Global Recruiting

7 Ideas to Help You Learn How to Make International Placements

by Veronica Blatt

image of world flags representing how to make international placementsIs international recruiting a part of your business mix? If the answer is ‘no’ or ‘not yet,’ it might be time to think about how to recruit internationally. Odds are good that your clients already operate internationally, even if you don’t know it. And the global talent shortage being what it is, the odds are similarly good that they could use a few good recruiters to help fill key international roles.

A question our own members often wonder as they begin to explore international recruiting is how to make international placements. It seems that many people think the process is wildly different when different countries are involved. The best answer might be, “it depends.”

Here are some points to consider about international recruiting:

  • Ask your clients if they have an overseas location, or are planning an international expansion. Then ask how they are filling key roles, and ask to be included in that process. On this point, the process is pretty similar to your other business development efforts.
  • Assuming you get the job, you’ll need to figure out what kind of candidates you can source. Does the client want to “transplant” skills from another country? Will they sponsor and pay for the visa? Do they want an ex-pat who is looking to return “home”? Do they want local talent, already familiar with the local language and business customs?
  • If the client is bringing in “outside” talent, you’ll need to understand the interview process. In-person interviews may not happen. Is the candidate interviewing with your local contact? Or the contact at the international location? What is the time difference? Do you have resources to help with video interviews, if needed?
  • If your client needs local talent, it could be difficult for you to source candidates. Business customs vary wildly, as do employment and privacy laws. Are you knowledgeable in these areas? With a significant time difference between countries, will you be able to easily perform phone screens? If not, you may want to consider a recruiting partner who can help.
  • A local recruiting partner can help source candidates, and will have knowledge of and experience with local laws, customs, language and other issues. Do you have such a partner? If not, do you have the recruiting resources to find one?
  • Will you consider a split-fee arrangement? In international splits, it’s fairly common to see variances from the typical 50/50 arrangement.
  • If you already have someone who can help you recruit internationally, have you considered what to do about future opportunities? If you’re putting a “partner” in touch with your client, make sure you have a clear written agreement between you and your trading partner about how future openings will be handled.
  • You may wish to seek out a formal recruiting organization that knows how to make international placements. There are trade associations such as NAPS in the USA and RCSA in Australia that can help you understand the local employment laws. Joining a recruiting network can be another way to help you get connected globally.

International recruiting can be a lucrative and rewarding addition to your business mix, but there can be a big learning curve. Taking the time to learn how to make international placements in advance can save you a lot of hassle.

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3 Ways Global Recruiters Can Leverage Mobile Technology

by Veronica Blatt

Much is being made of the mobile explosion and its impact on job seekers. Mobile technology is also poised to make a significant impact on global recruiters. A lot of people think that ‘mobile recruiting’ means the development of new technology. For me, mobile recruiting really means using existing technology (perhaps in new ways) from a mobile device, perhaps shifting things that used to be done in a desktop environment over to a mobile platform. Here are three ways global recruiters can leverage mobile technology into their recruitment activities:

1. SMS / Text Messaging — Perhaps the original “mobile technology,” SMS/text messaging offers a speedy way for global recruiters to interact with candidates. Research indicates that the average response time for email, when it doesn’t get diverted to spam or otherwise lost, is 72 hours. Text messages, on the other hand, are typically answered in 3 minutes or less. Whatsapp is a text-messaging app that provides free international text messaging

2. Video Interviewing — Once an activity that was purely confined to a desktop environment, video interviewing can now be conducted directly from a mobile phone. I use Skype on my smartphone when I’m traveling to have video calls with my son. Global recruiters can certainly take advantage of this technology to communicate with candidates; Skype is one option, but there are other mobile apps for video interviewing as well.

3. Mobile ATS — An applicant tracking system (ATS) with a truly robust mobile experience is a thing of beauty for global recruiters. In addition to automating candidate activities, a good ATS should also offer a search experience that is specifically designed for a mobile screen. Other important features include lists that are designed for mobile viewing, the ability to create notes on the fly, and the ability to create new positions. Bullhorn’s Mobile-Powered Selling report offers additional suggestions.

With so many resources dedicated to improving the mobile experience for job seekers, it’s easy to forget that global recruiters could also benefit from improved mobile adoption. What other mobile tools are you using?

