Recruiting Resources

Marketing and AI Tips for Recruiters

by Veronica Blatt

Last week we hosted our annual EMEA event in Marbella, Spain and were fortunate to have both Vanessa Raath and Sharon Newey as the featured presenters. Both offered plenty of practical tips for recruiters: Vanessa’s centered around her three pillars of successful recruiting and using Generative AI; Sharon focused on marketing using the lead generation triad of content marketing, current connections, and cold outreach. I’d like to share some of my favorite take-aways from each presentation. Read the rest of this entry »

When to Say “You’re Fired!” to a Bad Client

by Liz Carey

Pixelated text reading Game Over with video game characters on the borderAs agency recruiters, our main focus is on servicing our clients and making placements. However, there are times when we may encounter bad clients or job orders that make us question whether it’s worth continuing the relationship. In today’s competitive market with declining opportunities and lower margins, the question arises – is it ever okay to walk away from a client? The answer may surprise you.

While it may seem counterintuitive to turn down business in a tough market, sometimes it’s necessary for the long-term success of your recruiting business. Focusing on quality over quantity can lead to better results in the long run. If a client consistently provides bad job orders or treats you poorly, it may be time to walk away. Your time and energy are valuable resources that should be spent on clients who appreciate your efforts and provide quality opportunities.

6 Red Flags that indicate your client may need to be fired:

  1. One clear sign that it may be time to fire a client is when they keep changing the job requirements. When your client continues to alter the criteria for the position after you have already confirmed them, it can lead to confusion and frustration for both parties. As a recruiter, you should have clear communication with your clients from the beginning of the recruiting process in order to fully understand their needs. If your client cannot stick to the agreed-upon requirements, it may be best to part ways.
  2. Another indication that it’s time to fire a client is if they consistently reject candidates who meet their specified profile. If you are submitting candidates who align perfectly with what your client is looking for and they continue to turn them down, it can be a waste of your time and resources. As an independent recruiter, your goal is to find qualified candidates who meet your client’s needs. If they are unwilling or unable to see the value in these candidates, it may be best to cut ties.
  3. Communication is key in any successful business relationship, including between recruiters and clients. If your client stops responding to your messages or calls during the recruiting process, it can be a major red flag. Without open lines of communication, you cannot effectively do your job as a recruiter. If your efforts are met with silence from the client end, it may be time to reevaluate the partnership.
  4. In some cases, clients may exhibit disrespectful or unprofessional behavior towards you as a recruiter. This can include belittling comments, unrealistic demands, or constant micromanaging throughout the process. As an independent recruiter, you deserve respect and professionalism from all clients you work with. If a client continually crosses boundaries or treats you poorly, it may indicate that this partnership is not worth pursuing.
  5. Dealing with clients who have unrealistic expectations can be challenging. Whether it’s a search for the impossible or budget constraints far below market rates, educating the client is key. Engage in candid discussions to align on realistic outcomes. While it may risk losing business, setting clear expectations early on can save time and preserve integrity. Remember, it’s better to part ways amicably than to make promises you can’t keep.
  6. Though a client may indicate you are on a Preferred Supplier List (PSL), that can be misleading. Some lists may accommodate a large number of agencies that dilute opportunities and hinder relationship building. It’s crucial for recruiters to prioritize engagements with clients who value partnership and limit agency competition to foster meaningful connections and successful placements.

As an independent recruiter, firing a client is never an easy decision but sometimes necessary for the sake of your business and reputation. By being aware of red flags such as changing job requirements, rejecting qualified candidates, lack of communication, and disrespectful behavior from clients; you can make informed decisions about when it’s time to cut ties. Remember that quality relationships with clients are essential in recruiting success and sometimes letting go of one problematic client can open up opportunities for better partnerships in the future.

Fake Candidates: 8 Red Flags Recruiters Should Look Out For

by Liz Carey

Hands holding up a black mask over an ominous dark backgroundWe’ve heard of candidates embellishing their qualifications and education, listing family and friends as references, ‘cheating’ a drug test, and even ‘faking’ their way through an interview. But even worse is the rise of completely fake candidates. Members of the NPAworldwide Recruitment Network are seeing fake candidates apply to their clients’ jobs more and more, and recruiters are becoming highly adept at noticing red flags.

In the competitive landscape of talent acquisition, the ability to distinguish between authentic and counterfeit resumes is more crucial than ever. As recruiters, our mission is to identify and secure the best talent for our organizations. However, with the increasing sophistication of fake resumes, this task has become fraught with challenges. Here to guide you through these murky waters is a comprehensive exploration of eight tips to spot a fake candidate resume. Read the rest of this entry »

Allyships and Independent Recruiters

by Dave Nerz

image of diverse employees in a professional settingIn today’s rapidly evolving professional landscape, fostering inclusivity is not just a moral imperative but also a strategic necessity. Independent recruiters hold a pivotal role in shaping the workforce of tomorrow. One powerful tool at our disposal to create more inclusive workplaces is allyship. The concept was new to me until very recently. I wrote this to create exposure for others not fully aware of what allyships are and how they contribute to fostering diversity, equity, and inclusion (DEI) in organizations. Read the rest of this entry »

Recruiting Expenses vs. Investments

by Liz Carey

image of man's hands taking cash from his walletAs an independent recruiter, success in this industry requires more than just finding the right candidates for your clients. It also involves investing in your business to ensure long-term growth and profitability. One key aspect of this is understanding the difference between recruiting expenses and investments. In this blog post, we will explore why it’s important to invest in not only recruiting tools and technology, but also branding and marketing, as well as networking and learning opportunities such as recruitment conferences.

