Recruiting Resources

Only Real Leaders May Apply

by Veronica Blatt

image of group leadersOur guest blogger is Clair Bush, Strategy Director Logic Melon. Inspired by job seekers, designed by recruiters and built by experts, LogicMelon is a refreshingly different recruitment solution. Find out more at logicmelon.com

Over the past few weeks, I’ve been looking long and hard at my own skill set as we embark on a new chapter of growth at LogicMelon. As the business is set to transform, I’ve found myself wondering about my role in helping the business get to the next level, more specifically I want to make sure we have the best people in the right place to help us to achieve all we can – and that includes me. Read the rest of this entry »


Primary Risk Areas to Consider When Starting a Contract-Placement Business

by Veronica Blatt

image of contract staffing employeesToday’s guest blog is a post from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. They offer a variety of support services, including payrolling, payroll funding, risk management, etc., and serve as a strategic resource in helping you efficiently and profitably place talent. People 2.0 is an NPAworldwide Endorsed Program.

Every business endeavor entails risks, and contract staffing is no exception. When compared with permanent placement, the compliance and liability risks of contract staffing can be daunting for a firm without a comprehensive resource for dealing with these risks. But with the right resources and advance planning, these risks shouldn’t keep a staffing or recruiting firm owner from taking advantage of the revenue potential of contract staffing. Primary areas of risk every staffing or recruiting firm need to consider when doing contract placements include the following: Read the rest of this entry »


Business Development Tips for Recruiters

by Liz Carey

Recently, two of NPAworldwide’s most successful members hosted a topical call, “Business Development- Let’s Grow!” They covered topics like: How can you set yourself apart from other recruiting agencies? And how do you get started with business development? Here are some of their tips:

How did you get started doing business development?

Roman Duty – I really got started doing it by talking to the candidates I was recruiting. I don’t think we do enough of that today, from management down. It’s about calling candidates – if they say “I’m not interested” or “No, thank you,” I took initiative to say “tell me about your hiring process” or pain points. They’d say “You know what, we’ve had really hard times filling this management position… it’s been open 6 months, my boss has used two recruiting firms. Why don’t you send me your info and I’ll send it over to my boss.” I get 10 hits a year by doing this alone. It’s a little bit easier and less ‘cold’ than you seeing job on Indeed and calling into HR. It’s warmer this way. Any call I make isn’t just recruiting, it’s business development as well.

Kimberley Chesney – If you have a robust ATS where it’s a relational database, code people as being a hiring authority as well as a candidate… that can help your pipeline. One thing that remains consistent is relationships. Relationships do not happen overnight. The spark for a meeting happens quickly, but how do you develop a relationship? The principals are 1) honest and integrity. Don’t promise something you can’t do. Make sure you are always under-promising and over-delivering and then the relationship develops bit by bit. 2) A relationship has to be reciprocal. If they say “Hey my next door neighbor’s brother wants to talk to you,” and you know you can’t do anything with them, you should still take 5 minutes to talk to them – even if it’s just to say “we can’t help, but have you tried XYZ (i.e. a resource like going to the local library)?” Don’t blow them off. We’ve had so much work come back to us because our reputation is that we care.

 

Why is continual business development important?

Kimberley – Each and every recruiter knows how many balls in the air they should have to be successful. My associate operates very well with several balls in the air. For myself, when I’m actively engaged in a retained search, I never could have that number of balls in the air. Know yourself and what you’re capable of. When 1 ball comes to a close, whether it’s an acceptance or not, have your sights set on the next search assignment you’re going to bring in the door.

Roman – You need to make the process for every candidate as seamless and professional as possible. If you can stand out in your candidate’s eyes, you’d be amazed at how many times they come back to you. They could become a hiring manager; so you need to do business development all the time. Stand out amongst other recruiting firms. The market is good right now – a lot of companies are hiring in many industries; along with that comes competition. Business development you can do by contacting candidates and making it seamless. They will remember you and will use you in the future if you can stand out. I can’t say how many times I’ve heard from a candidate “it’s really nice to hear someone’s voice, and not just an email”

 

What types of pitfalls do you encounter in business development?

