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Social Recruiting Best Practices

by Liz Carey

Social media platforms can be a valuable tool in a recruiter’s toolbelt, if used wisely. Candidates regularly utilize use social media platforms like LinkedIn, Twitter, and Facebook, to find their future employers.

In an article by TalentLyft, it was noted that:

  • 73% of millennials found their last position through a social media site.
    Source: Aberdeen Group
  • Nearly half of all professionals (49%) are following companies on social media with the intent to stay aware of their jobs.
    Source: LinkedIn
  • 62% of job seekers use social media channels to evaluate employer brand of a company.
    Source: CareerArc
  • Job seekers rank social and professional networks as the most useful job search resource compared to job boards, job ads, employee referrals, recruiting agencies, and recruiting events.
    Source: CareerArc

BUT, social recruiting doesn’t simply mean creating a profile and blasting out job orders. Here are some tips on how to effectively use social media in your recruiting efforts:

  1. Share valuable content, not just job orders. Use social media to share industry-relevant articles and blogs. Subscribe to industry publications and share those with a comment of your own. Candidates want useful information, and you won’t be grabbing their attention/likes/follows by spamming their feed with job adverts.
  2. Cater to your audience. Think of it like writing job descriptions, where it’s best to take a different approach depending on whether the job is an executive/c-suite role, or a lower-level role. Tailor your postings to your ideal candidate, and that’s who you will attract. For example, posting articles about changing careers won’t attract the senior-level experienced candidate you need. And using a generic template when you reach out to candidates via social media is sure to be ignored. High quality candidates don’t have time to sift through all the generic messages they get… stay out of the ‘trash’ by making it personalized.
  3. Make it a conversation. It’s not just about posting and getting likes. It’s important to publish things that garner a conversation… and that includes replies from you! If candidates are commenting on your posts but you aren’t replying, you can bet they will come to a halting screech. Build a connection with the candidates, make yourself a real person… not just a ‘brand’.

The more you can engage with your audience via social networks, the easier it will be to build a relationship with top talent. If you become an authority in the industry – frequently posting valuable articles and contributing meaningful comments – it is more likely that candidates will turn to you when they are in the market for their next opportunity.


Permanent Establishment Risk: How to Protect Your Organization When Operating Abroad

by Veronica Blatt

Today’s guest blogger is Pierce Brehm with SafeGuard Global. For nearly a decade, organizations around the world have relied on SafeGuard Global for their global HR needs, specifically around payroll and employee compliance. SafeGuard Global is an Endorsed Program sponsor of NPAworldwide. The post below gives practical advice to follow during a global crisis.

Global business expansion is on the rise, with an estimated $7 trillion to $9 trillion in global trade being attributed to multinationals.

With such a substantial amount of taxable revenue, it’s no wonder foreign governments are eager to apply their corporate tax laws to companies operating within their borders.

That’s where the concept of permanent establishment (PE) risk comes into play—and why it’s so important for companies operating in foreign countries to be aware of and understand the risk. Read the rest of this entry »


Time to Fill Your Pipeline

by Liz Carey

Prior to the pandemic, recruiters focused on building a pipeline of talent, so that when their clients handed over a job req, they had candidates at the ready. Despite a completely different labor landscape than we’ve ever seen in the past, this recruiting tactic is still practical. Even if all hiring is on hold, recruiters should continually grow their talent database (or pipeline)… that way, you won’t have to start anew when things do open up. When this pandemic is over and the economy rebounds, those roles that were put on hold will open back up and employers will be overwhelmed with applications. You want to be one step ahead of the game and have that top talent ready to present to them.

When COVID-19 happened, a lot of jobs were suddenly put on hold or cancelled altogether. The pandemic and economic collapse resulted in record-high unemployment, so for those passive candidates who were keeping an eye out for other opportunities, many have made the choice to stay where they are — feeling lucky to even have a job. So with top talent reluctant to leave their current roles, what is a recruiter to do?

