Recruiting Resources

7 Ways to Incorporate Trendy Interactive Content on Your Recruitment Agency Website

by Veronica Blatt

Today’s guest blogger is Sam Ajam of Founded in 2006, creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At, they always put the client first. offers top notch customer service, one-on-one consultations, and custom solutions in responsive web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions.

At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results. is proud to serve the NPAworldwide organization and its affiliated members. To learn more, please visit

Interactive content is one of the hottest trends in web design. Check out these 7 tips to learn how you can incorporate it on your recruitment agency website.

As of last fall, researchers have shown that 51% of content marketers are now leaning on interactive content to engage visitors. While you might think of this as the realm of media or commercial sites, this approach can be useful for a recruitment agency website as well. Read the rest of this entry »

FLAME vs. WAX Recruiting: Find Your Harmony

by Veronica Blatt

Our guest blogger is Gregg Whitt with Professional Personnel Associates in Clemson, South Carolina. Gregg is a longtime member of NPAworldwide, currently serving on the board of directors. Professional Personnel Associates provides recruitment services in the technical, engineering, manufacturing, professional, and management fields across the United States. Read his thoughts on your recruiting attitude below.

Remember the times when you posted your job openings in your publication of choice without really putting too much effort into it? Or the times when you posted a job opening on one or two job boards, and just waited and got many high-quality applicants? Read the rest of this entry »

What Does Your Website Say About Your Clients?

by Veronica Blatt

Today’s guest blogger is Adam Appleton, copywriter and content creator for Recruiters Websites. Adam and the rest of the team at Recruiters Websites help recruiting firms and staffing agencies create dynamic digital ecosystems, offering everything from website design to organic marketing.

It’s almost 2019, and if you weren’t aware, the internet is here to stay. Every year that passes only further cements the reality that legitimate, professional organizations have a legitimate, professional web presence. We could continue inundating you with analogies of how, for many businesses, the website has taken the place of the brick and mortar storefront. But that isn’t the message today. In a business-to-business industry where client endorsement and recommendation can be the difference between growth or stagnation, your website may not only be considered a reflection of your competency but of your clients’ competency as well. Read the rest of this entry »

Recruiter Networking Events – What to Know Before You Go!

by Veronica Blatt

October is traditionally a very busy month for conferences, and it’s also when we really start planning our Global Conference. Whether you’re a frequent attendee at recruiter networking events, a newbie, or somewhere in between, there are a few things EVERYONE can do to maximize the return on their attendance investment. Read the rest of this entry »

Automation will be the Key Revenue Driver in Staffing Technology

by Veronica Blatt

image of cloud-based staffing technologyOur guest blogger is Matt Comber, chief partnership officer with Volcanic. Volcanic is the only true SaaS provider in the global staffing industry, bringing to market a cloud-based, modular system that can be customized to a company’s specialized needs. Staffing businesses of all sizes and all over the world turn to Volcanic to align their technology through systems integration, strong SEO, improved customer and candidate experience and automation.

The staffing sector has always been one to fly in the face of general industry trends. Typically entrepreneurial, non-conformist and early adopters, US recruiters are quick to recognize the value of new technology as a business enabler and revenue driver.

No surprise then that the US staffing industry looks globally for inspiration and has acknowledged the UK model as the benchmark of excellence in staffing. UK recruiters work with best-in-breed staffing technology to add value to the client and candidate experience – and they are seeing strong returns. Read the rest of this entry »

Why Work Contract Placements?

by Liz Carey

The recruiting industry is ever-changing, and one trend we have seen is direct placement recruiters starting to accept and work temp/contract roles, so much so that NPAworldwide has created a contract placement specialty group to bring similar members, positions and opportunities together with the goal of more success and placements together.

Some longtime direct hire recruiters think contract roles aren’t worth it because they don’t get one big lump fee like they would with a direct hire. But, they need to consider the benefit of additional revenue (weekly/monthly payments add up, and add to your bottom line!) and the ability to service all of your clients’ needs, both direct and contracting, will likely lead to more work for you.  Read the rest of this entry »

Recruitment Conferences 2019

by Dave Nerz

image of recruitment conferencesThis might sound strange to some, but we are beginning our budget process for 2019. In order to have an effective and accurate look at 2019, we need to start thinking about how and where we will spend in the year ahead. I have a great interest in hearing what recruitment conferences exist and what some opinions are of the events you have attended in past years. Read the rest of this entry »

Backdoor Hires: “We did not sign an agreement.”

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 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.

“We did not sign an agreement.”

