Recruiting Resources

Time to Fill Your Pipeline

by Liz Carey

Prior to the pandemic, recruiters focused on building a pipeline of talent, so that when their clients handed over a job req, they had candidates at the ready. Despite a completely different labor landscape than we’ve ever seen in the past, this recruiting tactic is still practical. Even if all hiring is on hold, recruiters should continually grow their talent database (or pipeline)… that way, you won’t have to start anew when things do open up. When this pandemic is over and the economy rebounds, those roles that were put on hold will open back up and employers will be overwhelmed with applications. You want to be one step ahead of the game and have that top talent ready to present to them.

When COVID-19 happened, a lot of jobs were suddenly put on hold or cancelled altogether. The pandemic and economic collapse resulted in record-high unemployment, so for those passive candidates who were keeping an eye out for other opportunities, many have made the choice to stay where they are — feeling lucky to even have a job. So with top talent reluctant to leave their current roles, what is a recruiter to do?

To continue building your pipeline, even in times of economic uncertainty, it’s important to continue to foster relationships with current employees, former employees, past applications, and runner-up/silver medalists — those candidates who were interviewed or considered for a role, but ultimately weren’t selected. Keep in touch with these candidates and ask questions to stay abreast of what’s going on in their lives — maybe they don’t like their current job, or were recently laid off, or want to relocate due to family.  Even if they are happy where they are or are hesitant to make a move now, they might have a referral — the next hire you’re looking for.  Additionally, be proactive and keep your eyes and ears open on rivals’ employees. Court the competition and reach out – ask them if they are content/satisfied with their work, and build a relationship from there.

Just because the market isn’t uber-competitive right now doesn’t mean it’s not the time to fill your pipeline. It’s always the time to network and keep your eyes open for potential top talent. When your client is ready to pull the trigger on hiring, you’ll be ready with talent at the ready.


Navigating Remote Talent Acquisition

by Sarah Freiburger

It is no secret that in past years recruitment technology trends were changing how traditional HR processes were being conducted. Prior to the pandemic however, they were primarily a way to enable the final decisions in hiring rather than being the only way to decide.

While employers need to understand especially now in an ever-tightening market retention is key, adoption of technology is essential not only for current companies navigating a work from home landscape, but a hiring from home landscape also has entered the scene.

Andre Belmonte, VP of Sales at Gray Peak Hire recently discussed the following 6 emerging trends to be on top of and consider how you are utilizing in your company or as a recruiter helping your clients navigate. Regarding companies using emergency technology:

  1. They are leveraging big data to implement evidence-based talent acquisition, retention, and performance measuring that improves decision-making and the development of success metrics.
  2. The development of mobile apps that increase access to company resources anytime and from anywhere an internet access point is available. This is a crucial millennial demographic demand for both schedule flexibility and WFH communication connectivity.
  3. The technology to connect via social media to both employees and the global talent pool is a critical tool to have in the HR toolbox. From the talent acquisition point of view, it exposes the company to a much larger talent pool that is also a driver for developing remote working policies.
  4. Connectivity and communication using cloud and SaaS technology is a foundational cornerstone for any company in modern times. It allows employees a means to do work from anywhere, anytime, and enables WFH capability. For talent acquisition, it will enable HR to develop recruitment programs that leverage the critical corporate competitive advantages to acquire frontline talent.
  5. Technology advantages are also gained by potential employees that bring their knowledge of tech to bear in configuring a WFH tech stack that works for both the company and the WFH employee. In addition to the tech advantages, it also provides the company with a cost-effective means to hire new people.
  6. Wearable technology is both a blessing and a curse, but an inevitable requirement for companies to pay attention to. In 2020, the number of wearables that will enter the modern work environment, WFH, or office, will grow to seventy million. This tech comes with security risks and well as communication advantages. The proper protocols will have to be put in place to protect the integrity of company computer resources.

All of this changing landscape has forced recruiters to adapt as well. What challenges are you facing recruiting new talent?

Maintaining Fee Integrity During a Downturn

by Veronica Blatt

When I’m not wearing my marketing/communications hat for NPAworldwide, I’m hard at work planning and executing our in-person meetings around the world. There is an interesting parallel between hotels and recruiters as it pertains to room rates and fee integrity. Hotel room pricing is very much subject to the laws of supply and demand. When supply is low and demand is high, hotel rooms become more expensive. Conversely, when supply is high while demand is low, hotel rooms typically become more affordable. However, a few economic downturns ago, hotel rooms got MUCH more affordable – hotels offered fire-sale rates in a desperate attempt to fill rooms and bring in lucrative meetings business. Read the rest of this entry »

Marketing Activities for Recruiters

by Veronica Blatt

digital propertyMany recruiters are wondering what they can DO right now while placement activity is slow-to-nonexistent. You may be wondering whether it’s OK to make sales calls or ask your clients about their hiring plans. Some recruiters are working to offer outplacement assistance or resume coaching to candidates. I would like suggest there are valuable marketing activities that you can be doing, especially since some (most?) of these tend to get pushed to the bottom of your priority list in better times. Read the rest of this entry »

Don’t Panic … 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 temporary and contract placements throughout the US. Evergreen Contract Resources is an NPAworldwide Endorsed Program.

