Recruiting Resources

Recruitment Advice in a Pandemic

by Veronica Blatt

I think we’re all collectively suffering from information overload as recruitment firm owners and people all over the world struggle to adapt to the global pandemic we are in. One of the things that has been especially difficult for me is finding actionable advice, actual things we can all DO RIGHT NOW to help get through the crisis and also focus on what comes after the crisis. Here are a few resources and pieces of recruitment advice I have stumbled upon that focus on action.

The Savage Crisis Toolbox for Recruiters – Recruitment entrepreneur, speaker and trainer Greg Savage has compiled a comprehensive list of webinars, podcasts, action plans and other recruitment advice to help recruiters navigate the crisis. It includes newly-added content on adding temp/contract to your business mix plus a link to an actual crisis plan adopted by a real recruitment firm. Content is free; some links require registration. Subscribe to Greg’s page to receive updates.

Upcoming Webinars from ERE – ERE has updated their webinar calendar with an array of practical topics that I am not seeing over-and-over-and-over in other places. One that is coming up soon is How to Recruit, Hire (and Even Manage) Entirely Virtually. While many people have worked from home, many others have not. Clients may need recruitment advice about video interviewing and onboarding (it *CAN* be done well!), managing unknown start dates, and even more. Managing a new employee remotely can be challenging, especially if it’s a brand-new experience.

Useful Links for Business Owners and Leaders – Ross Clennett, a recruitment coach and recruitment blogger/commentator from Australia, also has a good list of resources to help focus your energies in a positive direction. Topics are globally sourced and range from legal advice to economic advice to layoff advice and more. There are even tips for how to effectively work from home while you’re also taking care of your kids (and serving as their schoolteacher in some cases!).

Some level of panic is normal, but it doesn’t help pay the bills. Focusing on action is a better use of your time and resources. Figure out where there are still pockets of business, help your clients figure out how to stay involved in the hiring process, and control the things you can control. We’re living through a bizarre and scary moment in time. What can you do RIGHT NOW so that you are poised for recovery?


Should I Start A Recruitment Agency During A Pandemic?

by Sarah Freiburger

As this unprecedented pandemic continues to make it’s mark on the world and various industries, one of the emerging layoffs that seem to be happening is internal and corporate recruiters. Each day various social media groups include postings of these laid off recruiters searching for their next opportunity or wanting to be hired by others. A question you should be asking yourself if you are in this position might be, whose name do I want to end up seeing at the top of a client check?

That’s an easy question for most to answer, but for various reasons over the course of their recruitment careers, instead the answer to that question has been the internal corporation they work for, or perhaps a franchise name, or the firm they work for. While it can be daunting to attempt to go out on your own, here are some reasons behind why it may be the time to do so.

  1. Regardless of where you are hired, you are expected to generate business. Recruitment is a sales industry at the forefront, and while it may help to have a bigger name to say on an intro call, ultimately it you that is securing the contract and then closing the placement. Why not make the move now to get a business plan in place so that the next placement you close you see all of it?
  2. The world is at your fingertips. As our network has been around since 1956, many firms in business for so many years comment at how difficult recruitment used to be. Clients names found in books, paper mailing communication, and phone charges by the minute were all obstacles. Now, you are really able to be an independent recruiter with your cell phone and a laptop with WiFi. Granted, you have to use both skillfully, but now more than ever with the world moving at almost a standstill, you have the opportunity to build up a brand, get marketing in place, touch in with candidates and old contacts about your new venture, and start a business plan.
  3. You don’t have to be alone as an independent. Many times the attraction of working on a team or with partners keeps recruiters in the corporate or large office set up. However, as an independent in the world today, more just like you willing to exchange business practices and opportunities are easy to leverage once you find your community. There are free groups to join on linked-in or facebook to make split placements or more formal organization and companies like NPAworldwide to join to leverage the power of many independents working together. Use your current recruitment experience to recruit on other’s jobs for 50% of a fee as you negotiate and land your own contracts to get off to a great start.