Nothing bothers me more than this excuse. Of all of the reasons for Backdoor Hires, this reason is the most frustrating because it is the easiest excuse to avoid. As I mentioned in my earlier chapters, one of the ways to recuse one-third of your Backdoor Hires and fee disputes is to get an agreement signed. Can we collect the account if you do not have a signed agreement? The answer is yes. Can I send this account to my forwarding attorney and have it sued? Well, it depends on the laws of that state and other mitigating factors. For example: in the state of Massachusetts, their supreme court has ruled that if you do not have a signed agreement then you do not have a claim. Luckily, most states are not as cut and dry on the subject, but it is just the best practice to get a signed agreement. Read the rest of this entry »

Qualified or Likeable? How to Figure Out Who Your Candidate Is

by Sarah Freiburger

As recruiters or employers, we all know that the ideal goals of interviewing a candidate are to expose potential issues, reveal strengths, ensure that there is a fit with salary and compensation, evaluate personality against company culture, and verify qualifications, skills, and abilities for the role. Unfortunately, human nature often can cloud some of these key points when you relate personally to certain candidates over others. Many times, you can be drawn to personality traits that cause the candidate to appear stronger even if they are not the best one for the role. Even more than personal taste and bias, many are also likely to try and hire a similar employee to the one who was last in the role if they were successful, or the opposite if they were not highly reviewed.

Here are five important concepts to keep top of mind in any interview, regardless of the amount of experience you have.

  1. Standardize your interview process. Before you start to recruit and further qualify candidates, create a new job description that lists only the essential skills and experience required. As Betterteam states, “A good description shouldn’t over describe. It should focus on what is absolutely necessary for someone to be successful in the position, and describe what success looks like over specific periods of time – typically 30, 90, 180 days and 1 year.” Rank, or color code these in order of importance and keep your own radar up on knowing what extra qualities or transferable skills could fill in the gaps, but the top ones make sure you are keeping as a hard barrier to moving a candidate forward. It is always a good idea to have a partner, colleague, or team member also double check for matches of skill, experience, and cultural fit. This will help further cement confidence in final candidate choices. Each interview should also include a real work sample to see how the candidate would start and finish a task similar to what they are going to be encountering.

2. References are provided but you need to dig deeper. Obviously, most times the references provided by a candidate will be ones they assume would be very positive. Due to this, sometimes recruiters or employers take this less seriously, when in reality references and your network could be the best source of who the candidate is and how they would fit in the environment when they are not on stage. Focus on the tone and specific examples the references give when referring to the candidate, and try to describe your organization or the skills you have considered a top need for this role and see how the references believe the candidate fits in. Linked-In makes it slightly easier to also consult your own network to determine any cross over with someone who has worked previously with that candidate to gain their opinion as well.

3. What is their motivation to work each day? This is a question that should not be skipped over or assumed when interviewing candidates for roles. This exact question will be one that you are able to constantly revert to during negotiations and offers, and the answer could remove poor fit candidates from the beginning as well. For instance, those that show more energy and curiosity tend to exhibit pragmatic thinking, stay on top of trends and what is happening in business around them, and their natural energy usually translates to leadership or energizing those around them. If they are willing to invest in themselves, they usually also grow and learn well from others, which helps teams develop more unified and collaborative working environments for better culture.

4. Know your bias. The strength of hiring a good candidate is sometimes realized by knowing your own weaknesses. A good exercise is to practice interviewing or having one on one conversation with those team members or employees that fall outside of the standard personality traits you are drawn to, and be able to analyze their qualities in a subjective manner. If you are someone who is drawn to humor and sarcasm, try and build a better relationship with a coworker who is the opposite and see what other strong qualities you deem them to have that you might not have immediately noticed. The more differing personalities you sort through with this exercise, the easier you will be able to turn off your natural willingness to interview those more similar to you or what you are drawn to.

5. Stay up on the millennial shifts. The time of millennials in the workplace and taking on higher roles is upon us. The Millennial Branding survey revealed that 43 percent of employers want to hire employees who are a great cultural fit. For millienials, this has a lot to do with work life balance, and a company with staff who butts heads on what this balance looks like tends to create conflict and hostility in the work force. As a recruiter, a good initial question to begin incorporating is what does the work life balance of the team look like? What are ideal working hours daily or weekly for this team, and how important are benefits or flexibility?

Naturally, this is not an end all guide to evaluating each candidate, but perhaps you have realized that your standardized process could use a refresh, or you may spend some time evaluating new interview questions your candidate may hear at further interviews. Review these sample interview questions from The Balance Careers to further refine your core categories for interviewing candidates.


Business Development for Recruiters

by Veronica Blatt

NPAworldwide recently held a topical call, “Business Development- Let’s Grow!” where two featured panel members covered topics like: How can you set yourself apart from other recruiting agencies? And how do you get started with business development? Read the rest of this entry »