If you haven’t read the latest post from Greg Savage, it’s worth your time. In a nutshell, he posits that candidates are both scarce *and* have wildly different priorities than they did pre-pandemic. And that big companies, which have been fertile ground for third-party recruiters, are perhaps not the best recruitment clients that they may have been previously. Read the rest of this entry »
Recruiting Resources
Evaluating Prospective Recruitment Clients
by Veronica BlattMust-Have ATS Features in 2022
by Veronica Blatt
Over the past 12-18 months, we have been engaged in a rigorous search for a new technology partner that can deliver a new recruitment marketplace for our members. After reviewing multiple providers, products and platforms, there are ATS features that offer value to recruitment firms of all shapes and sizes. Here are a few features that we think are “must-haves”: Read the rest of this entry »
How to Get a Thorough Job Req
by Liz Carey
As we embark on a new year, new jobs and hirings that were placed on hold at the end of 2021 are being resuscitated by employers and hiring managers. New positions need a job description, so recruiters can find the suitable talent and the candidate understands the responsibilities. But when obtaining a job req from a client, it’s important to get more than just a cut and paste job description.
A trading partner will not want to work with you if they do not understand the full picture, and it behooves you to give them as much information as possible so they can target the right candidate for the position and your client. You need certain information to be able to “sell” the position to a candidate.
Here’s an example of what one member of NPAworldwide uses to dial in the conversation about a position and get all the info they need to recruit:
The Risks of a Job-Specific Contract
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 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.
In the staffing and recruiting industry, a written and signed agreement is your safeguard against the uncertainties of the future. It lays out the agreed-upon terms, sets the expectations for all the involved parties, and is used to avoid confusion. Read the rest of this entry »
Top Recruitment Blogs of 2021
by Veronica Blatt
We are officially on hiatus until January 2022! During this brief break, here is a list of our five top recruitment blogs (most-read) this year. We hope you enjoy them, and look forward to bringing you new content in early January. Read the rest of this entry »
Finding Relevant Experience in a Candidate-Scarce World
by Veronica Blatt
Today’s guest blogger is Jason Starr, CEO of Dillistone Group PLC, a leading global provider of software and services that enable recruitment firms and in-house recruiters to better manage their selection process and address the training needs of individuals. Their new platform, Talentis, takes advantage of big data and AI to help recruiters find candidates with the relevant experience for their searches.
“I need a candidate with experience in fintech. She’ll ideally have a background in banking and will have worked in payments.”
Candidate specifications come in all shapes and sizes, but it’s increasingly common for a hiring manager to require specific industry experience. Historically, this is where specialist recruiters come into their own – being able to mine a database with extensive data about professionals in a niche sector can certainly help find candidates with relevant experience. Read the rest of this entry »
New AI Tool for Recruitment Marketing
by Veronica Blatt
Seems like artificial intelligence, or AI, is the latest tool that is going to kill the recruitment industry. I don’t think AI is going to kill this business any more than fax machines, the internet, or job boards did. In fact at the moment, I might even venture as far as saying that AI in its current iteration is “not quite ready for prime time” in many ways. For recruitment especially, I think there are good ways of using it to streamline or automate certain business processes but it’s got a long way to go before it’s ready to replace the personal element of skilled recruiters. We have recently come across an AI tool, though, that we think is worth your attention. If recruitment marketing is important to you, or you’d like to be doing more with it, please take a look at Jasper. (Disclaimer: NPAworldwide is a Jasper affiliate partner.) Read the rest of this entry »
Options for International Payments
by Veronica Blatt
For recruiters who participate in splits with partners in other countries, figuring out international payments can be a hassle. For starters, what currency is being used? The currency for the partner with the job? The partner who supplied the candidate? The client, who is paying the fee? If you’re part of a formal split organization, there may be rules governing currency. For example, in NPAworldwide, members are required to pay their candidate-side partner in that partner’s local currency. The brokerage that is owed to NPAworldwide must be paid in US dollars. Read the rest of this entry »
Contingency Search and Retained Search Agreements for Recruiters
by Dave Nerz
Regardless of the type of recruitment service you are providing to clients—contingency search, retained search, or something else—it is wise to have a signed agreement in place. I have recently learned of an outstanding resource and sample recruitment agreement or recruitment agreement template. ASA and NAPS jointly created the document and its many variations free for recruiters to access. Jump to Agreement Template Read the rest of this entry »
Recruitment Best Practices: Concerns in Video Interviewing
by Veronica Blatt
Today’s guest blogger is Jim Lyons, JD, CPC of LHI Executive Search in the New York City area. LHI is an investigative executive search & research outsourcing firm covering the information technology, capital markets, private equity/venture capital, digital & social media, mobile, cloud, big data, and legal business sectors. Jim has been an NPAworldwide member since 2012 and is currently serving as the chairman-elect of the Board of Directors. Below he discusses recruitment best practices related to video interviewing.
During the COVID-19 pandemic, many companies, including major law firms made changes to their candidate assessment and hiring practices. For example, in legal search a lateral partner transaction typically takes several months to a year to close and get paid a recruitment fee. To my delight I was fortunate to process two partner transactions over the last 15 months that closed in 4-5 months. Why? It is easier to get all of the stakeholders to get on a video v. coordinating in-person meetings. Pre-Covid this time table was impossible. Read the rest of this entry »