Our full blog found at is a great resource of articles as to next steps to starting your own agency, however above else use some recruitment common sense during this time: be diverse, manage your time, don’t over-focus and stay positive.

Recruitment Strategies to Partner, Pivot and Prosper

by Liz Carey

With all the uncertainty in the world right now, some may start to panic – from stockpiling, to layoffs, to closing down shops. But on a recent NPAworldwide regional call, one of our area leaders insisted that for recruiters, it’s not time to panic… rather, it’s time to Partner, Pivot and Prosper.

  • Partner – Now is the time to invest our time and energy into building and further developing relationships with NPA member partners. In the last week, just reaching out to partners I’ve built relationships with, has given me an understanding that we’re not in this alone, we’re in it together.
  • Pivot – If you’re in a niche/industry on a downturn right now or all your jobs are on hold, now’s the opportunity for you to pivot and turn to trading partners who have needs – healthcare, biotechnology, pharma, agribusiness – areas that continue to need people. If you are typically an importer focusing on the client side and that has slowed down, you can still check out jobs posted and what candidates you have to start working the exporting side as well.
  • Prosper – If we do those things, that will really help us come thru the other side of this prosperous. Now is not the time to slow down, stop. Continue to get closer to partners, and clients – they will remember you reaching out to them during this time. This too, will end. We will come out on the other side prosperous if we do these things.

In past downturns, it’s sometimes the brand new recruiters that fared better than those recruiters set in their own ways. You have to open yourself to new ways of thinking, and be somewhat creative with clients and candidates. For example, remind your clients that you can help them with video interviews; extended start dates with candidates; bringing candidates on virtually; offering contract / temporary start; or backroom processes and support services.

The area leader shared that he had a client that wanted to cancel interviews, so he immediately got on the phone with his client and asked why. They thought candidates wouldn’t want to come in. He said ‘let’s find out for sure.’ Turns out, all the candidates wanted to keep it and came in for a face-to-face interview. Sometimes it just takes picking up the phone and talking through concerns, because people are just panicking and aren’t sure what to do.

On the flip side, if your client puts jobs on hold because they don’t want candidates coming in, suggest to them that you’re going to continue recruiting because eventually this crisis will go away and positions will come back… in the meantime, why don’t we do Skype interviews? We can go through the interview process, and the only thing left will be on-sites, and who knows, that could be 2 months from now and this could be over by then.

Remind them that they should start the interview process. When we come through this on the other side, a strong candidate will be highly sought after. If they at least agree to start the interview process, they can then take it slowly… that way you’ve at least engaged with the candidate.

We’re spending a lot of time talking about what happened last week and what’s happening at the moment. Try to approach it by what’s going to happen 6 months from now.  Most people, if you ask what are we doing 3-6 months out – they’re more interested in that because they’re bombarded and getting tired of what’s happening today. Position it as forward-thinking.

Also on the call, many members shared their job orders that are still open and that they are needing members’ help on. Areas such as healthcare, biomedical/medical device and pharma are still booming… and areas like manufacturing are diversifying, such as automotive companies making ventilators to help with the Covid-19 pandemic.  This is a great time to diversify and spread your wings to other areas, especially with the help of a trading partner who already knows the ins and outs of that specialty and can help dial you in.

Whatever we do today will pay dividends months from now. If you can use this time to build strong relationships with your clients and candidates, whether just talking and commiserating or offer services/solutions, chances are, they’ll remember you when we come out on the other side of this.

Control What You Can in a Recruitment Crisis

by Veronica Blatt

I think it’s safe to say EVERYONE feels a little panic and uncertainty as the COVID-19 pandemic sweeps the globe. We are hearing jittery comments and seeing knee-jerk reactions from politicians, business leaders, recruiters and more. While there is no doubt we’re in a highly stressful situation, it’s good to remind ourselves that it WILL end, the economy WILL recover, the stock market WILL climb, and normalcy WILL return.

