Split Placements

3 Key Differences Between NPAworldwide and BountyJobs

by Sarah Freiburger

As the Director of Membership for NPAworldwide, I occasionally am asked by independent recruiters how our network is different and better than BountyJobs. In my opinion, neither one is necessarily better than the other as they are so very different. As an independent recruiter, deciding which to join will depend on how you like to work.

The following is a brief summary of the key differences between NPAworldwide and BountyJobs:

1.    Organization Structure
NPAworldwide is a member-owned and -run network of independently-owned recruiting firms that work together to make split placements. The network began in 1956 and has grown into a network of more than 400 firms located throughout the world.

Owners of NPAworldwide firms set the strategic direction of the network. The network is led by a Board of Directors of owners of member firms and has a selective membership process. At the end of the year, profits are re-invested in the network to continue and improve services to our members.

Membership gives independent recruiters and small firms a way to compete in a global marketplace without sacrificing the unique qualities that distinguish them from larger competitors. Members rely on our split placement network to build relationships that result in more effective and efficient service to clients and candidates in their own market. Those relationships translate into enhanced revenue-generating opportunities and increased financial stability. In the process, members also add value to their businesses through improved speed, reach, and capacity.

BountyJobs is a privately-owned company so I do not know how profits are spent or distributed. In 2011, BountyJobs was impressively ranked No. 389 on Inc. magazine’s annual Inc. 500. The press release announcing this ranking states that “BountyJobs is the preferred contingent search solution for more than one-third of the Fortune 500 . . .”   The organization appears to be a good solution for large employers managing a high volume of open positions resulting in the need for them to manage relationships with many recruiters.

2.    Work Style
Success in NPAworldwide is a result of the relationships built between recruiters. The quickest way to build trust with potential trading partners is to meet face-to-face at one of our conferences. Of course, if that is not possible, recruiters develop relationships through telephone, Skype, and/or email conversations.

In BountyJobs, independent recruiters only work with employers and have limited opportunities to build a relationship with an employer until much later in the hiring process.

3.    Control
In NPAworldwide, recruiters post jobs and candidates in our private, web-based sharing tool called SplitZone.  Recruiters may work on any job, anywhere in the world. We also have a private Job Board where only NPAworldwide recruiters can post their jobs. Members can post their jobs for free on our Job Board and only pay if they place a Job Board candidate in a job. With NPAworldwide, an individual recruiter is in control of how they work with their trading partners as long as they abide by the Bylaws and operating procedures.

BountyJobs is a one-way street. Employers post jobs through BountyJobs. Then after viewing posted jobs, recruiters may contact employers and request that they be given permission to send candidates to the employers. A recruiter cannot speak with an employer unless the employer authorizes the recruiter to send candidates. After the permission is granted, the recruiter is able to view the full contact information of the employer. Wiith BountyJobs, the employer is definitely in control.

Additionally, NPAworldwide recruiters control the type of guarantee they offer employers. With BountyJobs, recruiters have no control. All recruiters are required to provide a 60-day money back guarantee; no exceptions.

In conclusion, which option is better for independent recruiters to join – NPAworldwide or BountyJobs?  It  depends! NPAworldwide is a relationship-based network facilitating split placements among its members. If you prefer to not build relationships with your trading partners, then you should consider BountyJobs.  Or, if you are undecided, you may want to consider joining both and experiencing them each firsthand.

If you do consider joining BountyJobs as an independent recruiter, I suggest you take some time to understand how candidate ownership is addressed. Specifically, who owns the candidate six months after a recruiter submits the candidate to an employer.

As an independent recruiter, which option do you prefer?

Make More Split Placements with Better Job Descriptions

by Veronica Blatt

Today’s post is from Russ Bray with Southern Recruiting Solutions in Tampa, Florida. Russ is a two-time member of the NPA Board of Directors, as well as a long-time member of the network. Southern Recruiting Solutions specializes in placing engineering and information technology professionals throughout the U.S.

Have you ever read a job description that never seems to end and that no one could possibly qualify for? Or one that really tells you nothing because it’s all generic jargon? Candidates have too—and either no one replied, or everyone replied. We hear so many complaints about poor response to job postings. Here are a few tips that may help you increase your reply from quality candidates. If you are sharing the job with a member of your split placement network, he or she will thank you as well.

  1. A little sizzle to start – ‘Opportunity to join a software development team building new applications using .NET Framework 4.’ Regardless of the industry or job, provide some detail at the beginning to excite a potential candidate. This will set you apart from the rest of the crowd. It will also help your split placement partner get more excited about conducting a search and targeting the right candidate.
  2. Several bullets that clearly state what this person will be doing. There is no magic number, but I like to keep it brief; 5 or so bullets that don’t ramble on forever.
  3. Several bullets that clearly state what is necessary to qualify for this position. Usually this section is the one that seems to go on and on. Try to focus on the top 5 experiences this person will need to qualify for the job. Is a Masters degree absolutely necessary or will the right experience offset that requirement? Do they have to have experience from another chemical plant or could someone from another manufacturer do the job just as well? Don’t make it hard for your split placement partners and/or candidates to figure out what is needed; they’ll just give up in frustration.

