Recruiting Resources

Harnessing the Power of the Split Recruiter Network: Archimedes’ Lever for the Recruitment World

by Veronica Blatt

Today’s guest blogger is Marcus Ronaldi of Ronaldi Recruiting. Ronaldi Recruiting is a premier executive search firm, dedicated to connecting top talent with leading companies across a wide range of industries and job functions. Marcus has been a member of NPAworldwide since 2011 and currently serves as the Engineering / Operations / Manufacturing Practice Group Leader. Read his thoughts below on how the NPAworldwide split recruiter network helps independent agencies collaborate.

Archimedes, the ancient Greek mathematician, and philosopher, famously proclaimed, “Give me a place to stand, and a lever long enough, and I will move the world.” This concept perfectly encapsulates the potential of a split recruiter network like NPAworldwide. In this article, we explore how the collaborative environment within NPAworldwide serves as the modern-day lever to transform the recruitment industry and move it to greater heights.

The Lever: NPAworldwide’s Split Recruiter Network

A split recruiter network like NPAworldwide connects independent recruitment agencies, allowing them to collaborate on job placements by sharing job orders and candidates. By operating on a shared platform, recruiters can access resources and opportunities beyond their individual capabilities, extending their reach and multiplying their effectiveness.

This collaborative approach is akin to Archimedes’ lever. It amplifies the collective strength of the network, providing the power and the mechanism to move the recruitment world to new levels of success.

The Fulcrum: Trust and Collaboration

In Archimedes’ metaphor, the lever is useless without a fulcrum, the pivot point on which the lever rests. In the context of NPAworldwide, trust and collaboration serve as the fulcrum that underpins the entire network.

The foundation of trust enables recruiters to openly share valuable information, opportunities, and candidates. This collaborative spirit, fostered by a shared commitment to ethical practices and transparency, allows the network to maximize its collective leverage.

Extending the Reach: Geographical and Industry Expansion

With the lever and fulcrum in place, NPAworldwide’s split recruiter network is able to extend its reach far beyond individual agency boundaries. By pooling resources and knowledge, the network can access new markets, industries, and client bases that would be challenging to penetrate independently.

This extended reach allows recruiters to tap into a global talent pool, increasing the quality and variety of candidates available to their clients. Additionally, it enables them to cater to a diverse range of industries, enhancing their expertise and credibility in the process.

The Result: Moving the Recruitment World

Just as Archimedes’ lever can move the world with the right foundation, the split recruiter network within NPAworldwide has the potential to transform the recruitment industry. Through collaboration, trust, and an extended reach, the network is able to:

  • Improve the quality of candidate placements by leveraging the collective expertise of its members.
  • Expand into new markets and industries, enhancing the growth and profitability of member agencies.
  • Foster a culture of ethical and transparent practices, raising the standards of the recruitment industry as a whole.

The power of Archimedes’ lever lies in its ability to amplify strength and move the world. Similarly, a split recruiter network like NPAworldwide can revolutionize the recruitment industry by harnessing the collective power of its members. By leveraging trust, collaboration, and an extended reach, the network can move the recruitment world toward greater success, growth, and industry-wide transformation.

Ted Lasso, Recruitment Coach

by Veronica Blatt

image of whistle and chalkboard used by a coachToday’s guest blogger is Marcus Ronaldi of Ronaldi Recruiting. Ronaldi Recruiting is a premier executive search firm, dedicated to connecting top talent with leading companies across a wide range of industries and job functions. Marcus has been a member of NPAworldwide since 2011 and currently serves as the Engineering / Operations / Manufacturing Practice Group Leader.

The TV show Ted Lasso offers valuable insights and lessons that a partnership of recruiting firms, like NPAworldwide, can learn and apply to their own organization. If you’re looking for a recruitment coach, here are a few key takeaways:

Embrace Positivity and Empathy: Ted Lasso is known for his unrelenting positivity and empathetic nature. Recruiting firms can benefit from promoting a positive work environment and demonstrating empathy towards both clients and candidates. This approach fosters strong relationships, boosts morale, and ultimately leads to better outcomes.

