Recruiting Resources

The 7 Deadly Credit Mistakes

by Veronica Blatt

Today’s guest blogger is Wilson Cole. He is the CEO of and Adams, Evens & Ross, the nation’s largest credit and collection agency designed exclusively for the staffing and recruiting industry. In 2008 he was inducted into INC Magazine’s, “INC 500” for being the CEO of Adams, Evens & Ross, the 307th fastest-growing privately held company in America. Adams, Evens, & Ross has helped more than 3,000 staffing and recruiting firms recover more than $1 billion in past-due debt and is an NPAworldwide Endorsed Program. Below are his thoughts on the top credit mistakes that recruitment and staffing firms make.

Any time you or your business extends credit you run the risk of some or all of the funds will not be repaid. On the other hand, choosing to not extend credit at all may forsake tens of thousands of dollars of business revenue for fear of potentially losing a couple of thousand dollars in credited funds. Proper credit management is the art of effectively balancing this risk. A credit manager must neither be afraid of risk nor focus too much on loss. Read the rest of this entry »

How to Sell an Opportunity That’s Not Particularly Enticing

by Liz Carey

Some job orders on a recruiter’s desk are easy sells – the ones for companies that offer generous packages and great working environments with on-site gyms, or roles in locations that are hotbeds for that industry, or clients who hold spots on “Best Places to Work” lists. Then… then there are the other orders – positions in rural areas, roles at companies that aren’t so “sexy,” jobs that require long hours or lots of travel, etc.

How do you post the job order or present it to a candidate when you don’t have a great first line like: “Work for a booming startup in the heart of Manhattan; this client offers great perks like a company vehicle and generous PTO policy…”?

Of course, you have to be honest… you can’t tell a candidate that your client offers something that is totally false. But there is always a way to spin a negative into a positive (for example, rural areas can be lauded for their low cost-of-living, and long hours might be the first steps in a company with a road to advancement). You need to be up-front about any drawbacks regarding the role — 1) to prevent a potential fall-off, because 2) the candidate will eventually find out anyway, and you will likely ruin the relationship with them because they won’t trust you anymore.

Here’s some tips on selling your “less-than-perfect” job orders:

  • Emotion is always number 1. While fat paychecks and great benefits are always a plus, candidates want to work for a company they align with and feel connected to. What is at the core of the organization’s mission and value of its work?
  • It’s easier to sell jobs at big companies who are leaders in their field. If your client is a smaller business/organization, stress to your candidate that its employees may have more opportunity for advancement, or they may have more “say” in decision-making, etc. Big fish, smaller pond.
  • Not located in a major city or desirable location? Stress the company culture – a strong culture reduces turnover, improves employee productivity and satisfaction, and is linked to greater profits.
  • What if the candidate thinks they could get a bigger salary from the same role elsewhere? Explain that your client is in a location with a low cost of living, low taxes, low crime rates, high quality of schools, etc. Do some research on the area and present this to your candidate – they may prefer small-town life, and realize that it all equals out – a higher salary elsewhere will also come with a higher cost of living.
  • If the workplace itself is difficult — long hours or problematic leadership — point out the room for opportunity. Without challenge, there is no change. Working in a challenging environment can build skills, and can create more opportunities in the long run.

As a recruiter, you must be honest and point out your client’s challenges and shortcomings, but also do some research to emphasize the overall opportunity for the candidate.


Top Recruitment Blogs of 2019

by Veronica Blatt

top recruitment blogsIt’s a holiday week in both Canada and the USA, so we’re only posting once and giving you a chance to catch up on your reading if you are among the many people away from the office. In case you missed them the first time around, here are our top recruitment blogs of the year to date:

Three Reasons Why You’re Not Getting Interviews: How to Create an ATS-Friendly Resume Automation has made it more difficult for job seekers’ resumes to be seen by the proper hiring authorities. Applicant tracking systems (ATS) “read” resumes looking for keywords. If your resume doesn’t include the right words and the right formatting for machine-reading, it’s very possible you’ll be overlooked. This post includes tips for how to create a resume that will be “seen” and hopefully lead to more interviews! Read the rest of this entry »

Placing candidates abroad should be relevant for your business!

by Veronica Blatt

Today’s guest blogger is Mike Phillips from Its International, offering support and advice for contractors overseas and the recruiters who place them. Learn why international recruitment is an opportunity you should not avoid.

Too few recruitment SSE’s (Small-Size Enterprises employing less than 50 people) place or even think about placing outside their home countries.

‘International Business’ rarely surfaces during in-house meetings. Even after 20 years’ solid experience guiding recruiters of all sizes through their journeys into foreign markets, I remain disappointed but not really surprised most SSE’s still consider ‘making international placements’ a business which is only accessible by other recruiters. Read the rest of this entry »

Goodnight Recruiters

by Liz Carey

As a member engagement specialist with NPAworldwide, I spend my days talking to recruiters about their jobs, their candidates, and connecting them to other NPA members who may be able to help them with their reqs. After I clock out, it doesn’t mean work is over… I have a 2.5 year old son. Currently, his favorite book is the classic Goodnight Moon. I’ve read it so many times, that I thought it would be fun to re-write it as an ode to recruiters everywhere. Read the rest of this entry »

4 Ways to Stay Ahead Of Competition in the Recruiting Game

by Liz Carey

It’s hockey playoff time, and it got me thinking about how hockey can draw comparisons to the recruiting world.