Natural, and man-made, disasters can strike at any time. We know from the Boy Scouts’ motto that we should “Be Prepared.” The current crisis brought about by the COVID-19 virus demonstrates the wisdom of this advice. Sadly, we now realize that our preparedness for this biological disaster was lacking and we find ourselves in reaction mode, struggling to keep our businesses and daily lives going in the face of ever-mounting upsets and challenges. We must stay calm and carry on.

Businesses will strive to operate in the face of these challenges. With revenues down they will face serious cash flow problems and the very survival of many businesses may be jeopardized. Cost cutting is likely to be brutal. Ramifications of the expected paring down may include reduction in direct hire staff through layoffs, furloughs, or perhaps a sharp reduction in hours worked. Where possible many workers may be asked to work from home to help maintain the “social distancing” mandated by health authorities.

Don’t Panic. Americans are fighters! We can expect our business owners and entrepreneurs to use their ingenuity to stay in business if humanly possible. And people want and need to work. To reduce their costs and minimize their risks many businesses may re-hire laid off workers on a contract basis until the economy fully recovers. Use of contract workers will allow businesses to adjust quickly to the present situation. Overall labor costs and benefits burdens can be reduced and the risk of maintaining direct hire staff in the face of uncertainty minimized. This has serious implications for the recruiting industry’s direct hire placement fees and may lead to a significant spike in the use of contract workers.

What to do? As a recruiter, you can be prepared for the scenario which is likely unfolding before our very eyes. You can respond in a manner that ensures continuity of service to your clients in the face of calamity. Letting your clients know that you have a thought-out means of helping them ride out or recover from the present situation will increase their confidence in your ability to serve their needs. Partnering with a back-office provider can equip you with the ability to fill your client’s labor needs with contract workers. Get set up now so that you can move swiftly and stay ahead of the crowd. As the economy improves and confidence rises, these contract workers may possibly be hired direct, in which case you can earn a conversion fee.

Prepare yourself now by having an agreement in place which includes temp and contract as well as temp-to-hire options as a supplement to your direct hire offerings. With a back-office provider such as Evergreen, you can be ready to provide these services immediately…if you are set up in advance.

We are here to help the nation weather this crisis. Call Evergreen Contract Resources today and we will set you up. No cost. No obligation. Use us when you need us, so you DON’T PANIC…WITH TEMP AND CONTRACT PLACEMENTS!

Recruiters, Now’s the Time to Innovate

by Liz Carey

With Covid-19 shuttering the doors of retailers and restaurants alike, many businesses are thriving by thinking outside the box – sit-down restaurants have shifted to carryout service, grocery markets and butchers are now offering home delivery, salons are selling do-it-yourself dye kits, breweries are now manufacturing hand sanitizer, and apparel companies have shifted operations to make masks.

As a recruitment firm, you have likely been affected as well. Maybe your clients have shifted to Zoom video interviews, rather than bringing candidates in. Or, they may have slowed the hiring process or stopped it altogether. This means that, like the businesses mentioned earlier, you might want to start thinking creatively as well.

During an economic downturn or period of turmoil, some organizations will innovate and make adjustments, from which they will see the success continue long after this pandemic passes.

According to this article about wholesaler retailers thriving during the pandemic, “a successful long-term strategy involves identifying the aspects of your operation that you simply cannot afford to lose and focusing on the big picture.” Instead of scrambling and cold-calling and pushing sales on those who may not be interested… focus your efforts on your top clients or candidates. Call your client to assist with ideas on how to manage the crisis. Start a conversation with them, even if they are not hiring now.

If your client is hesitant to bring candidates in due to social distancing efforts, offer to facilitate video interviews. If your client has instituted a hiring freeze, think outside the box and ask them if they would consider contract/temp hiring, which often comes from a completely separate budget. Or, offer to build a pipeline of candidates for when the economy bounces back. If you are in an industry where jobs have completely dropped off, ask your clients if you can help them in another sector that hasn’t seen a dip – you can be their ‘one stop shop.’ If there really is just no job reqs you can work on for them, offer them other services, like competitor assessments or salary mapping. For candidates, offer resume reviewing, social media profile tidying up, or a salary benchmarking chat.

