Global Recruiting

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.

General Data Protection Regulation (GDPR), the new standard affecting the ways organisations protect the personal data that they hold on individuals, will be implemented on 25 May 2018.

This law will affect nearly every business in and out of the European Union (EU). Even if you are an organisation based outside of the EU, the GDPR’s effect is far-reaching and will have an impact on your business. Read the rest of this entry »

Our guest blogger is Gregg Whitt with Professional Personnel Associates in Clemson, South Carolina. Gregg is a longtime member of NPAworldwide, currently serving on the board of directors. Professional Personnel Associates provides recruitment services in the technical, engineering, manufacturing, professional, and management fields across the United States. Read his thoughts on engaging passive candidates below.

I have been in the recruiting industry now for over 35 years, and have seen many changes. Job boards have been popular for candidate sourcing for a number of years, but recruiting passive candidates has never gone out of style. Now, just as then, passive candidates in many cases are already contemplating their next career move. Read the rest of this entry »

Today’s guest blogger is Eric Snethkamp, global channels & strategic alliances manager for SafeGuard World International. For nearly a decade, organizations around the world have relied on SafeGuard World for their global HR needs, specifically around payroll and employee compliance. SafeGuard World is an Alliance Partner of NPAworldwide.

In international business, compliance can seem like a minefield. It is layered with complexities spanning employment and payroll practices where regulatory missteps can have serious implications. Consider the following scenarios that often unfold when companies set up shop in foreign countries: Read the rest of this entry »

Recruitment of engineering talent is becoming increasingly more competitive. The global financial crisis and the dramatic impact on manufacturers is a memory for most at this point. The search and selection of the best engineering talent has become a race to be first to the best engineering candidates with a lucrative offer. As this demand for talent continues, more companies in need of engineering talent will begin to look globally, use independent recruiters vs in-house resources, and start looking at developing their own training and talent pipelines. Read the rest of this entry »

Today’s guest blogger is Amanda Davies, managing director for ISV, a TEAM Service Provider. ISV supports recruiters (in-house and consultants) and HR professionals worldwide with their candidate testing and screening process. ISV, part of Dillistone, is best known for its online testing software, FastPath and the new ISV Online.

Candidate experience – it became a topic of the moment a few years ago and shows no sign of going away. In fact, it could easily form part of Recruiter Buzzword Bingo (along with its friends ‘big data’, ‘war for talent’ and ‘uberisation’). Candidate experience has earned its place, though. It makes perfect sense to think about your candidate’s journey. Read the rest of this entry »

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.

Recently, while visiting a popular employment website, I came across a rant by a person who was fed up with recruiters. I’ve heard this kind of complaint before but I find most non-industry people are fairly naïve about the recruiting process. Nevertheless, I read on, and learned that this person had experienced what I call “the black hole syndrome.” Read the rest of this entry »

Today’s guest blogger is Tim Bell, Chief Revenue Officer at People 2.0, a full-service Business Process Outsourcing (BPO) company offering a best-in-class universal worker platform and complete Employer of Record platform for deployment of a global contingent workforce. People 2.0 is an NPAworldwide Alliance Partner.

Deciding to expand business operations into another country is never done lightly, and the hard choices and requirements for careful planning continue once you enter your new territory. The secret to a successful expansion is remarkably simple: effective planning. Effective planning is the bedrock of your global expansion and should receive your organization’s complete attention.

As you set up in a new country, there are a variety of decisions to consider, each one having potentially significant effects throughout your organization. Decision trees can help you see the potential consequences and causal links between decisions within your company’s infrastructure. With multiple factors to consider, it is imperative to have all options clearly presented before making final decisions. Read the rest of this entry »

Manpower has released the results of its third-quarter Employment Outlook Survey, which looks at global hiring plans across multiple sectors. Most payrolls are expected to remain flat or expand slightly compared to the previous quarter. The year-over-year comparison indicates a slightly stronger outlook. The complete results, including more than 40 countries, can be downloaded here. A regional summary of some noteworthy statistics can be found below: Read the rest of this entry »

In the recruiting world, many recruiters say they only work one city, state, or region. They may have a set group of clients they work with in that area, but could be losing business without even knowing it. If you have a multinational client, or a large business you work with that is headquartered in your area but may have satellite office elsewhere, you should try to win their job requirements outside of your geography. You may not have candidates in that area, but it is quite possible you know someone, or can find someone, who does! Read the rest of this entry »