Global Recruiting

How can global recruiters provide local candidates?

by Veronica Blatt

Almost a year ago, I blogged about a possible new global recruiting trend emerging regarding a preference for local candidates over ex-pats. Today, I read another report that seems to confirm the trend in Asia: Western ex-pats are no longer the “most desired” candidates for management positions.

Companies want to hire managers who have a deep understanding of the local cultural norms. In most cases, that means Asian natives who have been US- or European-educated. According to the article I referenced above, both Spencer Stuart and Korn/Ferry acknowledge that these highly desirable candidates are difficult to attract and retain. Read the rest of this entry »


The future of recruiting is doomed?

by Dave Nerz

19079396Let me share a few headlines from some articles that are predicting the future of recruiting…

  • Job Boards Will Replace Recruiters
  • LinkedIn and Facebook Will Replace Job Boards
  • Why Facebook will Destroy LinkedIn
  • LinkedIn and Facebook to Face Challenge from Google+

OK, I’m confused. If we were to believe every headline, it seems like the recruiting business is doomed to be replaced. It also seems that anyone that becomes the next best thing will be replaced by another next best thing! Read the rest of this entry »


Present Two, Not Three Candidates and Increase Recruiter Revenue

by Terri Piersma

Recently I read a blog post by Simon Sinek (author of the book, Start With Why) called Two, Not Three: Boost Sales by Offering Less. The post describes why a chain of shoe stores that appeared to have no competitive advantage consistently outperformed its competitors. The owner of the shoe store chain had learned that customers bought shoes if they had no more than two options. When a customer had to select between three or more options, the customer most likely would not make a purchase. Read the rest of this entry »


Global Recruiting Demand is Strong!

by Dave Nerz

Recruiting is back! OK, we have all attended conferences and meetings over the past few years and the attendees put on brave faces. The comments were about how it took more time and effort to do a similar level of placements. There were even those quoting a percentage reduction in volume down from peak years of recruiting results. “I’m off 30 percent,” or “We did 60 percent of our prior best year in 2010.” Well, things have changed! Read the rest of this entry »


How to Become a Global Recruitment Agency

by Veronica Blatt

image of earth to represent global recruitmentToday’s installment was submitted by Julie Parsons of Premium Consulting in Brisbane, Queensland, Australia. Julie is a member of the NPA board of directors and an occasional guest-blogger. Premium Consulting is a boutique independent recruiting firm that provides professional and practical recruitment consulting advice specializing in retained recruitment, partial services, psychometric assessment and appraisals, outplacement and career counseling.

At some point, most recruiters or recruitment firms realize that in order to stay competitive and present a broad range of solutions to their clients, they need to go global. Some common excuses to avoid the work of creating a global firm include: “it’s too hard,” “that’s what franchises are for,” “franchises are so common, set up in every major city with multinational contracts.” Although each of these excuses have some merit, none of them should stop you in your global expansion tracks.

Try to set yourself above your competitors by keeping up on international market conditions and legislation. Your knowledge in these areas will be valuable in targeting where you want to expand and in what industries. One way to jump the international hurdle is to connect with like-minded firms throughout the world. A great place to start is through LinkedIn. Recruiters are pretty transparent on social media so they might be easier to find than you think.

Also, think about joining a network. There are obvious questions to ask as it relates to policies, operations and integrity before jumping into something like this, but if you’ve done your homework, your investment will almost certainly result in a positive ROI as well as global connections. NPA’s President, Dave Nerz, says “half of something is always better than all of nothing.” Yes, this statement may be a little cheesy, but he’s right. Could it be that the way to growing your reach is not through giant steps alone, but through half-steps with others recruiters like yourself?

What are some of the challenges you face with making your global footprint?


UK Recruiting vs. US Recruiting

by Dave Nerz

applesI had a wonderful opportunity to visit the UK last week for the Recruitment Agency Expo in London. I am going to generalize and we know generalization is dangerous, but what I found is that recruiting and the challenges seem to be similar in the UK to those that I see in the US. Here are some of the similarities I recognized during my brief introduction: Read the rest of this entry »


2012 Poll Shows Increased Recruiting Revenue Opportunities

by Terri Piersma

Thank you to everyone who participated in NPA’s 2012 business prediction poll on LinkedIn. As a global recruiters network, we are always interested in what recruiting businesses experience around the world.

67% of the 45 respondents were male and 33% were female. Positions held by the majority of respondents included owner, manager, CXO, and VP. The poll did not include in which areas the recruiting business growth would occur. However, several comments point towards the areas of engineering and information technology. Read the rest of this entry »


Executive Search Assignments Becoming Increasingly Specialized

by Veronica Blatt

Today’s guest blogger is Meri Laird Jones of Davidson, Laird & Associates, located in the metro Detroit area of Michigan. Meri is a current member of NPA’s board of directors. Davidson, Laird & Associates places technical, operations, sales and manufacturing professionals, primarily in the renewable energy, automotive, paint, plastics, chemical and processing industries.

We see a major trend in executive search assignments that are becoming increasingly specialized and specific in the skill sets required. For example, our clients are asking us to find them executives/senior managers not only with very specific technical experience and educational requirements, but who also have bilingual skills to address their global markets in Asia especially. (It’s not enough to find a Ph.D. in chemical engineering with years of research in specific energy markets who is willing and able to relocate, but this person must also be fluent in both English and Mandarin!) Read the rest of this entry »


Talent Shortage or Training Shortage?

by Dave Nerz

The US unemployment figures hover around 9%, yet employers cannot find the talent they require. And this talent shortage is not limited to the US. Reports are that we are in the midst of a global talent shortage. The global recruiters I talk with never fail to mention how selective employers are about the hires they are making. Employers seem willing to have jobs sit open for months as they seek the “perfect fit candidate” rather than a close fit option…and never hire the unemployed. Read the rest of this entry »


Global Recruiter Networks – How They Can Work for You!

by Veronica Blatt

Today’s guest blogger is Anne Downing with Demetrio & Associates, LLC located in greater Phoenix, Arizona. Demetrio & Associates is a boutique recruitment firm that has clients across the US as well as in international locations. The firm places candidates in sales & marketing, advertising, wireless and software positions.

Job seekers and companies with hiring needs are always looking for the perfect recruiter. There are a lot of independent recruiters in the world, but it’s important to both job seekers and clients to work with someone who will meet their specific needs. The search for a great recruiter can be tricky, but using social media to identify independent recruiters can make the process easier. Hiring managers, HR directors, and job seekers frequently seek out recruiters on LinkedIn, or do a Google search to find recruiters who specialize in the areas they are recruiting for. Read the rest of this entry »