If you’re struggling to maintain focus and a positive attitude, here are some tips to help you get back on track: Read the rest of this entry »

5 Mistakes Independent Recruiters Make

by Sarah Freiburger

Recently, Social Talent published an article directed towards recruiting firm owners. It breaks down five common mistakes that recruiters make that are usually due to being clumsy or not focused through the process. These are slight mistakes that could easily end up with a recruiter losing valuable revenue. I believe they are mistakes that are good to keep top of mind and refresh yourself with to stay on top of. 

I’ve listed the mistakes below. Head over to the full article to read the solutions!

MISTAKE #1 – Job Description Is Not Inclusive

MISTAKE #2 – Poor Application For Job Search Strategy

MISTAKE #3 – Interviewers Bad Behavior During The Interview

MISTAKE #4 – Forget To Check The Candidate’s Reference

MISTAKE #5 – Failing To Follow Up With Interviewed Candidates

Also included are some tips to make the recruitment process more effective such as :


  • Avoid Salary Ranges in the Job Description

  • Offer More Than the Expected Salary

  • Offer New and/or Above Par Industry Benefits


If you are a recruiting firm owner, are there any other critical mistakes you believe are more important than the ones listed above?

AI-Powered Recruitment Tools

by Dave Nerz

image of a robot to illustrate ai-powered recruitment toolsRecruiters beware! The robots are coming!

Actually, the robots are already here and their impact will grow in the decade ahead. Surveys show that companies are using AI and AI-powered recruitment tools to assist with recruitment and hiring decisions today. About 25% of those surveyed by The Littler Annual Employer Survey in May of 2019 were using AI to screen resumes and applications. While larger numbers are not yet using AI, (63%), the trend is pointed toward more use in the decade ahead. Read the rest of this entry »

Attraction Marketing Principles for Client Development

by Veronica Blatt

Earlier today we were pleased to offer a webinar for our members from speaker and coach Patricia Conlin. The topic was Attraction Marketing: How to Get More Clients Without Endless Cold-Calling (disclosure: Tish is a former NPAworldwide member). Attraction marketing is a concept where you provide education and value as a client development strategy as opposed to hammering them with your sales pitch. Read the rest of this entry »

“Ghost”-busting in Recruiting and in Life

by Liz Carey

After 3 out of 7 candidates flaked out interviews (that were booked AND confirmed prior) in one day, a recruiter connection of mine took to LinkedIn to pose the question, “are we as a society becoming flakier?”

Recruiters and employers are well-aware of the phenomenon of candidate “ghosting” — in fact, according to Indeed, 83% of employers have reported experiencing it.  But this recruiter lamented how it’s increasingly becoming more and more common… not just in recruitment, but even with work, friends and family, ghosting has become the norm. “Why do we as a society find it so hard to commit to the plans we make?” he asked.

Bailing at the last minute, or cancelling 30 minutes AFTER you were supposed to show up despite confirming yesterday that you’d be there, or being a no-show/no-call/no-notice… this behavior is increasingly more common, and incredibly inconsiderate.  In terms of interviews or employment screening, the recruiter or employer blocked that time out of their day just for you – time that could’ve been spent on other important matters. It’s also inconsiderate to the other potential candidates who may have missed out on an interview due to the employer or recruiter investing in you. Even more astonishing is a candidate ghosting on what is supposed to be their first day of work. The recruiter and employer have put time and resources into recruiting and the hiring process, and now they have to start all over because you chose not to be up-front about your reason not to follow-through, and instead just vanish.

Why is this all of a sudden a “thing”? Granted, ghosting has been happening for a long time, but has seen a surge in the past few years.  It started in the world of online dating, and has transcended into nearly every realm of life. But why is it happening so much?

