Recruiting Resources

What Factors Affect Business Credit Scores?

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.

Many small businesses turn to credit to expand, hire additional staff, or cover day-to-day expenses. A good credit score indicates that a company can make timely repayments and will improve its chances of approval. If a company’s credit score is poor, their application will most likely be declined or they will be charged with higher interest rates due to the risk of nonpayment. Read the rest of this entry »

Launching a Temp Division in the UK – Part 1

by Veronica Blatt

Our guest blogger is Liquid Friday Head of Group Operations, Joe Taffurelli. Liquid Friday is an FCSA-accredited provider of umbrella and agency support services that engages workers for use by third-parties in the UK. Below is the first installment of a two-part series about adding a temp division to your UK recruitment firm.

A guide for recruitment business leaders

Temporary recruitment is a challenging and rewarding industry which is showing fantastic signs of growth, as the UK economy emerges from the pandemic.

The thought behind this guide is to empower recruitment leaders (either in or outside of the UK) who may be considering expanding their business to include a contract / temp division. In particular, we will look at the specific legislative and compliance challenges faced by the temporary recruitment sector in the UK, so that you can evaluate threats and mitigate risk. Read the rest of this entry »

How Recruiters Work: The Basics for Candidates

by Dave Nerz

This is for you, job seekers! Trying to make the process less of a mystery and more clear, so you know what is happening as a job candidate and how recruiters work. Happy to hear from you about things that would add even more transparency to the process.

Remember, most recruitment agencies are paid for performance and that means finding the best talent for open positions. If you are not in the top 50% of those in your profession, your chance of being placed by a recruiter will be a long shot. Recruiters are looking for top talent in a niche. They also do not help candidates change professions. They are unlikely to help you move from a job as an accountant to a new role as a research scientist. They will be pleased to get you placed in a different accounting role. Read the rest of this entry »

Jazz Up Your Job Postings

by Liz Carey
Recruiters are in a precarious situation – top talent is hard to find, and candidates are getting increasingly picky with their job searches. As a recruiter, it is no longer enough to simply copy and paste a job req from your client to a job board and cross your fingers.
You have to market your clients’ jobs to make sure it stands out from the rest. Focus on the message itself and don’t cut and paste a long drawn-out description. According to Marcia Bateman, engagement specialist at NPAworldwide, “Nothing bugs folks more than a job order that says things like; must be able to sit/ stand, good communication skills, proficient at Excel, etc.”

Use the Job Description field to get the most important information visible immediately. Here’s an example:

Repeating the title can improve the SEO for a job posting. This example also clarifies location very well, including the geographic parameters for remote candidates. Finally, instead of a laundry list of qualifications and requirements, provide the most critical requirements early. This helps trading partners focus their recruiting efforts appropriately. And, for any postings that are posted publicly or on job boards, this is super-helpful for candidates as well.

In addition, focus on what the candidate really wants — and Covid has caused top talent to seriously re-consider their priorities. Candidates want more than just a decent salary, they want flexibility for their family matters, paid vacations, and good benefits.  Play up all the good features of the job, the company, and the area where the job is located – this helps “sell” the job.

Similarly, if you are part of a split placement network, you still have to write compelling job descriptions that gets partners excited to work your jobs. Because there are lots of needs right now and not a lot of candidates, exporters of candidates can be picky and choose what they want to work on most. Let them know that your client is committed to filling the job, and that you will provide prompt feedback if they take the time to work your job.

Make sure to include industry buzzwords and keywords so your job will be included in any type of search alert that recruiters and/or candidates have set up.

Candidates and Counteroffers – Early Coaching Can Help

by Veronica Blatt

Candidates and counteroffers – it’s a recruitment conundrum as old as time. Right now, though, with plentiful jobs and candidates in woefully-short supply, counteroffers are at perhaps an all-time high. Recruiters need to assume that employers WILL counteroffer your candidates as part of their retention efforts, because they know replacements are simply too hard to find. And that means you simply must openly and honestly discuss this issue early and often to avoid any deal-killing surprises. Read the rest of this entry »

How to Effectively Use LinkedIn Voice Messages

by Veronica Blatt

Today’s guest blogger is Kristina Finseth. She is the head of growth marketing at Interseller, a prospecting and outreach platform built for recruiters and sellers. Interseller has an amazing partnership with NPAworldwide, and helps multiple recruiting teams optimize workflows to engage more clients and candidates. In this blog post, Kristina shares best practices for incorporating LinkedIn voice messages into your candidate and client outreach process.

Let’s be real: No two prospects or candidates are alike.

This means people will respond differently to outreach via email, cold calling, or social channels like LinkedIn. Read the rest of this entry »

Tips for Recruiters: Craft LinkedIn Messages That Get Responses

by Veronica Blatt

Today’s guest blog is from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. We 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. Enjoy these tips for recruiters!

As a recruiter, you likely spend a lot of time on LinkedIn, scouring profiles for active and passive candidates, and sending countless InMail messages. The number of InMail messages sent to potential candidates is probably in the thousands, with the number of responses being far less. Read the rest of this entry »

Text Messaging Templates for Recruiters

by Dave Nerz

I am from a generation where the phone has long been my favorite contact initiation tool. Over time, I have learned to use email to accomplish what a phone message might have once done. There is no replacement for a live call, but those connections are becoming fewer and more difficult to achieve. If this last period of pandemic has taught me anything, it has taught me to be flexible and to consider options. Texting is an option that must be considered and used when appropriate. Some candidates will prefer texting to phone calls/messages or even to email. Read the rest of this entry »

Popular Recruiting Blogs You Might Have Missed

by Veronica Blatt

In case you missed them the first time, here is a rundown of our top five most popular recruiting blogs of the year:

Preparing for a Post-COVID Turnover Boom – this is the top-ranking item in our list of popular recruiting blogs. After a long period of economic uncertainty, many employees are ready to make career moves this year. Employers will need to be creative and flexible in order to retain their top performers, especially those who are struggling with burnout or mental health. Read the rest of this entry »

I’m A Solo Recruiter. Why Do I Need A Personal Brand?

by Veronica Blatt

Today’s guest blogger is Alistair Neal, VP of Americas at, a marketing and business development platform built for staffing agencies.  Paiger has an amazing partnership with NPAworldwide, and helps multiple recruiting teams build their brands to drive inbound leads and candidates. In this blog post, Alistair discusses how a personal brand separates a solo recruiter from the competition.

You’ve got a good client base. Your candidates know you well. You have relationships with a number of job boards, and your LinkedIn profile is up to date. You’re accessible, you answer all your emails and phone calls. You can take a brief from a client and find them the perfect candidate in a short space of time. As far as recruitment goes, you’ve got every box ticked. Right? Read the rest of this entry »