Focus on Teamwork and Collaboration: The show emphasizes the importance of working together as a team to achieve success. Recruiting firms within the NPAworldwide partnership collaborate and share resources, expertise, and best practices to provide the best possible service to their clients and candidates.

Adaptability and Open-mindedness: Ted Lasso’s willingness to adapt and learn from his new environment is a valuable lesson for recruiting firms. Being open to new ideas and strategies, as well as embracing change, can lead to innovative solutions and better results in the ever-evolving recruitment industry.

Effective Communication: Throughout the show, Ted Lasso showcases the power of clear and open communication. Recruiting firms should strive to maintain transparent communication with clients, candidates, and partner firms to build trust and ensure smooth processes.

Invest in Personal and Professional Growth: Ted Lasso is dedicated to the growth and development of his team members, both on and off the field, a key trait in a recruitment coach. Recruiting firms should prioritize the personal and professional development of their employees, offering opportunities for continuous learning and advancement.

Lead with Authenticity: Ted Lasso’s genuine and authentic leadership style endears him to his team and fosters loyalty. Recruiting firms should promote authentic leadership, building relationships based on trust, respect, and integrity.

Celebrate Success and Learn from Failure: The show demonstrates the importance of celebrating success and learning from setbacks. Recruiting firms should acknowledge and reward their achievements, while also analyzing failures to identify areas for improvement and growth.

By applying these lessons from Ted Lasso, NPAworldwide and its partner firms can create a more positive, collaborative, and successful recruitment experience for all parties involved.

10 Recruiting Tools and Resources

by Liz Carey

two toolboxesThe recruitment process can be tedious and take a lot of time, from cold calling clients to maintaining a pipeline of candidates that you have to stay in constant contact with… the process of hiring can take weeks or even months before a candidate is actually extended an offer and hired. Not to mention, the whole process can be quite costly when you figure in job advertisements, marketing efforts, etc.  Luckily, there are a plethora of recruiting tools available to simplify the process and save you time to focus on finding the right fit.

Here are some recruiting tools and resources recruiters can use to build business: Read the rest of this entry »

A Good Client Is Hard To Find

by Liz Carey

Five stars lined upIt takes a lot of time and filled job orders for a recruiter to develop a good client relationship – as a recruiter, you must produce results, build trust and be dependable for your clients. But a relationship is a two-way street and it takes more than an employer saying “just find me this candidate” and paying you a fee to cultivate a successful business partnership.

The client has a huge role in getting the job order filled as well, and can’t just take the back seat. They must make time to discuss the requirement with you, provide thorough candidate feedback, have an efficient hiring process, and respect the fee structure.

Here are 5 common problems with clients that recruiters face, and how to address them: Read the rest of this entry »

5 questions to ensure that your healthcare coverage is working for your small business!

by Veronica Blatt

Today’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.

Health insurance is a big benefit with a big cost attached to it. The process of picking the plan is pressure packed, frustrating, overwhelming, and confusing. The result for all your troubles: an overpriced plan that you and your employees don’t really understand. Read the rest of this entry »

Recruiter vs. Counteroffer: Win The Battle

by Liz Carey

Pair of black boxing glovesRecruiters know, making a placement isn’t as easy as just matching a candidate’s experience with the required skills of a job. You have to unearth passive candidates that fit all the minutiae your client wants. You then have to make the candidates realize this opportunity is worth leaving their current one for, you have to scrutinize their resume, prep them for interviews, and coordinate all the interviews. Once an offer is made, you can’t breathe a sigh of relief just yet, as you hold your breath that the candidate doesn’t receive or accept a counteroffer from their current employer. Counteroffers are an age-old problem in the recruiting industry, and something that we are seeing more and more of these days in a candidate-friendly market, especially when working with in-demand top talent. It’s up to the recruiter, as part of the whole interview process, to discuss and really dig down and find the truth of what the candidate would do if their company presented a counteroffer to them.