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Hot Markets for Global Recruiters

by Veronica Blatt

image of hot markets for global recruitersGlobal recruiters continue to adapt to the ever-shifting employment landscape. A recent report by Evenbase summarizes some of the most interesting countries to watch through the year 2020. The report includes data on GDP but also looks at factors not traditionally considered, such as the regulatory environment, language, and cultural factors. The full report is worth reading; here are some of points I found most salient:

  • The BRIC countries (Brazil, Russia, China, India) are often reported as the hottest emerging economies. While Evenbase lists Brazil, India, and China as the top 3 hottest markets, they have Russia pegged at number 9, partly due to continuing political and economic uncertainty. Global recruiters may also find opportunities in Australia, Japan, and Canada among others.
  • China’s recruitment industry is still in its infancy. Language barriers are significant, and the regulatory environment is also difficult. Enterprising global recruiters would do well to investigate partnerships in order to penetrate this market. One thing to consider is working on a split-fee basis with recruitment partners who are already operating in China.
  • Japan has more than three times the number of employment agency branches than its nearest competitor (83,000 vs 26,000 in the US).
  • Only 1.1% of the total workforce in Brazil is currently hired via a recruiting agency. Additionally, Brazil is also one of the countries where jobs are hardest to fill – 71% of employers report having trouble finding qualified candidates compared to 34% globally. These two facts should indicate a ripe market for global recruiters.
  • China’s workforce is aging, with 1/3 expected to retire in the next 20 years.
  • In India, job boards are responsible for 50% more hires than either recruitment agencies, direct hires, or word-of-mouth referrals.
  • Smartphones also impact global recruiters. Australia has the second-highest smartphone penetration (behind Singapore) and use a lot of apps, but social media adoption for recruitment is much slower than in other markets.
  • In the US, almost 1/3 of recruiters report that social networks are a major source of hires, but this number is much lower in other countries. Younger workers (25-34) are most likely to be using smartphones and represent a big target for global recruiters who are digitally-savvy.

Global recruiters who adopt digital platforms, social networks, and capitalize on smartphone technologies, will find plenty of hiring opportunities over the next decade and beyond.

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Recruiter Association Insight into Candidate Turn-Downs

by Dave Nerz

image of woman with surprised look on her faceHiring is one part buying and one part selling. Sometimes no matter how hard an agency recruiter works to place a candidate, the hiring company can let the recruiter down. Employers need to be reminded it is just as important to sell the company and the company culture as it is to vet the candidate in an interview. This is more true today with a shortage of quality candidates. The best candidates have other opportunities. The employer better be selling as they evaluate.

A study completed by a recruiter association found that candidates who rejected offers accepted a competitive job offer in about 1-in-3 situations and another 1-in-5 accepted a counteroffer. Counteroffers are growing in frequency and aggression as employers realize the difficulty of finding top talent. One respondent to the recruiter association’s survey said, “We hadn’t seen a counteroffer worth accepting in four years. That has changed now.”

Besides money and willingness to make a change, here are some other things that the members of our recruiter association have reported as employer-driven reasons for candidate turn-downs:

  • Negativity. Some employers will speak poorly of the company, employees, working conditions, and workload. If candidates sense low morale, they are not going to accept the offer of employment.
  • Bad interviewers. Sometimes interviewers like to be “clever” and it just ends up being stupid: the interview that does the “what is your favorite color” question, the “if you could be a rock star” question, the “why are manhole covers round” question. Employers can just send the wrong vibe for dumb reasons. When employers control 80% of the interview time by talking incessantly or when they are unwilling to offer anything that goes off script — that can turn off a quality candidate too.
  • Failure to sell. Tell me about why this is a great place to work. Employers expect that candidates come in sold on the company. True, a recruiter can do much to help there, but most candidates want to have that reinforced by the interviewer. Sell, and the candidate might buy.
  • Lack of preparation. OK, who has not been to the interview where the interviewer is obviously reading your resume for the first time — or worse yet asks you for a copy “to see if you came prepared.” When the interview starts 45 minutes late, there is a problem. Candidates hold employers to standards just as employers do to candidates. It is no more acceptable for the employer to be late or unprepared than it is for the candidate.

