Global Recruiting

Our guest blogger is Pam Robison of J. Gifford Inc. in Tulsa, Oklahoma. J. Gifford Inc. is a small, quality conscious firm providing highly individualized recruiting services to clients on a local, regional, national and international basis. The firm’s recruiting activities are focused on professional, technical and managerial placement, as well as contractor and international staffing for clients. Pam is the Director of the US Midwest Region for the NPAworldwide Board of Directors.

We’ve all been there. We may be at an industry event or simply enjoying dinner with other professional recruiters, and someone will say, “I could write a book with all the stuff I’ve seen over the years.” I couldn’t agree more. I’ll spare the novel and focus on just one of those topics for now. Read the rest of this entry »

Today’s guest blogger is People 2.0, a full-service Business Process Outsourcing (BPO) company offering a best-in-class Employer of Record platform for deployment of a global contingent workforce. People 2.0 is an NPAworldwide Alliance Partner. Below are some thoughts on how to reduce the likelihood of candidate dropout prior to their start date.

It’s no secret that losing an employee between offer acceptance and day one of work is excruciating for both you and your client. You have to replace the candidate quickly, your client was already sold on the candidate and you’ve spent considerable resources recruiting, interviewing and onboarding the candidate. Read the rest of this entry »

ManpowerGroup has released its Global Employment Outlook for the second quarter of 2018. This survey asked more than 59,000 employers across 44 countries and locations to answer a single question: “How do you anticipate total employment at your location in the three months to the end of June 2018 as compared to the current quarter?” While overall confidence is strongest in Taiwan, Hungary, Japan, and the USA, there are some notable changes in other countries as well. The German hiring outlook is at its strongest level in six years, led by a manufacturing sector that is at its most robust point in a decade. In fact, hiring is expected to increase in 25 out of 26 countries surveyed in EMEA. Other key points include: Read the rest of this entry »

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 »