In the recruitment world, it puzzles recruiters and employers why a candidate would go through the trouble of applying for a job and/or going through most of the hiring process, only to ghost. Candidates see it as “the tables have turned” — whereas they used to apply for jobs and never hear back from the employer, or reach out to a recruiter on a job and not hear any feedback — they are now in control. We are in a candidate-friendly market right now, and candidates are keeping their options open (in other words, you’re not the only fish in their sea). Candidates aren’t desperate, and if they decide the job isn’t right for them, or if they receive another offer after yours, or decided the salary/benefits aren’t enough… they are prone to just drop you right then and there without expending any more of their effort or time on an explanation.

You can’t change a behavior that has become almost the “norm” in the recruiting industry, but recruiters may be able to help reduce the likelihood of themselves or their client experiencing it — if you build a solid relationship with the jobseeker founded on transparency and trust, it may make it easier for the candidate to feel more comfortable explaining they had a change of heart about a job or company.  If you provide the candidate with feedback and open communication, it’s more likely that they will offer you the same. In other words, hold yourself accountable and treat others the way you want to be treated.

Eat the Frog and Other Time Management Tips

by Veronica Blatt

In the world of time management tips, you’re likely familiar with the “Eat the Frog” concept. American humorist Mark Twain is often credited with the origin of this saying, paraphrased as if you eat a live frog every morning, nothing worse will happen the rest of the day. In other words, if you get your most unpleasant task out of the way first, the rest of your day will be easier and smoother. The trouble is, it’s hard for all of us to actually eat the frog.

Here are some other ways to organize your tasks to improve your time management:

Triage according to Must Do / Should Do / Nice to Do

Obviously your most important tasks get put into the Must Do column. Things you’d like to do go into the Should Do category. Everything else is in the “wishes and dreams” category of Nice to Do. I like this system when considering something like a software purchase … the software MUST do these things, there are a bunch of features that you basically expect to be there, and there are some things that would be amazing if they existed, but are not a deal-breaker if they don’t. When it comes to prioritizing work, it’s not as helpful for me. “Should” is a squishy word – somewhere between required and optional, and often tinged with guilt. Nice to Do, for me, really means optional … I don’t think many of us feel like we have “optional” work.

Use the Eisenhower Method of Urgency/Importance

With this method, tasks are applied to one of four quadrants: Important and Urgent, Important and Not Urgent, Urgent But Not Important, and Not Urgent OR Important. This is another commonly-cited option when researching time management tips. I have tended to use this most often, but sometimes have difficulty separating urgency and importance. I have a lot of calendar-driven activities that create urgency, and those can sometimes get in the way of more important tasks.

And a Bonus Variation

After eating a frog earlier this week, I stumbled upon a variation of the Eisenhower Method that I am going to start using. This uses the same four quadrants, but labels them a bit differently: Things You Don’t Want to Do But Need to Do, Things You Want AND Need to Do, Things You Want to Do but Don’t Need to Do, and Things You Don’t Want OR Need to Do. These words definitely resonate with me. They’re not squishy. They’re not cute. They don’t make it hard to know which tasks belong in which categories. And honestly, I kind of like how they call it like it is … because the frog I ate earlier this week was SQUARELY a thing I did not want to do, but which needed doing. Why pretend it’s something else?

Ultimately, the best time management tips are the ones you will use. The right system is the one that meshes with your style and the kinds of tasks you have. What is your best tip? Do any of these work for you?

5 Things Everyone Gets Wrong About Recruitment Placement Fees

by Veronica Blatt

image of contract representing placement fees protectionToday’s guest blogger is Wilson Cole. He is the CEO of 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.

There are 5 main things people get flat out wrong about recruitment placement fees. Most of the things people get wrong are before they even have a candidate get back door hired and have to go chasing down the money they have already earned. Number 1 is getting a contract signed. Number 2 is avoiding arbitration clauses in your contract. Number 3 is knowing you have the right to remain silent when someone does not pay you. Number 4 is knowing when to turn it over for collections. Lastly, number 5 is never telling your client you have voided their contract. If you can do these 5 things, you will help yourself out tremendously in not getting back door hired in the first place, but also making it much easier to collect the debt. Read the rest of this entry »