Our recruiter association operates on 6 continents and in more than 28 countries, and by all accounts, the shift from an employer/job-driven market to a candidate-short market is well underway in most locations around the world. Agency recruiters will need to work closely with employer/clients to avoid these things that cause candidate turn-downs.

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Waves of EU NSA Resentment Rising Against Safe Harbor Program: Cloud Software Model in Danger?

by Veronica Blatt

image of open padlock with keyboardToday’s guest blogger is Martin Snyder, Main Sequence Technology. Founded in 1998, Main Sequence Technology creates talent acquisition technology solutions wherever and however organizations are built. PCRecruiter is the solution of choice for thousands of third party recruitment, corporate, and outsourced staffing teams across economic models and around the world. PCRecruiter provides comprehensive CRM and ATS functionality converged into database, voice, and email interfaces to empower recruiters to do what they do best with accessible, cost effective technology. Main Sequence is proud to serve the NPA organization and our many individual NPA affiliated customers. To learn more, please visit www.pcrecruiter.net. In his post, Martin addresses how a recent political development could potentially impact recruiting.

Sometimes geopolitical events can come knocking on your own door. As a software vendor of recruiting solutions for customers in many global markets, my employer, Main Sequence Technology, is subject to different laws relating to protection of personal information. Recently, there have been news events regarding the European Union’s Data Protection Authorities (DPA’s) response to the 2013 revelations of massive data sweeping activities directed by or conducted by the government of the United States.

There have been variations in how these recent events have been described.

The Financial Times reported that, “This month, Viviane Reding, the EU’s justice commissioner, warned that the quintessential agreement that makes transatlantic technology business run so seamlessly – the so-called safe harbour directive that allows US groups to operate under American privacy rules while doing business in Europe – will now be reconsidered.”

On 24 July, 2013, the EU Office of the Federal Commissioner for Data Protection and Freedom of Information issued a statement following several weeks of varying activity among the EU DPA community. Bloomberg reported, “German data protection authorities July 24 announced a crackdown on privacy violations involving countries outside the European Union and called for the German government to suspend participation in the U.S.-EU Safe Harbor Program.”

There is a wide range of potential meaning in those two reports. A crackdown could mean immediate and increased enforcements, while a reconsideration would mean no immediate changes. The authorities are either calling for suspension or merely for review. Hunton & Williams LLP reported, “In light of recent developments, the German Commissioners have decided to review whether to suspend data transfers carried out pursuant to the Safe Harbor Agreement and EU standard contractual clauses.”

The text of the Federal Commissioner for Data Protection and Freedom of Information statement states:

“The Conference therefore calls on the Federal Government to provide a plausible explanation of how the unlimited access of foreign intelligence services to personal data of persons in Germany is effectively limited in line with the principles referred to. Until this is guaranteed, the data protection supervisory authorities will not issue any new permission for data transfer to non-EU countries (for example also for the use of certain cloud services) and will examine whether such data transfers should be suspended on the basis of the Safe Harbour framework and the standard contractual clauses.”

Like the reports on the events, the consequences of any changes have been reported in various ways. The Financial Times reported, “If a U.S. provider offers encrypted means of storing [data] in a cloud that would be a technical alternative to increase security. We would consider these measures as we think about whether to grant permission for a data transfer,” said Alexander Dix, data protection commissioner for Berlin, while other observers have concluded that should Safe Harbor be repudiated, American companies doing business in the EU would need to host the data outside of the United States, at least, to remain viable.

How serious are these threats? If you are an EU customer using an American cloud service, are you at risk for disruption? What would American vendors do should Safe Harbor be repudiated? What are the odds of real trouble here?

The threats are serious because they have been made, but on the other hand, these treaties involve the highest levels of commerce and government, and when that happens, things don’t usually move very fast. In the event of repudiation, there would have to be some kind of adjustment period, during which vendors would need to assess their ability to continue providing service under the new regime(s) for each market. In our case, our flagship solution, PCRecruiter, is installed on hundreds of private webservers around the world, so we would likely be able to find suitable hosting arrangements quickly should the need arise. Other cloud vendors may not be so well-positioned.

