It seems to be a typical practice in the world of independent recruiting to present or pitch a candidate on that first cold/sales call with a potential client. It is a bit of a baiting method, as you outline exactly what they need, but do not offer the candidate up officially until the contract is signed. Not only does it offer the client something immediate, but shows you know how to deliver value in your space. Here are five other collective cold calling strategies for recruiters to keep in mind as they work business development: Read the rest of this entry »
Recruiting Resources
Cold Calling with a Candidate? 5 Recruiter Sales Tips
by Sarah FreiburgerIn Recruitment and Fishing, It’s All About That Bait
by Veronica BlattToday’s guest blogger is Liz Carey, network coordinator for NBN, operators of www.searchbankingjobs.com and www.searchaccountingjobs.com. NPAworldwide and NBN merged in September 2014, and our two networks are working toward a full integration effective January 1, 2016. We’re happy to have Liz on our blogging team.
In New England, a favorite summer activity for many is fishing. I saw some folks fishing off a local bridge last weekend and it got me thinking – recruitment is a lot like fishing (minus the cargo shorts and cold beer, maybe). You must first have the knowledge, insight and patience to understand exactly what your client is looking for in a perfect fish (candidate), and then find the right fishing spot and dangle the right bait (an attractive job order) to reel in that perfect person. Read the rest of this entry »
Easy Appointment Booking Recruiter Tool
by Sarah FreiburgerA problem I was having for quite some time was ease of scheduling call times with recruiters of independent firms to qualify them for membership in NPAworldwide. On average, it took about 2 to 3 emails to nail down a call, and then there was about a 50% chance that they would cancel, forget, or just get carried off by a herd of non-purple squirrels never to be seen again. After a few trial and errors with online calendar tools that did not seem to sync appropriately, I stumbled on https://youcanbook.me/ a site from the UK that has made my life much simpler. First and foremost, this tool is FREE. Well, the version I use is, and it does the trick, so I will stick with explaining the features and benefits I have found with that version. YouCanBook.me is booking software that integrates with your Google or iCloud Calendar. When you sign up, you get a personalized scheduling page so your customers can book you online. The look is very clean and professional: Read the rest of this entry »
5 Terrific Sources of Recruitment News
by Veronica BlattWhile there are plenty of resources for human resources and hiring news, sometimes it can feel difficult to find credible sources of recruitment news. Here are 5 of my favorite sources, in no particular order: Read the rest of this entry »
Small Recruitment Agency Seeking New ATS?
by Sarah FreiburgerAs the Director of Membership for NPAworldwide, I get many questions from independent recruitment firms looking to join our split placement network. One that I am hearing quite often is, “What ATS do most of your recruiters use?” Some criteria I hear from firms that they rate an ATS by include: ease of use for applicants, company size and field, social networking and job posting capacity, search functions, and user support services. Since I am not a recruiter or expert myself, I took to social media to see what other firms are saying about their ATS, and here are some good bullet points I pulled out: Read the rest of this entry »
Use the Phone to Make Recruiter Connections
by Veronica BlattToday’s guest blogger is Liz Carey, network coordinator for NBN. NPAworldwide and NBN merged in September 2014, and our two networks are working toward a full integration effective January 1, 2016. We’re happy to have Liz on our blogging team.
One of the hats I wear at NPAworldwide is “official note-taker” on trading group conference calls, where recruiters dial-in to discuss their hot job orders and candidates. What I have noticed on these calls is that connections are made – after one recruiter describes their job order, oftentimes another recruiter will chime in “Hey, I have a candidate that I think would be a great fit for that,” or “I didn’t know you worked in that space, I’ll give you a ring after the call” or “I’m near San Antonio too, let’s meet up for lunch!” Read the rest of this entry »
Q3 Global Employment Outlook: Hiring Expected to Increase
by Veronica BlattManpower has released the results of its latest quarterly global employment outlook survey; modest hiring increases are expected worldwide. Manpower surveys more than 59,000 employers in 42 countries on a quarterly basis. Key findings include: Read the rest of this entry »
Why You Need a Social Media Policy
by Veronica BlattMel Kettle is a communications and social media consultant, speaker, blogger, educator, coach, bookworm, obsessive foodie and eatie, and a budding photographer. She blogs on marketing and social media at www.melkettle.com.au. Mel is passionate about working with organisations to show them how to communicate effectively so they can develop communities, share their stories and raise awareness. She particularly enjoys working with people who want to make a difference to other people’s lives. In her spare time Mel writes a food blog, The cook’s notebook.
I often have people ask me why should they have a social media policy? They only have two or three staff. They don’t actually use social media within their business (What??? That’s a whole other issue!).
And I tell them that all organisations need a social media policy. Even those that don’t use it. And especially those that have staff. Even if it’s only one employee. Read the rest of this entry »
Moving from Contingent to Retained Recruitment
by Dave NerzFor many recruitment firms, the shift from one style of recruiting to another is a difficult transition. It is not unusual for those starting in the business to begin as contingent recruiters. And some firms find this model suits them well and continue as contingent recruitment firms with no need or desire to change. If it works and you are happy, your clients are good with your method, then keep a good thing going. Having recently spent a few days with a collection of 60-plus firm owners and recruiters, I saw a great desire on the part of many firms to move from purely contingent to at least a partially retained model. Most often there was a desire to offer both models dependent on the situation and the client. Read the rest of this entry »