Recruiting Resources

Having Recruiting Tools Does Not Make You a Recruiter

by Liz Carey

Thanksgiving is this week in the United States. Due to travel restrictions related to Covid-19, a lot of people aren’t traveling to relatives’ houses for dinner, instead opting to stay home and do it themselves.  So this past weekend, I took inventory – I have a roasting pan, a turkey baster,  a thermometer, twine, a carving board, a knife… I’m all set, right? Then I realized… I have no idea how to cook a turkey.

In recruiting (just as in the kitchen), having the tools doesn’t make you a recruiter (or chef). Just because you have LinkedIn Recruiter doesn’t mean you will be sourcing guru. Just because you throw a couple jobs on a job board doesn’t mean you’ll have a 100% fill rate.

Quality recruiters know that it’s good to have tools in your toolbelt, but you need to know how to use them, and also to not rely on them solely. Focus on establishing a connection, and building trust and respect. It sounds simple, but its what successful recruiters know – recruiting is a relationships business.

So sure, use LinkedIn or Facebook or Twitter to connect with a candidate, but it comes down to picking up the phone and having a real conversation with that candidate to truly connect. They may receive dozens of emails or texts from recruiters per week, mostly using templates or reading from a script.  Stand out by making a genuine connection and showing interest in their needs and wants. Developing rapport and having a conversation about their motivation and goals will also help prevent any disconnect or miscommunication along the way. If they tell you along they way that they want to work for a startup, you know not to pitch them to Google or Amazon. When your relationship with a candidate is solely via email or InMail, you might get these nuggets of info.

Same goes for business development with clients… how many emails and InMail’s do you think they receive. Rather than being one of the many recruiters begging for a role, use your toolbelt to look up the key decision makers at your target companies, and then call them up for a conversation. Ask them where they are having difficulties and offer suggestions. Tell them about your Most Placeable Candidate and how that person could make a positive impact on their team. It needs to be a back-and-forth conversation, not a sales pitch.

Get in the mindset of making a connection, rather than exhausting all your tools. Making and fostering relationships is how you find qualified people and make placements. LinkedIn, Indeed, Facebook, etc. are means to an end – but the end is the relationship.


Is A Recruiting Franchise or Network Right for Me?

by Sarah Freiburger

During the course of the pandemic, I have had the pleasure of speaking with many corporate recruiters who are using this time to consider going out on their own and beginning an agency. Many have been part of a downsizing, and many have just had more time to finally consider the career change they have been plotting for some time and make sure they execute it well. Owning a recruitment firm can be a lucrative and rewarding career; it’s attractive to many former HR and corporate recruiters, and also those high-producing third-party recruiters who have no equity in their current employment situation.

While owning your own business has many options when first starting out, two of the more common models for starting a recruiting business are purchasing a recruiting franchise, or going it alone with the help of a recruiting network. One offers more upfront at a higher price, and one promises less upfront, but allows you to keep more individuality. Here are some points to consider with both: 

  1. Recruiting Franchise Model
  • High start-up costs – purchasing a franchise can cost more than US$50,000
  • Franchise fees   – a portion (5% or more) of gross REVENUES paid each month is a low average.
  • Varying levels of individual branding as a business owner, most will require branding to reflect the name of the franchise.
  • Purchasing a business process and corporate marketing/branding that has a track record of success but must be followed exactly.
  • Software – usually have to purchase and use corporate-mandated system
  • Training that starts at the ground level for beginners in the space

2. Recruitment Network Model

  • Low start-up costs – you can start your business from your home with a phone and computer and choose your own tools as you see fit.
  • Recruiting networks can charge monthly dues, brokerage or commission on placements, or be free depending on what they offer.
  • Total autonomy as a business owner to brand and build your business model as you see fit. 
  • Time investment required on establishing yourself in an existing network to develop trust with business partners and connections.
  • Software – most often you are free to choose your own based on what works best for your needs with recommendations on best choices or group discount pricing. 
  • Guidelines and best practices – A recruiting network will offer guidelines and best practices as opposed to a specific business model, with a community of peers to learn from
  • Industry advancement training. Networks are geared to enhance the experienced recruiter’s knowledge and staying abreast of industry trends.

Purchasing a recruiting franchise can be a great option for those with a lot of up-front cash who want to follow a corporate model with lots of training. For those with a more entrepreneurial style, an independent business combined with membership in an established recruiting network can offer more freedom and flexibility. Both choices can be successful; the key is to find the one that best fits your needs.