Roman – “Rationalizing rejection.” A lot of times you’re going to get turned down. You may make a lot of business development calls and send a lot of emails before you even get the first person to call you. I don’t think it’s anyone’s favorite thing to do.

Kimberley – My pitfall is forgetting to do it. We get so busy in trying to fill. If you see your desk as a manufacturing plant, if you don’t get the raw material, you can’t make the product (placement). The other thing is getting too focused. When you know in your heart that a deal is going sideways, don’t put all your effort into that. Some of the time in your day should be put aside for business development, rather than praying and hoping a deal happens.

 

How do you set yourself apart from other recruiting agencies?

Kimberley – NPA has set us apart hugely. Whether we’re competing with the “big boys” or competing with regular staffing agencies who dollar per dollar flip resumes, whatever market in our business we’re competing against, it’s really important you leverage your membership in NPA. We’re not an association, we own the network. You are not alone in your search. Even if you don’t choose to use NPA, you literally can present yourself as being so resourceful in terms of being able to source candidates, that you’ve already differentiated yourself. Leverage NPA for sure.

Roman – Take time to put together really concise information, whether on site with client (we give documentation on how many people we’ve placed with them, what our retention rates are, etc. For an automotive client in a very rural spot, we included the openings we’ve filled in 3 years that are very rural). In order to differentiate yourself, do a little bit extra – tailor presentations more, it makes you stand out better than someone else. HR people get dozens of calls a day, dozens of LinkedIn messages a day. How do you stand out? Statistics, fill rates, # days before we qualify 3+ candidates, typical week-length start of a search, acceptance rate of offers extended. All things we’ve compiled over the years.

 

Q&A SESSION:

What’s the consensus on cold calling as opposed to modern day social media networking?

Kimberley – I think both. They’re not mutually exclusive. You have to know your audience – whether or not they’re going to want to talk to a live person. Typically the higher you go, the more likely they’ll want to talk to you. Set a designated time to call. Use all techniques, but know your client.

 

There are 100s of 1000s of “sales people” sitting offshore calling all day long: how do you differentiate?

Roman – Pick up the phone. There are a lot of people now, whether RPO firms, that are inundating candidates, but they’re doing it almost exclusively via email (it’s difficult for them to call because of time change). Pick up the phone and call people. It’s almost a lost art – people are not calling people because we have access to so much more technology. But the first touch point shouldn’t be a LinkedIn Recruiter invite – use that to strengthen yourself, not “I hope this person reaches back out to me.”

 

When sending a blind email (e.g., a LinkedIn InMail, a Gmail, etc.) to a potential client, what do you use in the Subject line? Simply “Let’s connect”, or more direct?

Roman – I’d get to the point. I would never pitch a business model in an email – keep it casual. I think it’s 70% of all people now are getting emails on their phone, and 60% the first time they see an email is on their phone. You don’t want to be very wordy – keep it very succinct & concise, because no one is going to scroll on the phone for 3-4 seconds to read entire email.

Kimberley – If you reach someone via email, the worst thing you can do is keep the same string going by replying with the same subject line. Go back and change the subject line to what you’re talking about in that new message. You’ve got their attention already.

 

What do you feel is the most effective 1-2 opening you can use for a prospective client — either via email, InMail, or phone — to get him/her to engage with you?

Kimberley – I have two solid recruiters that do this well – they find a common ground… it might be they found they were listed in a publication or press release. People like to talk about themselves and their organizations – grab them that way.

Roman – I agree. “I saw you in the news recently…”

 

 


Recruitment News and Blogs to Follow

by Veronica Blatt

I make a point of doing some industry reading most days during the week, even if it’s just a quick glance at headlines. In no particular order, here are some of my favorite blogs and other sites for recruitment news:

Fistful of Talent – FOT is an opinion blog with a wide range of contributors in the talent, recruitment, and HR space, with pieces that are a little snarky/edgy. Always a great read; I particularly enjoy posts from Tim Sackett, Laurie Ruettimann, and Katrina Kibben. Read the rest of this entry »


The 7 Deadly Credit Mistakes

by Veronica Blatt

Today’s guest blogger is Wilson Cole. He is the CEO of BackdoorHires.com 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?