This is the time to think creatively and offer solutions, when most everyone else is scared and panicking. When this pandemic is all over, people will remember those recruiters who reached out and offered help.

What You Should Be Working on Right Now on Collections

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 collections 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.

With the pandemic sweeping the nation, here is some advice on what you should be doing regarding the collections side.

Reach Out to Your Clients

If you have been working with a company to settle their debt over a long period of time, the best thing you can do is to reach out to them. Let them know that there is still an invoice and see if they can make a good faith payment. Most companies will be able to make these as payroll protection loans are being offered by the government.

Jump on Problem Accounts

In all my experience regarding downturns, the one common aspect between them is that companies having trouble even before the downturn, are going to end up in deeper trouble and evaporating before the pandemic is over. This means that they could end up closing their doors. This is why you should be collecting the dues of problem accounts as soon as possible. Another reason why you should be quick is due to the payroll protection offered by the government.

The payroll protection loans offered by the government will help not only the companies that are going to struggle during the pandemic, but also those who already were struggling before it. Companies that were never able to take government loans will suddenly be able to take those loans. This means that they will suddenly have several months’ worth of payroll on their laps. That money isn’t going to last very long, so you have to make sure that you’re at the top of the list of people they have to pay with that money. (The original money for payroll protection is already committed, but more may become available in the future.)

Check Whether an Account is a Problem or Not

If you’re not sure whether an account is a problem or not, AER Collections is offering free credit checks on any company that is 45 days past due. This will let you check how they’re paying their bills since September 2019. If your debtor was having trouble paying bills in December, then you’re going to have a much more difficult time collecting from them.

The Economy Will Take Time to Recover

I mentioned that a large amount of money was pulled out of the economy because of the pandemic. The economy will be slow to start, and it could take around six months for the economy to resemble anything normal. It will take its toll on many businesses and those struggling will not be around by the end of the downturn.

Please call me at 800 452 5287, extension 6578 if you’d like to discuss your collection needs.

Recruitment Advice in a Pandemic

by Veronica Blatt

I think we’re all collectively suffering from information overload as recruitment firm owners and people all over the world struggle to adapt to the global pandemic we are in. One of the things that has been especially difficult for me is finding actionable advice, actual things we can all DO RIGHT NOW to help get through the crisis and also focus on what comes after the crisis. Here are a few resources and pieces of recruitment advice I have stumbled upon that focus on action.

The Savage Crisis Toolbox for Recruiters – Recruitment entrepreneur, speaker and trainer Greg Savage has compiled a comprehensive list of webinars, podcasts, action plans and other recruitment advice to help recruiters navigate the crisis. It includes newly-added content on adding temp/contract to your business mix plus a link to an actual crisis plan adopted by a real recruitment firm. Content is free; some links require registration. Subscribe to Greg’s page to receive updates.

Upcoming Webinars from ERE – ERE has updated their webinar calendar with an array of practical topics that I am not seeing over-and-over-and-over in other places. One that is coming up soon is How to Recruit, Hire (and Even Manage) Entirely Virtually. While many people have worked from home, many others have not. Clients may need recruitment advice about video interviewing and onboarding (it *CAN* be done well!), managing unknown start dates, and even more. Managing a new employee remotely can be challenging, especially if it’s a brand-new experience.

Useful Links for Business Owners and Leaders – Ross Clennett, a recruitment coach and recruitment blogger/commentator from Australia, also has a good list of resources to help focus your energies in a positive direction. Topics are globally sourced and range from legal advice to economic advice to layoff advice and more. There are even tips for how to effectively work from home while you’re also taking care of your kids (and serving as their schoolteacher in some cases!).

Some level of panic is normal, but it doesn’t help pay the bills. Focusing on action is a better use of your time and resources. Figure out where there are still pockets of business, help your clients figure out how to stay involved in the hiring process, and control the things you can control. We’re living through a bizarre and scary moment in time. What can you do RIGHT NOW so that you are poised for recovery?


Should I Start A Recruitment Agency During A Pandemic?

by Sarah Freiburger

As this unprecedented pandemic continues to make it’s mark on the world and various industries, one of the emerging layoffs that seem to be happening is internal and corporate recruiters. Each day various social media groups include postings of these laid off recruiters searching for their next opportunity or wanting to be hired by others. A question you should be asking yourself if you are in this position might be, whose name do I want to end up seeing at the top of a client check?

That’s an easy question for most to answer, but for various reasons over the course of their recruitment careers, instead the answer to that question has been the internal corporation they work for, or perhaps a franchise name, or the firm they work for. While it can be daunting to attempt to go out on your own, here are some reasons behind why it may be the time to do so.

