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 »
Recruiting Resources
Options for International Payments
by Veronica BlattContingency 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 »
Text Recruiting: Make it Simple and Repeatable
by Dave Nerz
Text recruiting is just another way to connect with top talent. Done effectively, it will create better open rates while making it easy for candidates to respond and connect. If you are going to invest in text recruiting, consider making your process simple, effective and repeatable with text templates. Read the rest of this entry »
Develop a Recruitment Specialty for Growth
by Veronica Blatt
You may be familiar with the phrase “an inch wide and a mile deep” but have you applied that to a recruitment specialty? Basically, it means you develop a specific expertise (“an inch wide“) but then dig so deep that you have more market knowledge than your competitors (“a mile deep”). While it may take more time to build a niche or micro-niche, you may find there are more opportunities for sustained growth when compared to a business philosophy that tries to be everything to everyone. Read the rest of this entry »
Launching a Temp Division in the UK – Part 2
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.
Part 1 of this article covered topics such as growth sectors, marketing, compliance and legislation, right-to-work, pensions and more. Below is the second installment. Read the rest of this entry »
New Trends: Pay Ranges Required in Job Postings
by Dave Nerz
US lawmakers are anxious to address pay inequities by requiring transparency of employers. There are many regulations being considered in local and state-wide levels, each requiring a different transparency requirement for pay ranges, targeted pay and related issues.
A Colorado employment law took effect January 1, 2021 and requires employers to take a number of steps to help achieve gender pay equity. It requires employers to disclose targeted pay ranges in job postings. Among other rules, the law requires employers to inform all current employees of opportunities for advancement, new positions and pay ranges for available jobs. Read the rest of this entry »
What Factors Affect Business Credit Scores?
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.
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 BlattOur 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 »