Today I’m introducing a new line of content on our blog – occasional posts that answer some of the most frequently asked questions we get from prospective members about joining NPAworldwide. In my first post about NPAworldwide membership questions, I’m going to address this:
The short answer to this question is no. Read the rest of this entry »
Today’s guest blogger is Rachelle Mire, senior account executive at McQuaig, a global leader in talent management solutions. McQuaig assessments are designed to provide a deeper insight into a candidate’s personality, cognitive, and behavioral attributes. With over 50 years of experience, McQuaig assessments provide a comprehensive view of a candidate and their potential to succeed in a organization while shedding light on the most important areas of employee development. This post discusses the importance of cultural fit within an organization and the role that AI can play in supporting employees.
In recent years, employers have placed growing importance on cultural fit, which describes the ways in which a candidate is compatible with members of the current team and the overall company culture. Even if a potential hire isn’t a perfect match to the requirements for a role, cultural fit can help hiring teams find a “diamond in the rough”, an employee whose passion for a role and chemistry with their coworkers more than bridges any gaps in their skillset. Read the rest of this entry »
As happens over the years, the pendulum swings back and forth from a candidate-driven market to an employer-driven market. The pendulum is in the process of moving toward the employer side, but there have been multiple years of more demand than supply of candidates. While the slowing of the market is good news for employers, the difficulty uncovering top talent globally is still very real. This slowing should allow better focus and a bit more time to fill openings for recruiters. Instead of working multiple openings at the same time, recruiters may have time to focus on one solid job opening at a time. Read the rest of this entry »
Good recruiting partnerships take time to build and maintain. Sometimes in our recruiting network, we will see recruiters who only go to their partners when they need something. The important to remember that trading partners can choose who they are going to work with, so if they’ve never heard of you until now when you need help, they likely aren’t going to jump in feet first compared to maybe a trading partner that they’ve talked with weekly for the last few months, or someone they’ve met face-to-face over coffee. If you want to be at the top of the list for who other recruiters call when they need help, you better make sure you’re building relationships always.
Here’s how to be viewed as a good trading partner and constantly be building relationships: Read the rest of this entry »
Our guest blogger, Haley Marketing, focuses exclusively on serving the staffing and recruiting industry. Websites. Social media. Blog writing. Marketing automation. Email marketing. SEO. PPC. Corporate identity. Strategy. You name it. Whether you’re looking to drive sales leads or attract more qualified candidates, Haley Marketing provides the marketing tools and technology for you to stand out in a saturated market.
As a division of Haley Marketing, Recruiters Websites helps recruiters employ proven digital marketing strategies to get noticed, build your brand and drive more business.
A lot of our clients say the following when we bring up the blog—we don’t have time, we can’t be consistent with it, or we’re not writers. These are all valid considerations, but collectively or separately they are not good enough reasons to discard this tool for all the potential good it can do for your recruiting firm.
Here’s why. Read the rest of this entry »
Recruiting is a relationship business. Having conversations and building relationships with clients, candidates, and trading partners will lead to long-lasting relationships, loyalty, and repeat business, as opposed to one-off hires.
But due to the current nature of the recruiting business and a candidate shortage, recruiters must act quickly to fill roles, and because of this, there are many recruiters who treat sourcing and recruiting as a transaction. They don’t see the big picture, the long-term view that today’s candidate may be tomorrow’s hiring manager.
But relationships still need to be cultivated through frequent communication — preferably in-person or by phone. Candidates receive so many messages through LinkedIn and emails, that it can be hard to stand out amongst the masses. Similarly, potential trading partners may receive resumes thrown at them by so many other recruiters. Read the rest of this entry »
While many global economists continue to have concerns about an economic recession, nearly half (45%) of global employers intend to hire more workers in the coming quarter. Another third expect headcount to remain the same. Employer hiring activity has contracted slightly (-3%) from the previous quarter, but is up 6% compared to last year. These numbers are from the latest ManpowerGroup Employment Outlook Survey. Read the rest of this entry »
Recruitment Firms join a split placement network to expand their reach, better serve clients and candidates, and add to their revenue. As a member engagement specialist for NPAworldwide, I help connect our members to trading partners in their niche, help them navigate NPA’s Marketplace, and facilitate practice group calls where they can meet other recruiters. But one of the most important steps is connecting with a new member when they first join to help understand their goals and set realistic expectations for their membership. Some of the questions I get – How does it work? How long will it take to get my first split placement fee? Where do I start? Read the rest of this entry »
If you haven’t read the latest post from Greg Savage, it’s worth your time. In a nutshell, he posits that candidates are both scarce *and* have wildly different priorities than they did pre-pandemic. And that big companies, which have been fertile ground for third-party recruiters, are perhaps not the best recruitment clients that they may have been previously. Read the rest of this entry »