  1. Regardless of where you are hired, you are expected to generate business. Recruitment is a sales industry at the forefront, and while it may help to have a bigger name to say on an intro call, ultimately it you that is securing the contract and then closing the placement. Why not make the move now to get a business plan in place so that the next placement you close you see all of it?
  2. The world is at your fingertips. As our network has been around since 1956, many firms in business for so many years comment at how difficult recruitment used to be. Clients names found in books, paper mailing communication, and phone charges by the minute were all obstacles. Now, you are really able to be an independent recruiter with your cell phone and a laptop with WiFi. Granted, you have to use both skillfully, but now more than ever with the world moving at almost a standstill, you have the opportunity to build up a brand, get marketing in place, touch in with candidates and old contacts about your new venture, and start a business plan.
  3. You don’t have to be alone as an independent. Many times the attraction of working on a team or with partners keeps recruiters in the corporate or large office set up. However, as an independent in the world today, more just like you willing to exchange business practices and opportunities are easy to leverage once you find your community. There are free groups to join on linked-in or facebook to make split placements or more formal organization and companies like NPAworldwide to join to leverage the power of many independents working together. Use your current recruitment experience to recruit on other’s jobs for 50% of a fee as you negotiate and land your own contracts to get off to a great start.

Our full blog found at is a great resource of articles as to next steps to starting your own agency, however above else use some recruitment common sense during this time: be diverse, manage your time, don’t over-focus and stay positive.

Recruitment Strategies to Partner, Pivot and Prosper

by Liz Carey

With all the uncertainty in the world right now, some may start to panic – from stockpiling, to layoffs, to closing down shops. But on a recent NPAworldwide regional call, one of our area leaders insisted that for recruiters, it’s not time to panic… rather, it’s time to Partner, Pivot and Prosper.

  • Partner – Now is the time to invest our time and energy into building and further developing relationships with NPA member partners. In the last week, just reaching out to partners I’ve built relationships with, has given me an understanding that we’re not in this alone, we’re in it together.
  • Pivot – If you’re in a niche/industry on a downturn right now or all your jobs are on hold, now’s the opportunity for you to pivot and turn to trading partners who have needs – healthcare, biotechnology, pharma, agribusiness – areas that continue to need people. If you are typically an importer focusing on the client side and that has slowed down, you can still check out jobs posted and what candidates you have to start working the exporting side as well.
  • Prosper – If we do those things, that will really help us come thru the other side of this prosperous. Now is not the time to slow down, stop. Continue to get closer to partners, and clients – they will remember you reaching out to them during this time. This too, will end. We will come out on the other side prosperous if we do these things.

In past downturns, it’s sometimes the brand new recruiters that fared better than those recruiters set in their own ways. You have to open yourself to new ways of thinking, and be somewhat creative with clients and candidates. For example, remind your clients that you can help them with video interviews; extended start dates with candidates; bringing candidates on virtually; offering contract / temporary start; or backroom processes and support services.

The area leader shared that he had a client that wanted to cancel interviews, so he immediately got on the phone with his client and asked why. They thought candidates wouldn’t want to come in. He said ‘let’s find out for sure.’ Turns out, all the candidates wanted to keep it and came in for a face-to-face interview. Sometimes it just takes picking up the phone and talking through concerns, because people are just panicking and aren’t sure what to do.

On the flip side, if your client puts jobs on hold because they don’t want candidates coming in, suggest to them that you’re going to continue recruiting because eventually this crisis will go away and positions will come back… in the meantime, why don’t we do Skype interviews? We can go through the interview process, and the only thing left will be on-sites, and who knows, that could be 2 months from now and this could be over by then.

Remind them that they should start the interview process. When we come through this on the other side, a strong candidate will be highly sought after. If they at least agree to start the interview process, they can then take it slowly… that way you’ve at least engaged with the candidate.

We’re spending a lot of time talking about what happened last week and what’s happening at the moment. Try to approach it by what’s going to happen 6 months from now.  Most people, if you ask what are we doing 3-6 months out – they’re more interested in that because they’re bombarded and getting tired of what’s happening today. Position it as forward-thinking.

Also on the call, many members shared their job orders that are still open and that they are needing members’ help on. Areas such as healthcare, biomedical/medical device and pharma are still booming… and areas like manufacturing are diversifying, such as automotive companies making ventilators to help with the Covid-19 pandemic.  This is a great time to diversify and spread your wings to other areas, especially with the help of a trading partner who already knows the ins and outs of that specialty and can help dial you in.

Whatever we do today will pay dividends months from now. If you can use this time to build strong relationships with your clients and candidates, whether just talking and commiserating or offer services/solutions, chances are, they’ll remember you when we come out on the other side of this.