Here’s some suggestions from some of NPAworldwide’s member recruiters on how to handle the counteroffer situation: Read the rest of this entry »

Piquing Passive Candidates’ Interest

by Liz Carey

monkey sculpture with lit lightbulbIn a time where top talent is in demand and candidates are tough to come by, it’s important that recruiters work to really engage candidates.  Good recruiters know it’s not enough to just blast job postings on social media…  candidates will just blow by those like any other automated posting.  There’s much more to recruitment, including finding passive candidates – those that are currently employed and not necessarily looking to change jobs.

So, how do you approach and engage these passive candidates? It’s important to cater your initial contact with a passive candidate to sound both professional and genuine. You want to capture the candidate’s attention, but not in a spammy way. One of the best ways of doing that is with a personalized email. Focus on the candidate: Do your homework – dig into their background and find out their interests, and see if you can work that into your description about what makes the role/your client perfect for them. A simple but personalized message shows that you aren’t just sending out automated responses to everyone on LinkedIn.

Make sure you explain who you are, who you’re with/what you do, and that you’re clear about the role. Sometimes recruiters try to make emails too brief so as to not overwhelm the candidate in the initial outreach, but it’s important you include enough information and detail to be informative and transparent about the role and your mission.

It’s essential to stress the ‘perks’ – after all, the candidate is likely comfortable in his or her current role, so you have to “sell” the reason they should change. Sometimes, it’s not all about the money. Really customize your email or message to draw in their attention with benefits like opportunity for growth, relocation package, or a really unique or flexible work environment/culture. If you notice that the candidate posts a lot of hiking pictures to their Instagram, mention the company’s great location near mountains. If the candidate ‘likes’ a lot of nonprofits or contribute to charities on their Facebook, mention how your client is involved in the community.

Always include a “call to action” of a date and time you’re available to chat – even better, use a free email scheduler like calendly to allow candidates to choose the time that works best for them.

How do you engage passive candidates? What have you found that works or doesn’t work? Do you have a specific template that you use?

The 9 Lives of the Recruitment and Search Industry

by Veronica Blatt

Our guest blogger is Andrew Thoseby of 1st Executive Pty Ltd  in Melbourne, Australia. 1st Executive is a boutique executive search, executive recruitment, interim executive and advisory firm providing custom designed people solutions for clients across a broad spectrum of industries on a local, regional, national and international basis. The firm’s recruiting activities are focused on executive, professional, technical and managerial placement, as well as interim executives for its clients. Andrew is currently a member of the NPAworldwide Board of Directors. Today he discusses some of the changes in the recruitment and search industry that many thought would lead to its demise.

You have all heard the saying, “a cat has nine lives.” In Egyptian mythology cats were considered sacred and believed to have supernatural powers; the number nine was also sacred as it was associated with the sun god Ra.

Having been in this industry for over 20 years and a customer of it for at least 10 years more, it would be easy to think that we have been blessed with supernatural powers given the successful negation of the all-too-frequent portents of our doom. Read the rest of this entry »

How To Do (and Price) A Temp Deal

by Veronica Blatt

Today’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.

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.

Temp deals can put your staffing agency on the fast track for growth, and most importantly, profit. Many business owners assume that temporary staffing success starts with making the hire. However, true success on contract placements starts with knowing how to both execute and price the deal. Read the rest of this entry »

Contract Recruiting to Survive and Thrive

by Liz Carey

Pendulum swinging at observatory

Like a pendulum, when there is a upswing, there must also be a downswing. There has been a lot of talk about an upcoming recession after such a strong economic bounce-back from the pandemic over the last couple years. With a possible recession looming, companies tend to tighten their belts and put hiring freezes in place. The work still needs to be done, and temp or contract workers are a great solution. Flexible hiring like contract recruiting can help circumvent hiring restrictions and help a business survive and thrive.

Some members of our split placement network report that clients are increasingly turning to them for contract recruiting. According to this survey, 16 million temporary workers are hired every year. Read the rest of this entry »

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