Recruiting Resources

Do you belong to a recruiting association? If not, how do you build a network of recruiting partners? What recruiting resources do you use for professional development? Or, have you decided that the recruiters you “know” through social media are enough?

It’s my favorite time of year at NPA. Our members-only Global Conference is just a few weeks away, and the excitement and anticipation are killing me (so is the workload, but I digress…). The Global Conference is where the magic happens. I love sitting back and watching what happens when smart, engaged recruiters get together in person: Read the rest of this entry »

Have you been following the latest buzz about mobile phones and other handheld devices? The use of smartphones and/or tablets is exploding. By 2015, 65% of the U.S. population is expected own a smartphone, with more than 1 billion units predicted to ship globally (up from about 300 million units in 2010). That is a staggering increase, and it is going to have huge implications in the worldwide recruitment industry. If you have not already embraced a mobile-centric environment in your business, you are behind the curve. It’s time to catch up NOW. Read the rest of this entry »

As an independent recruiter, undoubtedly you’ve been presented with positions so exclusive there is an expectation that only a select group of candidates with a rare skill-set will be able to fill them. These positions are often open for months on end because the hiring manager is so particular about what they are looking for. Understandably, they take a bit of time and some major elbow grease to fill.

Let’s make sure, though, that you aren’t confusing one of these exclusive positions with a position that can be filled more easily by asking the right questions. Below is a list of questions for the hiring manager that may be useful when starting your search for the perfect candidate:

1. Ask for the profiles of current and past employees.Are there any current employees with similar profiles you can share with me? What was the profile of the last person in this position? What were the positives? What were the negatives?
2. Draw the lines of flexibility. What are the required skills and educational background? If the requirement is an MBA in Actuarial Science, will you accept a master’s in actuarial science? If the requirement is a Bachelor’s Degree with 5-7 years experience will you accept a Master’s Degree with 2-3 years experience? What is the minimum educational requirement?
3. Describe a day in the life. What is the typical day? What are the day-to-day activities? How often are they required to travel? What other departments do they frequently work with? Who do they work with directly? Who do they report to?
4. Define the transition. What are the short and long term objectives? How can a candidate expect the position to change over the next year? Do you expect the job description be the same 2 years from now?
5. Discuss targets. Are there competitors who might have this candidate? Do you have anyone in mind right now?
6. Be culture sensitive. If you are a global recruiter speaking with a hiring manager in a country with an unfamaliar culture, be sure to ask lifestyle questions. Work schedule? Are there any technology restrictions the candidate should be aware of? How will the culture affect their family? Read the rest of this entry »

I have attended several webinars that educate recruiters on how to build lists of hard-to-find candidates. Sometime these webinars are offered by those selling tools that make the process of list generation easier. You know the names: LinkedIn Recruiter Professional, ZoomInfo, and the Boolean search string education seminars. To the non-recruiter, it seems that candidate list generation is what is difficult about recruiting…finding more quality candidates. Even if refining a list of 1000 candidates down to the 20 top prospects is demanding, it is the next step that is really where recruiters separate themselves from researchers. Read the rest of this entry »

NPA’s Independent Recruiter Blog has been added to a list of the 50 best blogs for recruiters, as compiled by the folks at www.onlinemba.com. We’ve been working hard for the past year to create valuable content for independent recruiters and global recruiters alike. It’s nice to be recognized for our effort! Read the rest of this entry »

A 2010 CareerXroads study of major companies found that 25 percent of all jobs were found as a result of job board applications. This was second only to employee referrals as the source of job candidates and placement. Even with these strong facts supporting the success of job boards, it is interesting to see the varied opinions the recruiting community has regarding job boards. (Disclosure: NPA launched its own recruiter job board in August 2011.) Read the rest of this entry »

Part 3 is finally here! Thanks to industry trainer, Mark Whitby, see tips 11 -15 for How to Hire Top Producing Recruiters.

11. Look for proof of achievement
Add a competitive element to the interview process. Any good sales person will be able to provide proof of their sales history so ask about achievement awards or industry recognition they’ve received. Also, ask for relevant references and follow up with them diligently. Ask performance-based, work-style and attitude questions. Candidates are on their best behavior during interviews so their references might be able to provide good insight into past performance. Read the rest of this entry »

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 »

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 »

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 »