5 Reasons You Should Use Video Interviews

by Veronica Blatt

image of recruiter conducting a video interviewI’ll admit I’ve been skeptical about the use of video interviews. Webcam technology isn’t always reliable and services like Skype have their limitations as well. One thing I hadn’t considered though, is the use of pre-recorded video “interviews” as an alternative to phone screening. I recently listened to a webinar on this topic, and I’ve changed my way of thinking.

Here are 5 reasons every recruiter should be using pre-recorded video interviews:

Save time.  With a pre-recorded option, you’ll record a single outbound video message that is sent to all candidates. Some reports indicate that recruiters can conduct up to ten video interviews in the same time as a single phone screen.

Level the playing field. By using video technology, you’ll ensure that all candidates are asked the same questions, in the same way. Pre-recorded video interviews can make the process much more objective based on how each person answers a question. You’ll have better data based on answers as opposed to instinct or a personal connection with the candidate.

Eliminate scheduling nightmares. Candidates record their answers on their own time and return them to you. No more phone tag, no more scheduling phone screens at night or on the weekend. No more candidates using up sick time or vacation time.

Better collaboration. Video responses can be shared all at once with the entire hiring team. Since everyone has the benefit of the same objective data (the video interviews), you’ll get better feedback from other stakeholders.

Weed out candidates who are “shopping.” Casual candidates who are aren’t seriously looking for a career opportunity won’t respond. This means you won’t waste time talking to those candidates, or worse, present them to your client.

Are you using pre-recorded video interviews in your recruiting firm? Why or why not?

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Recruitment Yoga

by Veronica Blatt

image of woman in yoga poseToday’s post is from Nerissa Reyes from AVANTI People Partnership International in Manila, Philippines. Nerissa is currently serving as secretary/treasurer of NPA’s board of directors and was previously a regional director for the recruitment network. She lives and works across several countries including Jakarta, Sydney and Manila. 

AVANTI People Partnership provides executive search and staffing for various multinational companies across functions. In the fast-growing “business process outsourcing” arena, AVANTI provides cross-border recruitment solutions on a global scale.

Recruitment can be a highly stressful business! I have been in the recruitment industry for 18 years now; I used to have severe back pain due to work pressure. The doctors have done surgery to ease the back pain; it was to no avail until I discovered the POWER OF YOGA…I would like to share my remedy for stress management.

These are the daily applications of yoga practice in dealing with recruitment challenges:

  • Yoga creates FOCUS

Yoga teaches us to stay focused, keeps us balanced and centered. There are so many activities that need our attention daily; it is never-ending. But how do we prioritize? Yoga helps us work on the balancing act between business and personal matters.

In the recruitment business, we can work 24×7, especially with the global nature of business. Often, personal life suffers while trying to succeed in our business. When we practice regular yoga poses, we learn to balance and focus the body, mind and soul.

  • Yoga breathing clears the MIND

Yoga breathing releases stress; it is liberating and relaxing since it emanates from the core of our physical body.

When faced with operations problems in the office, take a deep breath to release tension; the solution may come more easily. When working with clients who are unreasonable, don’t lose control; breathe deeply then continue with the negotiation.

  • Yoga meditation is LISTENING

Yoga teaches us to stay calm and listen to the environment. Just keep still and soak in the present moment; the universe will flow through you and work itself out without pushing too hard.

Listen well to what the client is telling you and understand what will work for their culture before you react. Find out how you can help them. What is the candidate really telling you? What does he really want to do with his career? Listen and really understand his needs to determine if the role is right for him.

  • Yoga teaches ACCEPTANCE

We learn to accept things that we cannot change. There is a master plan of the universe. What was previously perceived as a hopeless situation, seemed inconsequential and quite manageable in the greater scheme of things.

I have worked so hard on this account, why can’t I make a placement? It may not happen right NOW but in time. That same client eventually may hire several candidates in their own time; be patient enough to keep working on the account.

Following yoga practice, our recruitment activity is transformed from “just” a business, to a way of sharing life’s blessings. There are no short-cuts to developing long-term relationships with clients/candidates. We have to recognize that we are in a complicated world. Keep your FOCUS and continue to expand your niche in the global world, transcending cultures.

Namaste!

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UK Job Seekers and Employers Say Interview Process Has Lengthened [INFOGRAPHIC]

by Veronica Blatt

According to data released by Randstad, both job seekers and employers in the UK say the job interview process has lengthened since 2008.

Over the past five years, survey respondents indicated: Read the rest of this entry »


5 Roadblocks to Split Placement Network Success

by Veronica Blatt

image of barricade to represent barriers to success in a split placement networkJoining a split placement network can be a big boost to your recruitment business if you have an open mind and a good attitude. Below are five mental roadblocks that can hamper your success and lead you to question your decision.

Not being willing to consider new markets. Many recruiters have a defined niche whether it is geographical, industrial, or occupational. Joining a split placement network gives you the opportunity to expand your business if you keep an open mind. Perhaps you will have an opportunity to fill different types of roles for your existing clients (instead of having to turn those down). You may be able to serve your clients as they expand into new countries.

Not being willing to consider new ways to work. Your split placement network may offer proprietary software or access to a third-party ATS, which might offer the ability to streamline your recruiting process or improve efficiency. You may get to know other recruiting firm owners who run their businesses differently than you. While it can be difficult (and scary!) to make changes, it’s important to keep an open mind. In our network, for example, everyone does things a little differently. There are lots of ways to be successful; be willing to try something new!

Not being willing to trust your trading partners. For recruiters with limited (or unpleasant) experience making split placements, it can be daunting to trust your new trading partners. Hopefully you checked out your new split placement network to see what policies are in place, how frequently disputes occur, and how they are handled. If you are satisfied with these answers, you should feel comfortable trusting your trading partners. You know what else helps? Calling people on the phone and attending face-to-face meetings – both of these are so much more effective at building personal connections than sterile email communications.