In a huge upset, the record-setting Tampa Bay Lightning (who were the best team all season) were eliminated from the Stanley Cup playoffs in the first round. How did they fail to win a single playoff game and get swept by the eighth-seeded Columbus Blue Jackets?

Easy, they were too good. When you are used to dominating, you can end up taking it for granted, and it becomes almost expected. That’s when you let your guard down and become vulnerable.

Similarly in recruiting, it’s not always the best man that wins. You might have a longstanding relationship with a client, but suddenly get undercut by a competitor and lose that business.

Just because something has been working for you for a long time, doesn’t mean you shouldn’t constantly be trying to grow, progress and learn. If you put yourself on cruise control, you’re going to get edged out by someone battling for your business.

Here’s 4 ways to stay ahead of the competition in the recruiting game:

1. Constantly grow your network:

  • Identify one new resource for finding candidates. Ask your candidates where they go when they are seeking a new opportunity. Get recommendations on trade publications and blogs they read and join in the discussion. Join professional associations in your candidates’ niche. Ramp up networking efforts on social media sites like LinkedIn. Implement a candidate referral program. Attracting candidates that your clients can’t find on their own through job board ads or website postings will ensure that you’re a resource that they can’t eliminate.

2. Be aware of competition:

  • Whether it’s other recruiters or your client’s internal recruiters, know who your competitors are and what they are up to. Check their websites, social media and job postings. Knowing what they offer will help you understand your offerings and where you can differentiate yourself. For example, you could offer your candidates resume writing, coaching, or interview prep.

3. Promote your brand and be visible:

  • Even if you are a longstanding firm, it’s important to stay on top of marketing. Stay active on social media and within industry-related groups. Engage in discussions in groups and forums related to your industry. Attend job fairs, networking events, and industry conferences. Hand out your business card.

4. Stay up-to-date on trends:

  • Clients and candidates may find benefit in new advances in technology, whether it’s mobile apps, live and editable documents with real-time updates on job postings and candidates, or video interviewing. Operating more efficiently and flexibly with automated and mobile solutions will make your firm stand out to clients and candidates.

How do you stay competitive in the cut-throat world of recruiting?

Recruiter Relationships Are Still Critical

by Veronica Blatt

Our guest blogger is Pam Robison of J. Gifford Inc. in Tulsa, Oklahoma. J. Gifford Inc. is a small, quality conscious firm providing highly individualized recruiting services to clients on a local, regional, national and international basis. The firm’s recruiting activities are focused on professional, technical and managerial placement, as well as contractor and international staffing for clients. Pam is the Director of the US Midwest Region for the NPAworldwide Board of Directors. Today, Pam discusses the importance of strong recruiter relationships.

I’ve been a professional recruiter for about 15 years now. My how the landscape has changed over the years! Technology is king. Today’s recruiting is currently being defined by the strongest candidate driven market I’ve ever seen. Here in the USA there is an extreme shortage of talent. Read the rest of this entry »

Email Marketing for Recruitment

by Veronica Blatt

There are plenty of articles floating around the interwebs proclaiming that email is dead. I disagree. Email is still a powerful tool and effective when marketing for recruitment. It’s important to stay on top of the latest trends and best practices. Here are a few pointers if you haven’t reviewed your process recently. Read the rest of this entry »

Leveraging Recruiting Network Partnerships

by Liz Carey

One of NPAworldwide’s most successful members recently hosted a topical call on leveraging recruiting networks.

Despite only being a member of NPAworldwide for less than 3 years, he has done 26 splits with 22 different affiliates in 4 countries over 3 continents. He’s helped affiliates earn a total of $361,772.  This year, NPAworldwide has accounted for 100% of his business. So what makes some recruiters more successful within a recruiting network than others?

Here are a few of his ‘best principles’ that keep him inspired and drive his success: Read the rest of this entry »

Use Your Phone More – It’s a Great Recruitment Tool!

by Veronica Blatt

image of business telephoneWe had some terrific speakers at our recent Global Conference in Long Beach, California. Scott Wintrip, Mark Tortorici, and Jenifer Lambert all delivered top-notch tips and advice and were well-received by our members. I walked away with several “a-ha” moments from each speaker, but something Jenifer said really spoke to me. Jenifer is the chief revenue officer for TERRA Staffing Group, a large organization in the US Pacific Northwest. I value her perspective as a speaker because she is running a successful recruitment/staffing firm every day, including hiring, training and managing staff. Jenifer stressed the importance of using the right recruitment tool at the right point in the process, particular as it relates to communication. Her advice about which medium to use, and when: Read the rest of this entry »