Global Recruiting

Protect Client Relationships

by Dave Nerz

As a leader in a split fee network, I hear a common concern from members sharing job details. They are concerned that trading partners could go after their client relationships. Of course, in our network we have specific rules against that. Rogue partners who would take advantage of the information they gain from a partner would be putting their livelihood at risk for short-term gain. They would be expelled and gain a reputation that would be hard to shake. The upside is not worth the penalty.

For those not in a split network, it might become necessary to share client information with partners on rare occasions. So, what can you do to protect yourself? Here are a few options for any good recruiter to consider before sharing client details. Read the rest of this entry »


Navigating the Challenges and Advantages of Distributed Workforces: Ensuring Compliance While Tapping into Global Talent

by Veronica Blatt

illustration of distributed workforce employees in multiple locationsToday’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 he discusses some of the legal, tax, and payroll challenges associated with distributed workforces.

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.

Technological advancements have paved the way for increased work flexibility among employees. Remote working, coupled with the freedom for employees to choose their working hours has emerged as crucial factors in attracting and retaining talented individuals. Yes, some companies have resisted remote work. However, embracing distributed workforces and contingent labor can prove advantageous for both the company and the workers involved. Read the rest of this entry »


Top 3 Needs of Small Business Owners

by Veronica Blatt

Blog image with two small business ownersToday’s guest blogger is MyHealthily. NPAworldwide has partnered with MyHealthily to offer access to complete health insurance options. MyHealthily works with 130+ healthcare coverage carriers across the United States to ensure the most plan options possible.

Businesses of all sizes have different needs and pain points – some are more common than others. For small business owners however, reaching a solution to these may not be so simple. In fact, due to limited resources the list of needs may look a little different than those of a big corporation. Additionally, the way these demands are tackled will undoubtedly require another route. So, what are a few of the most important needs for small business owners? Read the rest of this entry »


Q4 Hiring Activity Ticks Up Slightly

by Veronica Blatt

green and blue watercolor-style world mapQ4 hiring activity is expected to remain steady around the world according to the results of the newest ManpowerGroup Employment Outlook Survey. There are no countries in the survey with a negative net outlook over the next three months. Globally, survey respondents expect a net hiring out look of +30%, which is an increase of 1% from a year ago and 2% from last quarter. The net hiring outlook is the difference between anticipated hiring increases (44%) and anticipated hiring decreases (14%). Read the rest of this entry »


Maintaining Recruitment Revenue in a Challenging Job Market

by Veronica Blatt

Image of a man working on a financial statementToday’s guest blogger is Phil Chappel of P. Chappel Associates in Basking Ridge, NJ. Established in 1996 and a member of NPAworldwide since 2003, P. Chappel Associates is a boutique search firm specializing in the software and electronics technology sector—recruitment and placement of engineering, design/development, management, marketing/sales, manufacturing, etc. professionals. Phil is currently serving on the NPAworldwide board of directors. Below, he shares his thoughts on how strong relationships can help you maintain recruitment revenue during an economic downturn.

Recruiters need external partners and a large, solid client base to maintain recruitment revenue in challenging job markets.

My intent was to talk about the importance of having external recruiting partners in a down job market, but it has been written about many times recently. Even though I will address that, I’ll also include the importance of having many clients and why it is imperative to have both of these in place during good markets so when downturns hit, you can leverage these relationships.

Whether you are an independent recruiter or in any size recruiting firm, if you have not been in the recruiting field for at least several years, you have not seen a market downturn. Even though the slowdown of 2023 will likely be a blip and certainly nothing like what we experienced 15 or so years ago when many firms went out of business, you still may have to tighten your belt. The good news is that there is still business out there and if you have been preparing for a time like this, you can make it through successfully. Read the rest of this entry »


Global Hiring Outlook +28% for Q3

by Veronica Blatt

ManpowerGroup has released the findings of its newest quarterly Employment Outlook survey. Employers participating in the survey report a net global hiring outlook of +28% for the upcoming quarter. This is down by 4% on a year-over-year basis, but a 5% improvement (+23%) compared to the previous quarter. The net outlook is derived by subtracting the difference between the employers who expect to increase hiring (43%) and those who anticipate reductions (15%). Read the rest of this entry »


Writing Engaging Job Postings

by Veronica Blatt

image of laptop screen displaying job postingsRecruiters today are tasked with an increasingly difficult job: writing engaging job postings that attract the right candidates for their positions. With fierce competition for attention in the employment market, it’s essential for recruiters to craft compelling job postings that stand out from the rest. Here are some tips to help you create postings that will draw in the best talent and make your recruiting process more successful.

The most important goal of any job posting is to accurately convey the position you’re trying to fill. That means giving enough information about the role and its responsibilities so potential applicants can understand what they would be doing if they decide to apply and ultimately get hired. Be sure to include a clear job title, salary range, required experience, and qualifications. Don’t be afraid to get creative – try using language that emphasizes how this position could benefit someone professionally in terms of career growth or other advantages. Read the rest of this entry »


Recruiters Stay Positive: Job Numbers Examined

by Dave Nerz

Recruiters are all waiting for something bad to happen in the employment market. The reality is that while things are slowing down, we are not in desperate times as evidenced by the recent job numbers report.

Job openings are inherently difficult to predict. I watch the reports on a weekly and monthly basis, and I am continually surprised by how often the actual job numbers are different than what was predicted. It does seem like we are leveling off more than plunging into recession, at least in North America. Read the rest of this entry »


Time to decrease Time-to-Fill and Drive Total Profits

by Veronica Blatt

Today’s guest blogger is Nik Rothstein. Mark is the CEO/President of Headcount Management. Besides being an NPAworldwide vendor, speaker and staffing industry advocate, Headcount currently services multiple NPAworldwide clients. Headcount is a leader in back-office solutions designed specifically for staffing agencies.

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.

The very best candidates, on average, are off the market in just 10 days.

Employee turnover, low quality of talent, and constantly shrinking pipelines are all making it more challenging than ever to place high-performing candidates in key positions. Read the rest of this entry »


Diversity, Equity and Inclusion: Inevitably Coming to Your Candidate Submissions

by Veronica Blatt

image of employees that represent diversity, equity and inclusionOur guest blogger is Roman Duty of Recruiting Services International / RSI in Rushville, Indiana. RSI is a boutique executive search firm that celebrated 50 consecutive years of business in 2020. The firm provides highly individualized recruiting services to clients on a local, regional, and international basis. The firm’s recruiting activities are focused on high-level technical search and managerial placement in many manufacturing arenas. Read his post below about diversity, equity and inclusion data.

About a month ago, I participated in an owner’s roundtable call and as part of the agenda we discussed Diversity, Equity, and Inclusion (DEI). It is not a secret that corporations, from Fortune 500 companies to small privately-owned organizations are taking further initiatives to incorporate DEI into their hiring process, either voluntarily or mandated. However, several of the owners discussed openly that their clients were requiring them to submit DEI data on candidates. Specifically, clients were requiring a submission of a DEI candidate as part of a candidate slate before interviews were to be conducted. My question is, how as recruiters can we acquire this data legally? This is indeed a slippery slope. Read the rest of this entry »


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