This is a complex and dynamic situation. American tech companies are notably libertarian and the politics in the United States are in a historically unusual spot with the leftward and currently in-power party being the hawks on this issue. I know that our company has an unshakable commitment to the fundamental principles of data protection; necessity, proportionality and limited purposes in the stewardship of personal information. This one bears some close watching as it could be the kind of trade issue that develops as globalization really starts hitting hard walls of law and custom in various places.

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NPAworldwide Split Placements: What is HOT!

by Terri Piersma

TrustNPAworldwide member-firms are part of a global network of recruiters working together to make split fee placements. 2013 is almost half over. In which niches/industries are our member recruiters making split fee placements? In other words, from an NPAworldwide perspective, what is hot!

The information shared in this post represents split placements through May 2013.

  • Placements of positions with US$90,000 and above salaries were 54% of total split placements
  • Placements of positions with US$100,000 and above salaries were 35% of total split placements

Top 4 Trading Groups based on the number of split placements, listed high to low. Click here to view industries/niches included in NPAworldwide’s Trading Groups.

  • Chemical Process
  • Cross Industry
  • Manufacturing / Mining / Construction / Supply
  • IT / Hardware / Software / Electronics

Trading Group with the largest percentage increase over 2012 based on number of split placements

  • Chemical Process

Overall split placements are down slightly compared with the number of split placements during the same timeframe in 2012. However, the number of positions with US$90,000 and above salaries increased compared to 2012 split placements.

What niches/industries have you found to be HOT in 2013? Please comment below, and share this blog with others.


5 Reasons Independent Recruiters Don’t Return Candidates’ Calls

by Terri Piersma

Image of a Smartphone showing the world from spaceAn independent recruiter is someone who is hired by an employer to find a candidate for a specific job and who does not work in-house for an employer. After almost seven years working for a split placement network consisting of independent recruiting firms, I’ve learned a lot about independent recruiters.

One of the most frequent complaints I hear or read about recruiters is that they do not return candidates’ telephone calls. If you are a candidate, keep reading because my post today focuses on five reasons why independent recruiters don’t return candidates’ calls.

  • The independent recruiter does not work for you.

When an employer has a difficult job to fill, the employer may choose to hire an independent recruiter to find the most qualified candidate. In return, the employer pays the recruiter a fee. In the United States, the fee typically ranges from 20% to 30% of the candidate’s first year of salary. Therefore, independent recruiters will focus on responding to employers who have hired them and only to candidates who are qualified for the jobs they are striving to fill.

  • The independent recruiter does not specialize in your niche.

Most independent recruiters specialize in placing candidates in a specific industry or job function involving a specific set of skills. You may not hear back from a recruiter to whom you sent your resume because the recruiter doesn’t work with people with your skill set or in your industry. A better approach to working with a recruiter might be to research the recruiters who specialize in placing candidates in your niche and then approach them.

  • The independent recruiter’s job is filling an open position for an employer.

It is not an independent recruiter’s job to find you a job or help you change careers. This goes back to the first point I made. Independent recruiters do not work for candidates. They work for employers. If you decide to change careers, for example, an independent recruiter will not be able to help you find a job. Employers are most interested in passive candidates (people currently working) and who are in the top 5% of people qualified for the open position. If you are changing careers, you need to find other ways to find a job.

  • The independent recruiter doesn’t have the time to respond to “thanks, but no thanks” situations.

Yes, I know it is not polite to be non-responsive but the reality is independent recruiters have limited resources and time. It is important for you to not take it personally if a recruiter does not send you a response by email or telephone. Think of it like you did when you were dating. If someone is interested in dating you, you will be contacted. If not, it is best for you to move on.

  • Your resume is posted on job boards.

Again, remember my first point. Independent recruiters work for employers. In fact, many employers will advise recruiters they hire that they will not pay the recruiter for a candidate the recruiter submits to the employer who the employer can find on a job board. Why would a recruiter want to spend time presenting your resume to employers when they won’t get paid? The answer is they won’t. Determine your strategy in seeking a job. If working with a recruiter is a fit for your job search, then removing your resume from job boards will increase the likelihood of a recruiter wanting to work with you.

I hope that my post has increased your understanding of why independent recruiters may not return candidates’ calls. My post was inspired by one written by Lisa Rangel entitled 11 Reasons Why Recruiters Don’t Call You Back & 5 Things You Can Do About It. If you are seeking a new job, I encourage you to read Lisa’s post, too.

