Recruiting Resources

Q&A with a Split Placement Network Superstar

by Liz Carey

On one of NPAworldwide’s regional calls this month, one member shared his secrets of success. He has only been in the network 1 year, but has already done 15 splits.

Here’s a quick synopsis on how membership in NPAworldwide has helped grow his business in the last 12 months:

When he started, he was a one-man operation, which is why he joined the network. Having trading partners allows you to focus on marketing and scaling up your business, because you know you have partners to help fill your clients’ roles, he said.

Now, he has 15 recruiters, managers, and 3 full-time marketers who report to a Director of Operations.

He takes full advantage of all the benefits of NPAworldwide membership, including attending last year’s NPAworldwide Annual Global Conference in Fort Worth, TX. He also utilizes an NPAworldwide sponsor for EOR purposes.

All 15 of his firm’s placements in NPAworldwide have been on the exporting side (his firm provides the candidate for a trading partner’s job), which allows him to focus on marketing and developing the client side of his business. It’s also allowed him to expand his portfolio, including an agency that became a new business venture.

Here are a few tips he has shared as to how he has made the network work for him and his business…

When working with a partner, what are your expectations?

My request to partners is that we need to collaborate together to have a smooth transition. Give us some sort of feedback within 48-72 hours. If there’s a delay, it makes it that much more difficult to retain, especially in a candidate-dominated market. Transparency, responsiveness, and smooth transition is they key to success in NPA.

What makes you want to work with a specific partner?

If partners are good at responding, helping with smooth transition when we’re delivering candidates to them. Also, if a partner is giving us good insight as to what they’re really looking for in a candidate. Sometimes it’s difficult to be fully transparent in a job description, so in introductory call, we ask for some insights – sometimes partners are very welcoming and help you set up a ground for success. I like to work with partners who have more attractive payment terms (higher than 20% fees) with short turnaround times. For example, one partner I worked with – the time it took us from starting to work on position and submitting candidates to getting placed and paid, it took less than 30 days.

If you were put in a situation where your business and contacts were taken away, and only had a laptop with internet access and rent for one month, what do you do?

I’m a business-person, and I like to create solutions for different problems. There are tons and tons of business problems out there – You just have to let them know you are there to solve it, and they will pay you for it. It doesn’t really matter if my existing business or contacts were taken away, because I’m always looking for new opportunities and not relying on the old ones.

 


Legal Updates for Recruiters

by Veronica Blatt

NPAworldwide has been in business since 1956. During that time, there have been occasional new laws and regulations that have impacted recruitment, although the last 15-ish years have seemed fairly static in this area. All of a sudden, there are legal updates for recruiters occurring at a frequency that has many practitioners approaching them like Whac-A-Mole. If you’ve not been paying attention to the changing legal landscape, it’s time to start! This is equally true for employers as well as third-party recruitment firms. Read the rest of this entry »


Kick-Start Your Recruitment Desk in 2023!

by Veronica Blatt

Happy New Year! I hope you’ve enjoyed some downtime over the holidays and have come back to your recruitment desk recharged and ready to dive headfirst into 2023. If your motivation is lacking, or you’re struggling with some areas of focus, here are a few ideas to consider:

Revisit Your Website

When is the last time you took a critical look at your website? If it’s more than 3 years ago, it’s time to dig in now. How is your SEO working? Are you effectively using your website as a source of leads? How about blogging to build your email list? More crucially, do you know if your website is accessible to visitors with disabilities? The US Department of Justice recently affirmed that websites are “places of public accommodation” and therefore must comply with the requirements of the Americans with Disabilities Act. Anti-discrimination laws abound in other countries as well. Devote some of your recruitment desk activities to reviewing and correcting website issues to avoid legal action. Read the rest of this entry »


Recruitment Resolutions for 2023

by Liz Carey

As the year is winding down and the new year is approaching, it’s time to start thinking about how you plan to set and reach your recruitment goals next year.