To continue building your pipeline, even in times of economic uncertainty, it’s important to continue to foster relationships with current employees, former employees, past applications, and runner-up/silver medalists — those candidates who were interviewed or considered for a role, but ultimately weren’t selected. Keep in touch with these candidates and ask questions to stay abreast of what’s going on in their lives — maybe they don’t like their current job, or were recently laid off, or want to relocate due to family.  Even if they are happy where they are or are hesitant to make a move now, they might have a referral — the next hire you’re looking for.  Additionally, be proactive and keep your eyes and ears open on rivals’ employees. Court the competition and reach out – ask them if they are content/satisfied with their work, and build a relationship from there.

Just because the market isn’t uber-competitive right now doesn’t mean it’s not the time to fill your pipeline. It’s always the time to network and keep your eyes open for potential top talent. When your client is ready to pull the trigger on hiring, you’ll be ready with talent at the ready.

 


Recruiting Tips For The New Not-So-Normal

by Dave Nerz

Things have certainly changed in massive ways in just a few weeks. It is unsettling to even the most stoic, calm and rational recruiters and recruitment leaders. As a recruiter or leader, you are working with a product (candidate) that is living breathing person. So here are some recruiting tips to consider for these not-so-normal times: Read the rest of this entry »


International recruitment means international invoicing; can your recruitment agency handle it??

by Veronica Blatt

Our guest blogger today is TBOS. Formed in 2009, TBOS have over a decade’s experience in helping new start-up and existing recruitment agencies with their outsourced back office needs.

Congratulations! You’ve successfully secured overseas talent for your client, but international recruitment means international invoicing. Does your recruitment agency have the means to invoice correctly and compliantly with the correct tax applied? Read the rest of this entry »


4 Tips for Connecting with Modern Candidates

by Veronica Blatt

Today’s guest blogger is Joe O’Connor, CEO and Co-Founder of Vizi. Instantly transform your text based job posts into visual experiences that can be shared anywhere with Vizi. Talent attraction should always be an authentic brand story that promotes opportunities instead of transactions.

The recruitment marketplace was once ruled by 33 characters and only a few generic lines of text. It’s amazing to think how this space has evolved since the early days of the classified ad. Companies now have personalized touchpoints with candidates that span across several mediums. Quality candidates shop around for companies that fit their values and deliver meaningful work. We have highlighted four areas to focus on for attracting modern candidates: Read the rest of this entry »


How to increase efficiency by enhancing employee engagement

by Veronica Blatt

Today’s guest blogger is Lucy Saysell, marketing executive with SourceBreaker. SourceBreaker is a completely new category of recruitment technology. It’s an end-to-end search platform that searches across your CRM, CV databases and social media, uncovering candidates your consultants and competitors cannot currently find, having an instant impact on billings. 

Employee engagement is one of those essential workplace attitudes that is so vital and yet often overlooked. Get it right and your team will be happy to come to work, motivated and giving their all. Get it wrong or totally ignore it and you will soon begin to see negativity and even apathy creeping into the workplace culture. Read the rest of this entry »


Following Up After a Conference: 4 Tips and a Template

by Veronica Blatt

If you have attended a large networking event or conference, you are quite familiar with various sayings such as, “We will chat next week!” or, “Can’t wait to touch base” and perhaps even, “Let’s get that done!” However, as the story sometimes goes, we come back to flooded email inboxes, and start to tackle other projects or ideas and end up never following up on those conference connections that seemed like the best idea at the time. Perhaps just the title of this article triggered you to get to it, but if it did not, here are four tips and a template to get you through.

  1. Start with a Direct Subject Line. Your new contacts are likely buried up in emails just as you are, so the subject line will help get you some immediate action, or be filed for when it is needed. For instance, in our split placement recruitment network, a great subject line would be your go-to business. Such as “You met a top Cyber Security trading partner last week”. Things to note here are including that they met you, when they met you, and the top skill your connecting might offer them.
  2. Learn More About Each Other. If you met someone briefly at a like minded networking event, chances are high that there is something you could both learn from one another, even if you did not find it in the quick pace of the event. A good line here is “I think we could mutually benefit from chatting further.” Include a sentence or two about yourself, and then ask for a call or in person coffee meeting to explore your business acumen further. Before the meeting jot down a few core subject topics such as what technology tools they find most useful in business, what they think could propel their business forward further, or even what is a challenge they are facing in their industry.
  3. Clean up your notes. Spend an hour or so dedicating time to sorting through all of the information you’ve brought back. A few good sections would be Next Steps / Key Learnings / Meeting Details / Session Notes. The main thing here is separating strategy from action. Put those action items in a digital task manager or schedule them out over the next few weeks, and get back to your normal flow knowing you are addressing what you wanted to.
  4. Get Social. Here is where 2018 lies, the communities on social media that begin off of groups and industries are growing in popularity even more. Make sure to connect with those you’ve met on Linked-In, and those that you have photos or fun memories with, connect with on Facebook as well. Make a single post about your trip/conference and key takeaways, then tag all the old and new friends you met. This is a great way to build community and comradery, as well as pick up the interest of your friends that fall in the same industry and may attend the following year! If the organization has a presence, tag them as well for they might be able to use your post in future marketing efforts!
  5. A template for getting you going. If you are a copy and paste type of person who wants a way to get this going, here is a super light approach that you can send after making a Linked-In connection to the individual.

