Recruiting Resources

Tips for Hiring Within Your Recruitment Agency – Part 2

by Veronica Blatt

I know you’ve been anxiously awaiting the next 5 tips for How to Hire Top Producing Recruiters. So, I give you what you want! See tips 6 through 10, compliments of industry trainer Mark Whitby, below.

6. Create a Compelling Sales Pitch
What are the benefits of working for your recruiting firm? Take a second to write down the incentives, financial and non-financial, that you offer your staff. What is your work environment like? In order to get the top recruiters, you need to have a great pitch about why you are a great person to work for, and how you provide an environment that fosters development and success. Now, look at what you’ve written down and based on the information ask yourself one question – Do you want to work for you? If there are areas lacking, either think of ways to improve them or be able to explain how you make up for it by compensating in a different area. Read the rest of this entry »

3 Tips for Independent Recruiters to Resist Lowering Their Fees

by Veronica Blatt

It turns out that recruiters like to talk about money. Hard to believe, isn’t it? Last week, we had a dynamic discussion on the Independent Recruiter Blog about whether independent recruiters should refund their fees. Today, I’m going to follow up with some tips about how to resist the pressure to reduce recruiting fees.

One of my favorite sessions from the 2011 Big Biller Summit was Gary Stauble’s presentation about how to increase recruiter profits. One way to maintain or increase your profit margin is to protect your recruiting fees. Here are some pointers to help you avoid lowering your fees: Read the rest of this entry »

Tips for Hiring Within Your Recruitment Agency

by Veronica Blatt

Recently, I had the opportunity to listen to industry trainer Mark Whitby speak to independent recruitment professionals about How to Hire Top Producing Recruiters. Although his list of tips was lengthy, every point was valid and he provided great insight to how recruitment agency owners should hire, develop and hang on to their employees. Because there are 15 tips, I am going to break them up into three separate posts with 5 tips each. Read the rest of this entry »

What is your recruitment strategy?

by Dave Nerz

I recently attended a recruiting conference in Sydney Australia. The guest lecturer was a North American who landed and stayed in Australia about 25 years ago. His specialty was “Strategy” and “Strategic Planning” and his name is Bob Nordlinger – a good and interesting speaker, worth the time if you ever have the chance to hear him speak. Bob is good at driving recruitment strategy to a simple and easily implementable level for those seeking strategic planning ideas for recruiters.

Bob took what can be a complex process and made it easy. One big “ah ha moment” for me was his simplification of the 3 basic strategic positions you can take as a business. You can be: Read the rest of this entry »

Fee Options for Independent Recruiters

by Terri Piersma

The agreement for fees between independent recruiters and employers can take many forms. For example, recruiters may perform contingency recruitment, container recruitment, or retained searches for full-time positions.

What are the differences between these fee arrangements for managers and other professional level positions? Read the rest of this entry »

Recruiting Resources for Candidate Relocation

by Veronica Blatt

house-suburbsYesterday, NPA hosted a free webinar by Laurie Johnson from Recruiter Relocation about Recruiting and Candidate Relocation. Recruiter Relocation is a service NPA endorses. Their service is free to recruiters.

Here in the USA, the real estate market continues to be volatile. It is a key reason, perhaps THE key reason, why candidates turn down offers for new jobs. Since so many recruiters are involved in candidate relocation, it’s an area where it pays to be educated on the current conditions. Read the rest of this entry »

Selecting an Independent Recruiter – 5 Tips for Employers

by Terri Piersma

Employers have many choices in selecting an outside recruiter to assist them in finding qualified candidates for open positions.  A recruiter may work for one of a variety of entities including an independently-owned firm or a publicly-owned firm.  Today, my post focuses on selecting an independent recruiter from an employer’s viewpoint. Read the rest of this entry »

Independent Recruiters: Don’t Offer to Refund Your Fees!

by Veronica Blatt

6 Ways Job Boards are like Online Dating

by Veronica Blatt

Today I’m going to share my thoughts on how job boards are similar to online dating. After all, “everyone” says that job boards will be the end of the recruiting industry, and “everyone” also says that you have to look online to find your ideal date. All these experts must be on to something, right? From my limited experience with both job boards and Internet dating sites, I’m here to state emphatically that job boards aren’t going to put recruiters out of business anytime soon. (Disclosure: NPA recently launched a job board.) Read the rest of this entry »

Increase Recruiter Profits with New Niches

by Dave Nerz

The smart players in recruiting take the position that you must be a recruiting specialist to win in the recruiting business. I think what they say makes some sense. Many trainers and industry experts suggest that a recruiter become expert in a niche. They suggest a recruiter should know all the key companies, key decision makers, the social media connections, the industry jargon, and all the openings that the niche might produce over the course of a year. In a strong and growing economy, or from within a large recruiting practice, this concept is completely sensible and can increase recruiter profits. Read the rest of this entry »