 


Marketing MPCs for Business Development

by Liz Carey

Because of the present state of the economy due to the Covid-19 pandemic, where many clients are not actively hiring or seeking new employees, many recruiters feel as though they can’t do much regarding business development.  But experienced recruiters know that just because clients don’t have a specific search for you, or they are on a hiring freeze, doesn’t mean it’s time to stop marketing.

This is where an MPC presentation can help, which is calling up a potential or existing client and telling them about a “Most Placeable Candidate” – someone you know would succeed and have a great impact on your client.

Clients don’t want to lose out on difference-makers who can make an immediate, positive impact on their team. And they especially don’t want their competitors to get that top talent.

Marketing MPCs is not a new process, and is very effective not only in an economic downturn, but anytime. By marketing a very strong candidate, it can “kick down the door” and allow you to engage with and develop a relationship with the key decision makers in the company.

This isn’t for any old candidate… this is for a candidate with a “Wow” factor.  The MPC typically:

  • Has a highly desired skill set and a track record of proven success
  • May address diversity issues in companies
  • Is marketable – realistic about their wants, open to looking and relocating, etc.
  • Is ready to interview and reference-checked
  • Is currently employed and not already passing their CV around to other recruiters/companies

Then, when you market an MPC, you have to make a presentation call… never just an email. You can utilize a tool like Lusha to find the contact info for the key decision makers and senior executives. When you present the candidate, don’t tell them who it is. For example, you can use the line “we’re working with an individual who is currently a sales director within one of your direct competitors” — that line alone will get their attention. Then give them a few bullet points about the candidate, utilizing the FAB (Features, Achievement, Benefit) approach to let them know how this candidate would help their team.

If you catch their attention and them interested, talk through with the senior executive what challenges they have in the business now, and where have they struggled to find skills and people. When you finish the call, you want that contact to remember you and call you in the future. Follow-up with an email with a bit more information about the MPC if there was interest… that way, they have your contact info.

However, in order to be successful in marketing MPCs, you must also gain the candidate’s trust. You need to build a great relationship with that candidate so they trust you to introduce them to clients and keep their search discreet. You don’t want to throw a candidate’s name around and alert the whole market that they are looking. You want to first ensure there is interest from the company before disclosing who your MPC is.

You need to know what the candidate is looking for – learn about what they desire in a company, and if there are any companies they want to avoid. If they only want to work for small start-ups, you don’t want to be marketing them to the Googles of the world. Once you know what the candidate is looking for, you must select the right companies to target and contact.

Even if you don’t place that specific candidate with the company, clients are sure to be impressed with the caliber of candidate you work with, thus increasing your credibility, which may help you secure a search assignment in the future.


The 4 A’s of Talent Acquisition

by Veronica Blatt

recruitment and talent acquisition imageToday’s guest blogger is Jim Lyons, JD, CPC of LHI Executive Search in the New York City area. LHI is an investigative executive search & research outsourcing firm covering the information technology, capital markets, private equity/venture capital, digital & social media, mobile, cloud, big data, and legal business sectors. Jim has been an NPAworldwide member since 2012 and is currently serving as the secretary/treasurer of the Board of Directors. Below are some talent acquisition questions to help your clients determine whether an opening is likely to be filled.

On a recent project with an NPAworldwide partner, I got an idea for a new client development tool. I’ve developed an assessment, along with case studies, that helps hiring managers think critically about the jobs they need to fill. Specifically, The 4A’s of Talent Acquisition is a simple assessment tool focused on the one question hiring managers must consider when bringing a job to market: How long will it likely take to fill this job? Read the rest of this entry »


Resources for Recruiting & Business Development

by Liz Carey

Members of our recruitment network have been sharing tips with each other about recruiting strategies during COVID, but the content applies anytime, not just during a pandemic. On a recent NPAworldwide regional call, members discussed an article about building client relationships as well as their own methods of business development they have found success with.