Recruiting Investments:

  1. Recruiting Tools and Technology: Many recruiters view expenses such as job board subscriptions or advertising costs as necessary costs of doing business. While these expenses are indeed crucial for attracting candidates and clients, it’s important to shift your mindset from viewing them as mere costs to seeing them as investments in the future success of your business. By investing strategically in tools and technology that streamline your processes and make you more efficient, you can save time and resources in the long run.
  2. Branding and Marketing: Building a strong brand for your recruiting business is essential for standing out in a crowded market. Investing in branding activities such as creating a professional website, developing a logo and brand messaging, and engaging in social media marketing can help you attract top talent and clients. By investing in your brand, you are not only increasing your visibility but also building credibility and trust with potential stakeholders.
  3. Networking Opportunities: Attending recruitment conferences and networking events can be a valuable investment for independent recruiters. These events provide opportunities to connect with industry peers, learn about the latest trends and best practices, and build relationships that can lead to new business opportunities. By investing time and resources into attending these events, you can expand your network, gain new insights, and stay ahead of the competition.

The Importance of Long-Term Planning

When it comes to investing in your recruiting business, it’s important to take a long-term view. Instead of focusing solely on short-term gains or cost-cutting measures, think about how each investment will contribute to the overall growth and sustainability of your business over time. By making strategic investments in areas such as technology, branding, marketing, and networking, you are setting yourself up for success both now and in the future.

Measuring ROI

As with any investment, it’s important to track the return on investment (ROI) of your recruiting expenses. Keep detailed records of how much you are spending on various tools and activities, as well as the results they are generating for your business. Analyze this data regularly to identify areas where you can optimize spending or reallocate resources for better outcomes. By measuring ROI effectively, you can ensure that your investments are paying off in terms of increased revenue, improved efficiency, and overall business growth.

In conclusion, investing in your recruiting business is essential for achieving long-term success as an independent recruiter. By shifting your mindset from viewing expenses as necessary costs to seeing them as strategic investments in the future of your business, you can maximize your recruiting ROI and set yourself apart from competitors. Whether it’s investing in tools and technology to streamline processes or branding activities to build credibility with clients and candidates, every dollar spent should be seen as an opportunity for growth. By taking a proactive approach to investing in areas such as branding, marketing, networking opportunities like recruitment conferences -you are laying the foundation for a successful recruiting career that will stand the test of time.

What Does the Ban on Noncompete Agreements Mean?

by Veronica Blatt

image of noncompete agreements with a red circle and slash on the topBack in January 2023, the US Federal Trade Commission (FTC) announced a proposal to prohibit employers from requiring employees to sign noncompete agreements. After a public commentary period, the FTC voted yesterday to implement this proposed rule. Employers may no longer require noncompetes, and existing noncompetes are also considered null and void. An exception remains for existing agreements with senior executives, defined as those making more than US $151,164 per year and hold a policy-making role. The rule is set to take place in 120 days and is sure to face legal challenges. Read the rest of this entry »

Maximizing Your Recruitment Conference Investment: A Guide for Professional Recruiters

by Veronica Blatt

attendees at a recruitment conference coffee breakAttending a recruitment conference offers a unique amalgamation of opportunities for professional recruiters. It’s a chance to network, learn about the latest trends, and find ways to enhance your skills. However, with so much on offer, it’s crucial to approach these conferences with a strategy to ensure you’re not only making the most of your time but also securing a return on your investment. Here’s how: Read the rest of this entry »

Recruit, Pivot, Recruit, Pivot

by Veronica Blatt

image representing a pivot to a new directionToday’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 as Secretary/Treasurer. Today she offers some guidance to recruiters who may need to pivot to a new sector or service.

For a lot of recruiters, 2023 was a year of reinventing themselves…over and over again. Customers were hesitant to hire, employees were not making moves and in some markets, layoffs outpaced hiring. It was a difficult pill to swallow coming off two years of frenzied hiring. Read the rest of this entry »

Mastering the Art of Pivoting in Recruiting During Industry Downturns

by Liz Carey

Image of a dirt path in a forest with a fork creating two pathsAs an independent recruiter, navigating through industry downturns can be a daunting challenge. When hiring freezes and budget cuts become the norm, it can feel like your entire business is at risk. However, by mastering the art of pivoting in recruiting, you can not only survive during these tough times but also thrive. On a recent NPAworldwide engagement call, several successful recruiters shared how they have not only weathered the storm through economic downturns and recessions, but thrived due to being able to pivot their business focus. Read the rest of this entry »

How to Prevent Candidate Fall-Offs

by Liz Carey

man falling through the sky attached to a bungee cordAs an independent executive recruiter, you know how crucial it is to find and place top talent in your clients’ companies. Your reputation and business success depend on it. However, one of the biggest challenges recruiters face is candidate fall-offs. This happens when a candidate accepts an offer but ultimately declines or backs out before starting the job. Not only does this reflect poorly on your recruiting abilities, but it also wastes time and money for both you and your client. So how can you prevent candidate fall-offs? Here are some tips to guide you. Read the rest of this entry »

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