If you found this post informative, please share it with others using the buttons located at the top of the page.

 

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Reputation, Trust, and Independent Recruiters

by Terri Piersma

TrustReputation and trust in the 21st century were the topic of a TED Talk by Rachel Botsman entitled “The Currency of the New Economy is Trust.” She is the author of the book entitled “What’s Mine is Yours: How Collaborative Consumption Is Changing The Way We Live.” In the talk, Rachel commented on the impact of collaborative consumption:

  • Collaborative consumption is a social and economic system driven by network technologies that enable the sharing and exchange of assets from spaces to skills to cars in ways and on a scale never possible before.

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International Headhunting is in Season

by Dave Nerz

crocus-blooming-springInternational headhunting is returning to pre-recession levels. International search firms are reporting a shift in the calls they are receiving from job seekers. “No longer are calls just coming from the unemployed and underemployed,” states Jeff Kortes, a recruiter and employee retention consultant. Kortes owns Human Asset Management in Franklin, Wisconsin and his firm is working closely with employers to develop retention strategies as the international headhunting community revives it efforts to attract and move the best talent to new employers.

“As the economic recovery progresses, it gives employees more comfort in cutting the ties to long-term employers,” according to Kortes. Human resource experts are recognizing that highly skilled workers are increasingly willing to consider new employment opportunities.

What is known as “voluntary turnover” is expected to accelerate in 2013 as the recovery continues and is more evident across a great number of industries. This trend is adding urgency to a situation that some employers have already identified as serious. The best talent is critical to business success, yet top performers are the most likely and able to leave their employers. Many employers struggle to retain their most talented workers as higher paying competitors come headhunting their best.

Top talent is in season! What is the best way to keep top talent? Do you or your clients have a retention program in place?


International Search Firms Create Many Paths to Success

by Veronica Blatt

pathwaysToday’s guest blogger is Meri Laird Jones of Davidson Laird, Inc., headquartered in Louisville, Kentucky with a remote office in northern Michigan. Meri is a current member of NPA’s board of directors. Davidson, Laird Inc. places technical, operations, sales and manufacturing professionals, primarily in the renewable energy, automotive, paint, plastics, chemical and processing industries.

Whether you’ve been in the recruitment business for a year or several decades, you know that while the rewards can be great, it is an industry that sincerely takes “true grit.” It’s emotional, fast-paced, and constantly changing. What is truly amazing though, is the incredible diversity within our industry. I just got back from a global conference of international search firms in Las Vegas and I came away once again amazed by “the 1000 faces of a recruiter.” I also came away with my head spinning thinking how important it is to stay on top of what is going on with our industry trends and with technology.

It was amazing to hear the stories of the different recruiters who attended from around the world. Like the guy who always ran a large office but decided to make a life change and work from his coastal mountain home where he could enjoy more quality time with his family. I asked him how that affected his bottom line and what his clients thought about the change. He confirmed the beauty of the recruiting industry is that, if we do it really well, and have the right tools such as good technology and a strong network, we work from anywhere. In fact, he’s actually simplified his “desk” by concentrating on a few of his best clients and expanding his work with them to more of their locations around the world with the help of the other international search firms in his network.

Another story was quite the opposite, of how a recruiter started in a small firm in Australia, but had the dream of growing her business into one that could compete with other international search firms. At a time and an economy when that didn’t seem practical, she made it happen and recently opened an office in Shanghai. The crazy thing is both of the above work in similar markets. They are both successful and they are both living their dream.

The other huge difference I noticed was how we are each utilizing the million different technology advances which are emerging at lightning speed. Mobile apps, ATS options, Twitter, Bull Horn, LinkedIn, and the list could go on for at least another five paragraphs! My big billing colleague barely uses anything but his mobile phone and occasionally a tablet! Yet, others doing equally as well are just focusing on one or two tools and making them work. Oh – and have you heard about the new trend replacing traditional resumes and CV’s? The YouTube video resume. This is where I definitely need a little help from my colleagues!

It’s great to be in such an incredibly dynamic industry – and so important to go interface to learn and share with those who are doing it well in so many different ways!


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