Here are some tools and resources recruiters can use to build business:

  • Crunchbase – gives access to information on companies and funding and you can use it to identify potential clients in growth mode.
  • Search Layoff directories, or subscribe to a layoff alert page, to keep abreast of people who have been laid off and companies that have laid off.  After all, those companies will likely need to hire back.
  • Take advantage of the tools you have and spend money on. Sometimes we get so caught up in advanced sourcing methods, and forget to do the simple things that can yield quick results. For example…
  • Set up alerts on LinkedIn for when a company posts a new job – you can do this with prospects, past clients, etc.
  • LinkedIn’s #readytowork and #opentowork hashtags, and the #OpenToWork photo frame, can be used so you know who is open to new opportunities – help connect them! LinkedIn has also added a new “Offer Help” option on posts, to enable members to share with their networks that they’re open to providing assistance.
  • Join a Resume Review Facebook group , which helps jobseekers with free resume reviews, and gives you the opportunity to give back and build relationships by being a mentor/reviewer.
  • Utilize Reddit – the news/discussion website that has niche communities devoted to recruiting (https://www.reddit.com/r/recruiting/ or https://www.reddit.com/r/Recruitment/). This is a great way to pick the brains of other recruiters and ask questions or get advice.
  • Bret Feig’s start.me page has a huge catalog of resources including trainings, resume groups, layoff lists, hiring lists, and more.
  • Look local – join your local Chamber of Commerce or business organizations to expand your network, and look through real estate transactions to see what companies are leasing out, to find companies that are growing.

No matter what tools or platform you use, it’s important that your communication and reach-outs are effective. Here are tips from our members on how to build good relationships:

  • Whether you’re dealing with a client/company, or candidates, or a trading partner, communication is so important. Stay in touch – even if it’s not about business… just saying ‘how are you, how are you coming with things’ etc., or send them a newsletter / relevant articles.
  • Double check with clients what they expect to happen next year.
  • Keep in touch with candidates – anyone who gets a new job, press them to find out who the hiring person is in this area, that area, etc.
  • There is no substitute for getting on the phone and telling potential clients and candidates who you are. They are getting bombarded with emails and inMail, so if you can get them on the phone and build up credibility in the first 30 seconds, you’re in.

What business development and client relationship development strategies work for you?


Preparing for the Post COVID-19 Infrastructure Spending Boom

by Veronica Blatt

image of cash flow chartToday’s guest blogger is HirePay, a technology platform that solves cash flow issues associated with the hiring process. The company was founded to help businesses hire better people by enabling them to use professional recruiters, or top consultants and pay their invoices in 4 easy monthly installments (HirePay pays in full within 24 hours). HirePay also advances funds for contract work and labour hire. HirePay’s solutions have turned financing for hiring from a painful process into an easy one that’s completed and approved in minutes and a win-win for all parties.

As sure as night follows day, an infrastructure spending boom will follow COVID-19.

Why? Past experience tells us that there is no better, faster or more effective way for the Government (federal, state and local) to inject cash, jobs and spending stimulus into the Australian economy.

There can be no doubt that the planning for this stimulatory infrastructure spending is already underway. The resultant projects will be rolled out as soon as it is practical and safe to do so.

The Problem

The above scenario poses a number of challenges for Contract Labour Hire firms, as follows:

  1. The current contraction in major project activity will make it difficult to maintain an adequate pool of workers to respond to a sudden increase in demand
  2. Tightened funding availability and an associated increase in red-tape and approval delays will make it hard to respond quickly to new opportunities as they arise
  3. As the current slow-down bites into the cash reserves of Contract Labour Hire firms, capacity to fund the gap between 75% of invoice value (covered by traditional finance providers) and receipt of full payment 30 – 60 days later, reduces capacity to take on new projects

Unless the above issues are addressed quickly, many will miss out on the benefits that will flow from the forecasted infrastructure spending boom.

The Solutions

HirePay is the only available solution that addresses these problems by paying 100% of your contract labour hire invoices in 24 hours. Key benefits include:

  • 100% Funding – Unlike factoring, which typically leaves you needing to fund 25% of invoice value for 30 – 60 days, HirePay will advance 100% of total invoice value in 24 hours, leaving you free to pursue the next contract.
  • Affordable – You will be charged a single upfront fee of 1.5% (14 days) or 3% (30 days) whilst the debt is outstanding. No hidden fees. No surprises.
  • Easy – Your HirePay application will take 2 minutes to complete, and will be assessed and approved online in just seconds.
  • Accessible – Our credit providers have confirmed ongoing availability of funding for HirePay. No extra red tape. No delays.
  • Flexible – With HirePay, there are no lock-in contracts. If your business circumstances change, you can terminate your HirePay contract at any time. Without penalty.

This leaves you with just one problem: maintaining your talent pool during the slow-down.