If the job description you are working from is much longer, just list the most important bullets and state that more detail can be provided to qualified candidates. Items like ‘good team player’ and ‘excellent verbal and written communication skills’ are a given and not really necessary. Some sizzle, concise and brief, is usually best. Better job descriptions will help you make more placements, including split placements.

If you are sharing the job with a member of your split placement network, he or she will thank you as well.

Split Placements: Are You Your Own Worst Enemy?

by Veronica Blatt

When it comes to making split placements, are you your own worst enemy? Let me give an example.

One of our members (I’ll call him Tony) shared a frustrating experience about split placements. He saw a job opening from another member. Turns out both of these recruiters work with this same client, but Tony didn’t happen to get the job order this time. But that’s OK, because he likes to make split placements, so he’s more than happy to supply candidates. He wants a happy client. Read the rest of this entry »

Need to expand your recruiting business? Consider split placements!

by Veronica Blatt

Members of NPA’s global recruiting network are reporting that jobs are plentiful and clients are hiring. Some of our members are seeing activity levels on par with 1997-98, and many more are reporting activity at least back to pre-GFC.

How about your recruiting business? Are your numbers growing? Are you prepared to handle increased demand from your clients? Have you thought about: Read the rest of this entry »

Midnight in the Garden of Importers and Exporters

by Veronica Blatt

Today’s installment was submitted by Andy Gregory of CGP Network in Indianapolis, Indiana. Andy has been an NPA member since 2006. CGP network is a boutique recruiting firm focusing primarily in the areas of accounting and finance and also with the recruitment of manufacturing professionals.

(Reflections on the 2012 NPA Global Conference in Savannah, Georgia)

In one of America’s most historical and intriguing cities, a new spirit of NPA collaboration emerged – and it wasn’t the spirits encountered on the Haunted Pub Crawl. Like many of you – I lost traction in 2009 but suddenly in Savannah, SplitZone was very real to me – again. Read the rest of this entry »

What’s the difference between a recruiting association and a recruiting network?

by Veronica Blatt

This is a question we get asked on a regular basis, so I am sharing the answer with our followers today.

In the United States, a recruiting association is likely to be a non-taxable, non-profit entity. Recruiting associations, as well as many other trade associations, typically exist for the following reasons: Read the rest of this entry »

NPA in Review: Split Placements Up in 2011

by Terri Piersma

NPA is a global network of independently-owned, professional recruiting firms working together to increase revenue through split fee placements. The network enables members to better serve their clients through extended geographic reach and greater access to industry specialization. In the process, NPA members benefit from increased production and a stronger competitive position. Read the rest of this entry »

3 Ways to Increase Recruiter Revenue in 2012

by Terri Piersma

The end of the year and the beginning of a new year are typically slow for independent recruiters. This means now is the perfect time to reflect on what happened in 2011 and create your plan to increase recruiter revenue in 2012. Industry consultants for the recruiting industry offer suggestions on how to develop a plan to achieve the goals you set. This article focuses on three ways that recruiters, including those involved in global recruiting, may increase recruitment revenue in 2012. The purpose of this list is to inspire independent recruiters to work with clients and candidates in 2012 in new ways. Read the rest of this entry »

Split Placement Guidelines

by Dave Nerz

More and more recruiters are seeing thevalue of split fees to fill voids in their pipeline of business, to address the need for speed, and to leverage relationships into new niche areas.  The National Association of Personnel Services (NAPS), a US-based recruiting industry trade association, has published the following set of guidelines.  To learn more about NAPS, go to www.recruitinglife.com.

The guidelines address commonly negotiated aspects of cooperative placements. However, no set of rules can ever be complete enough to address every possible situation. Therefore, it is imperative that both parties enter the agreement in good faith, committed to full and open communication and a willingness to negotiate exceptions and idiosyncrasies. Read the rest of this entry »

Split Placements Help International Recruiters Fill Clients’ Needs

by Veronica Blatt

Today’s post is courtesy of guest blogger Kimberley Chesney. Kimberley is the owner of Prime Management Group in Canada, with offices in London and Kitchener (Ontario) and Victoria (British Columbia). Kimberley is a long-time volunteer for NPA, currently serving as Chair-Elect on the NPA Board of Directors.

As the world gets smaller, so does the need for recruitment outside of a local network.  In order to properly service their clients, international recruiters are finding unique ways of making placements. Read the rest of this entry »

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