 Hi [contact’s name],

It was great to meet you in [name of event] on [date]. I had a great time chatting with you about [something you talked about]. On your LinkedIn profile, it says you’re currently focused on [industry they are in or specialty that they do]—and [reason why it relates to you]. Let me know if you’re free to connect for a chat sometime next week to discuss some synergy?

Best,

[Your name]

 


How Small Business Recruitment Strategies Differ From Those of Big Businesses

by Veronica Blatt

image for small business recruitment tipsToday’s guest blogger is Sam Ajam of BuzzRecruiter.com. Founded in 2006, BuzzRecruiter.com creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, BuzzRecruiter.com specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At BuzzRecruiter.com, they always put the client first. BuzzRecruiter.com offers top notch customer service, one-on-one consultations, and custom solutions in responsive web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions.

At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results.

BuzzRecruiter.com is proud to serve the NPAworldwide organization and its affiliated members. To learn more, please visit www.buzzrecruiter.com

Does having a small business mean you can’t attract top talent to your company? Or that you have to struggle with replacing talent that leaves your business for another?

As a small business owner, there are extra steps you have to take to ensure you always have great talent on your roster. Read the rest of this entry »


Moving Forward…With Temp and Contract Placements!

by Veronica Blatt

Everything is moving forward with the economy as we reach the end of the first quarter in this likely-to-be boom year of 2018! Look back on placement requests you have received so far and consider if you have been able to successfully satisfy your client’s needs. If the answer is no, you may need to consider other actions to help improve your success ratio. Even if the answer is yes, you can always improve!

If your client has hesitated to hire a candidate on a direct-hire basis, offer the option of a temp or contract placement to enable the client to move forward with a minimum of risk. If the placement is a success, the client can move the person to a direct position and compensate you with a conversion fee. This can be beneficial for all parties and can serve to keep things moving forward. If the client is not totally satisfied with the placement, another candidate may be sought.

You may want to join a networking group (like NPAworldwide) to facilitate your ability to make national placements or to take advantage of “split fee” arrangements with your network peers. Citing NPAworldwide “Split fees can generate incremental business that level out seasonal or cyclic revenue fluctuations.” By taking advantage of their networking opportunities you can increase your pool of candidates and positions within your recruiting specialty. You may have the candidate, and they may have the client company…both of you can move forward!

Improving your business success may require you to take training through local associations or via webinars from nationally recognized trainers like Barb Bruno of Good as Gold Training, Inc.  Training can help polish your skills and improve your over-all success with placements. You may be introduced to new ideas and techniques which will help you move forward toward improved performance and profitability.

Consider moving into business outside your typical market. You may discover opportunities that are a good match for your skills and expertise. The networking and training cited above can help you grow your business by exploring other markets. Along the way you will likely discover applications for temp and contract placements where a direct-hire is not immediately doable. Take advantage of these opportunities when they arise and improve your profitability.

The improving economy will likely stimulate employment needs across the nation. With the wide variability across state and local boundaries of regulations, taxation, insurance, and other requirements, you should consider partnering with a third-party vendor to help you with back office support for temp and contract placements. You can spend your time and efforts on what you do best: find and place candidates. Let a third-party vendor such as Evergreen Contract Resources help you move forward.

This post comes from Judy Collins at Evergreen Contract Resources.