Recruiting Resources

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 »

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 »

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 »

Yesterday, 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 »