Next Steps

Whilst you are figuring out how to maintain your talent pool, we suggest you contact us to put the funding you need in place now. Call us before the infrastructure spending boom hits and you are left standing in the starting gates.


On the Move … with Temp and Contract Placements

by Veronica Blatt

Today’s blogger is Judy Collins with Evergreen Contract Resources, which becomes the employer of record  with complete back office services.  Judy helps recruiters start and expand their temp and contract placements throughout the US. Evergreen Contract Resources is an NPAworldwide Endorsed Program.

We are witnessing a growing shift in the labor market, largely brought about by the response of the marketplace to the Covid-19 virus. Where and how people work and where they live are key issues driving a migration from large metro areas. Having been exposed to the benefits of remote work, whether due to social distancing requirements or by choice, many workers are relocating away from the large cities and heading to the suburbs, rural areas, and smaller towns. Collateral benefits of this migration often include improved quality of life, lower taxes, better schools, and a less stressful existence. This fluid situation requires the staffing industry to be flexible in how we adapt to these changes. Read the rest of this entry »


Fee Agreements: You’re Worth it Even in Uncertain Times

by Veronica Blatt

Our guest blogger is Roman Duty of Recruiting Services International / RSI in Rushville, Indiana. RSI is a boutique executive search firm that is celebrating 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.

As recessions go, this is my first time recruiting in one because I began recruiting full time in 2012. There are many of you who have navigated recession-era challenges multiple times and I commend you for it. Even though we are entering into a period of uncertainty due to COVID-19 (the likes of which no living recruiter has experienced), I was still surprised at the number of recruiting firms whose fee agreements did them a disservice even during times of uninterrupted economic growth. Fee agreements with money-back guarantees or large replacement periods (more than 6 months) are incredibly one-sided in favor of the client, don’t allow flexibility, and can hurt cash flow. Read the rest of this entry »


5 Favorite Recruitment News Sources

by Veronica Blatt

business section recruitment newsI like to keep abreast of news and trends impacting the recruitment industry, particularly in a rapidly changing environment. Today I want to share some of my favorite recruitment news sources with you, in no particular order: Read the rest of this entry »


Are Contract Placements for Me?

by Liz Carey

Despite a volatile economy and many companies putting job orders on hold, some members of our split placement network are reporting that their clients are increasingly asking for contract workers.

Contract placements continue to be a source of growing revenue for many NPAworldwide members who are looking for dependable residual income. Even if your firm doesn’t have a dedicated temp/contract division, you can still fill contract roles. At first glace, you might think the smaller fees are not worth it, compared to a hefty fee on a permanent placement’s yearly salary, but monthly fees for a contract worker can quickly add up, and adds to your bottom line.

Clients have come to rely on recruiters to provide top quality temp/contract candidates that meet their specific needs within a specified time limit – whether due to a merger, a project, or maternity leave. If they really like your candidate, a contract role can also lead to a permanent placement in the long run.

Contract roles are a win-win-win for clients, candidates and recruiters. For your clients, contract staffing is cost-effective: they can eliminate many salary and benefits expenses and do not create a long-term financial commitment. For recruiters, and can also be cost-effective in terms of the amount of time spent on a hire, as the hiring process for contract employees is typically a lot quicker than permanent / direct hires. For candidates, there is often less competition, a higher rate of pay for skilled workers, and flexibility in terms of time off, hours worked, and duties performed.

And contract hiring isn’t just a workaround for full-time hiring freezes due to a down economy because of the pandemic. Contract staffing can help with rapid growth or expansion, or help with large projects or seasonal needs.

Recruiters who want to get into contracting often ask two things:

  1. How would I handle payroll, onboarding, background checks, etc.? – There are third-party organizations out there that provide back-office support and/or can be your Employer of Record. NPAworldwide has several industry partners, such as Evergreen Contract Resources and People 2.0, that can help so you aren’t burdened by back office demands.
  2. How can I get contracting job orders? The best place to start is to simply ask your current direct hire clients if they have contractor needs or a deadline/special project that needs to be completed. Ask if they have a hiring freeze that is prohibiting them from hiring someone. There is always work that needs to be done, and you can offer them a solution because contractors often come from a separate budget, so you can workaround that hiring freeze.

Working contract job orders doesn’t need to be complicated, and in today’s climate, it can provide you with a stable residual income. The return on a small investment of time and energy can be huge.