entry »
Europe Leads the Way on Employee Retention
by Dave Nerz
A recent article by Kathy Gurschiek in HR Magazine highlights the counties best equipped to support an employer interested in attracting, developing and retaining workers… employee retention. The source of the ranking is a study done by the IMD World Competitiveness Center. The study is titled IMD World Talent Report and the center is a part of the International Institute for Management in Switzerland. Read the rest of this entry »
Are You Ready to Respond to the End of Employees?
by Veronica Blatt
Today’s guest blogger is Amy West, senior business development consultant with TFI Resources, a Division of People 2.O, a North American Alliance Partner of NPAworldwide. TFI Resources provides employer of record services for contract placements.
If projections from The Wall Street Journal ring true, recruiters will continue to face an increased demand for contract placements. The WSJ article published February 2, 2017 explains: “Never before have American companies tried so hard to employ so few people. The outsourcing wave that moved apparel-making jobs to China and call-center operations to India is now just as likely to happen inside companies across the U.S. and in almost every industry.” Read the rest of this entry »
Global Placement Activity Strong for NPAworldwide
by Veronica Blatt
From time to time, prospective members ask what industries or occupations are hot in our network. Below is a summary of 2016 global placement activity for NPAworldwide members: Read the rest of this entry »
5 Recruitment Trends for 2017
by Dave Nerz
I like to begin each year with a look at what might shape the months ahead. Of particular interest is a short list of the most significant recruitment trends to watch, with a focus on how these trends will impact independent recruiters. These trends are actually a continuation of things that began gaining traction in prior months. If you are recruiting, you will be impacted by these 5 things in the year ahead. Read the rest of this entry »
Global Recruiting Site Trends Survey
by Veronica BlattEvery year, Jeff Dickey-Chasins, also known as The Job Board Doctor, conducts a global recruiting survey regarding job board trends. The 2016-17 edition has been released, and I thought I would recap some of the findings here. The full report is available online (free registration is required), and it’s worth your time to read it. Survey respondents came from all regions of the world, with participation up more than 20% from the previous year. The survey included a range of questions covering topics such as demographics, site performance, organizational business model, business plans, and perceived threats and opportunities. Read the rest of this entry »
Split Placement Story: Anatomy of an International Split
by Sarah Freiburger
Firms who are not currently making split placements, or those not making them internationally will occasionally wonder what is involved in making an international split placement to determine how to incorporate them into their business model, and if it is worth the effort. Here is a real-life example of how one such deal came together. The recruiters were based in Jakarta, Indonesia and Brisbane, Australia. The story is shared below:
The Jakarta based recruiter received the job opening from their client. Their firm had filled a role for them within their region, which resulted in receiving this new job opening in Brisbane. As members of an international split network, NPAworldwide, they posted the job, and a recruiter in Brisbane picked it up.
Initially, this placement was not an easy one as there were too many people involved. The recruiter in Jakarta was the point of contact with the client in Indonesia, but they also had involvement from HR in China, HR in Singapore, the headquarters in Sweden, plus a hiring manager and finally the recruiter in Australia working with local Brisbane candidates. They had about 2-3 attempts at the job and lost some good candidates because the process was too slow due to all the different people involved from different locations. Once the recruiter in Brisbane was able to take direct control of the interviews with the local hiring manager, everything ran smoothly.
Overall, it took about 3 months from the start to the offer/acceptance. The client needed some assistance and advice in packaging the offer to make it acceptable to Australian candidates that the local recruiter was able to aide with, and some additional hires were even made from the final shortlist of 3 candidates. The client was very impressed with the caliber of candidates that they put forth. Both candidates are still working for the client, and both have been promoted.
In terms of the candidates, one candidate was originally from the UK but had just recently moved to Brisbane where the job was. The other candidate was an Iranian living in Sydney; he did move to Brisbane. No visa issues occurred, but they did provide real estate information for housing.
The firm in Jakarta has been able to keep expanding their services geographically with this same client with help from their network trading partners. They have made placements for this client in Indonesia, Singapore, and Australia and are now working on a role in India. Collaboration with partners helps them perform well for their clients, leading to more roles, leading to more collaboration – it is a very positive circle!
The recruiting process is basically the same whether you are working locally, regionally, nationally, or internationally. Sure, there may be some additional elements, like time zones and visas, that can lengthen the process. With the right partners, recruiters should feel confident saying YES to the clients and to an international split placement!