Here are 5 New Year’s Resolutions for Recruiters that can help up your game in 2023: Read the rest of this entry »


I Have This Candidate in My Database

by Veronica Blatt

Today’s guest blogger is Patti Steen with The Pelsten Group located in Seattle, WA. The Pelsten Group is a recruitment firm that focuses on all levels of positions within Healthcare and Medical Device organizations. The majority of their clients are in the Seattle area but they actively support NPAworldwide across the US. Patti is currently serving on the NPAworldwide Board of Directors.

I am guessing many of you have come across a sentence in a contract that goes something like this… No direct hire fee shall be owed if the candidate was recorded in Company’s database or previously known to Company prior to presentment by Agency.  I saw it again last week and was surprised that companies are still trying to take that stance. The crazy part is they generally do not reach out to me with an open role until they have exhausted all their options or do not have enough resources internally to support the recruit. Before they reach out to me, they probably followed a timeline similar to this: Read the rest of this entry »


Recruiters Must Be Chameleons

by Dave Nerz

Many jobs are difficult and so many have increased in difficulty over the past few years. The job of recruitment has become increasingly more difficult due to the pandemic, new laws, and the demographic changes impacting candidate availability. Good recruiters must be able to change their methods, styles, and approaches with every new law, market condition, or economic shift. They need to be chameleons, shifting to suit the environment “du jour.” Read the rest of this entry »


Cost Savings Tips for Recruitment Firms

by Veronica Blatt

As the end of a calendar year quickly approaches, many small businesses are reviewing budgets and expenses for the new year. Between inflation and economic uncertainty, recruitment firms are wise to review all of their spending to see where some easy savings might be realized. Our president Dave Nerz likes to say, “You can’t save your way to prosperity” … but it’s still smart to manage what you can. Here are some cost-savings tips to consider:

Subscriptions

Review everything you currently purchase on a subscription basis. Not using something at all anymore? Drop it. Using it less than anticipated? See if you can purchase a less-expensive option. Review monthly versus annual payment options. Make sure you aren’t doubling up on subscriptions, especially among remote staff. If someone is purchasing a service that allows more than one person to use it, make sure those extra “spots” are being filled as opposed to purchasing multiple subscriptions. It seems like virtually all recruitment firms are paying for LinkedIn – can you cut back to a less expensive version and augment that with a smaller spend on a platform like Shortlyst? A service like AppSumo can help you find great deals on software and apps at better pricing, often on a lifetime basis. Read the rest of this entry »


In Recruiting, MPCs are the MVPs

by Liz Carey

As a recruiter, are you putting your best foot forward by marketing and sharing your Most Placeable Candidate(s)?

From Wikipedia, the free encyclopedia:

Most placeable candidate (MPC) is a term used by the recruiting industry to describe a candidate that the recruiter is willing to represent into a market because the recruiter believes they can place the candidate with a company.

So, are you sharing your MPC’s? Or are you sharing candidates you just happen across in your daily searching?

Read the rest of this entry »


The 10 Most Important Recruitment Metrics

by Veronica Blatt

Today’s guest blogger is Katie Mouton from Oorwin, a leading SaaS-based platform for AI-Driven Talent Acquisition & Management and Recruiter Productivity & Effectiveness. Oorwin’s platform is used to manage your entire Talent Intelligence lifecycle. In this post, Katie discusses the most important recruitment metrics for your business.

Recruitment metrics play a vital role in the continuous improvement of your hiring functions and measures success with razor-sharp accuracy. They are a set of measurements that track and evaluate hiring success and optimize your recruitment process using information-driven insights to guide you. Read the rest of this entry »


Write Better Job Postings to Attract Better Candidates

by Veronica Blatt

It’s no secret that employers and recruiters alike struggle to get the right job seekers to convert to applicants. One big problem is not understanding the difference between job descriptions and job postings (or job advertisements). A job description is an internal document, often full of legalese, and intended to help an employer define compensation, hiring processes, disciplinary procedures and more. A job posting, on the other hand, is a marketing document. It’s an advertisement. While some of the information will be the same in each document, and the terms may be used interchangeably, it’s really important that you don’t *use* the documents interchangeably. Learning how to write better job postings will help you attract (and convert!) the right job seekers for your opportunity. Read the rest of this entry »