Not being willing to share more information than “normal.” This goes hand-in-hand with trust. The recruiters I know who are most successful in a split placement network are those who share as much information as they can – the candidate’s complete contact details, the name of the client, the location of the job, etc. The ultimate goal is to get the opening filled quickly with the best person; withholding information doesn’t help achieve that goal. This particular item can be a big hurdle to overcome, but it pays big dividends.

Not being willing to learn from others with more experience/success. It’s generally not a good idea to come into a new experience thinking you already know how it works. Even if you’ve had previous success, listen to your peers. If they’ve been part of a split placement network for a long time, you might pick up a trick or two.

There are a lot of things to think about when you’re considering membership in a split placement network. Once you’ve made the commitment to join, make sure to keep your mind open to new ideas, new concepts, and new ways of doing business. Don’t block your own success!

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Global Recruiters: Never Build on Rented Land

by Veronica Blatt

image of for rent sign to encourage global recruiters to own their business assetsNever build on rented land.” I don’t know where I first heard this phrase, but I love it because it perfectly describes what global recruiters are confronting in today’s digital landscape. It refers to the practice of creating content or other business assets that you don’t directly own. You may also hear it called “digital sharecropping,” a nod to old farming practices where a land owner allowed another farmer to work his land, but kept most of the profits for himself. It’s a bad practice for both farmers and recruiting firms.

Here are some examples of building on rented land: Read the rest of this entry »


Business Growth for Recruiters: Key Mistakes to Avoid

by Veronica Blatt

Image of man holding head representing mistakes in business growth for recruitersI came across a blog entry from Greg Savage (The Savage Truth), 10 massive blunders I have made in recruitment and wanted to share some other ideas. Greg is the founder of leading recruitment companies Firebrand Talent Search, People2People and Recruitment Solutions. He is an established global leader of the recruitment industry and a regular keynote speaker worldwide. (Disclosure: NPA has hired Greg as a professional speaker/trainer on several occasions. NPA gets nothing from Greg for reading his blog and sharing comments here.)

Greg maintains that it’s difficult to run a successful recruiter organization. There are a lot of variables that can impact business growth for recruiters. I agree. Read the rest of this entry »


Budgets: Recruitment Agency Challenge or Opportunity?

by Dave Nerz

image of calculator used in a recruitment agencyIn many parts of the world it is budget season and businesses are planning for 2014. Do you know how budgeting will impact your recruitment agency in the year ahead?

I have long considered this a great time of year to understand what kind of support clients will require from a recruitment agency in the year ahead. If I want to know if a client is planning to bring all recruiting in-house or if they will have no needs until the back half of 2014, it is so much better to know now.

I am in search of some recruitment best practices. How can a recruitment agency use this time of year as an opportunity?

  • What do you do differently this time of year when engaging a client?
  • What are the best questions to ask to open a client’s mind to sharing more detail with you?
  • Does anyone provide a historical summary of the business and positions filled in prior years?
  • Have you ever provided market data on salary levels to hiring managers in preparation for a future year?
  • Have you ever built a target list of positions to be filled and dates to be filled for a future year with a client?
  • Do you have clients that have a people budget, growth budget, talent acquisition budget?
  • What are your favorite cost savings ideas you suggest to clients as they enter the budget season?

So do you fear this time of year or do you embrace it as an opportunity? I hope this topics gets you thinking — please share your recruitment best practice!

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6 Ways to Minimize Split Placement Risk

by Veronica Blatt

image of a lightbulb representing recruiting resourcesSplit placements can be a lucrative and rewarding addition to your business mix. For recruiters who are making split placements without the benefit of a formal recruiting network or other recruiter organization, here are six ways to minimize split placement risk:

1. Get an upfront written (and signed) split fee agreement
The lack of a formal, written split-fee agreement is the number one cause of problems between split placement partners. Read the rest of this entry »


Build Your Recruiter Network – 5 Ways to Make Connections

by Veronica Blatt

image of tree bearing fruit to represent growth of a recruiter networkWith the skills shortage that is projected to last for a number of years moving forward, I believe employers will need skilled recruiting resources more than ever before. Independent recruiters will need to work cooperatively to quickly source the best candidates for their clients, which means you’ll need to invest time building a strong recruiter network.

There is a growing trend (at least in our membership) of smaller offices and more single-person recruiting firms, many working from home, which removes the traditional “built-in” recruiter network of co-workers. Working alone or in a very small office requires you to reach out to external recruiting resources.

Here are five ways to build your recruiter network:

  • Look for online recruiter communities in LinkedIn or other social media sites. Many recruiters are already active LinkedIn users. You can look for recruiting groups based on location or specialty, or start your own group that serves your specific needs.
  • Organize an informal Meet-Up or Tweet-Up to meet recruiters in your community. LinkedIn and Twitter both offer mechanisms for creating and publicizing face-to-face events. It can be as simple as getting together for an informal breakfast meeting at the local coffee shop.
  • Get active in your local / state / provincial / national recruiting association. Most associations are in constant need of volunteer support, and this can be a great way to meet other recruiters as well as taking advantage of professional development and educational opportunities.
  • Attend face-to-face conferences and educational opportunities. Virtual “connections” can be handy, but there still is no real substitute for face-to-face networking. There are myriad opportunities for these kinds of events, which are sure ways to build lasting relationships for your recruiter network.
  • Consider joining a formal recruiting network or other recruiting organization. These recruiting resources are often purpose-built for independent recruiters who share a common niche or geographic market. Many can provide infrastructure, business support and other recruiter resources which can create more time for you to spend on your core activities.

There are many other ways to build your recruiter network. It’s not important HOW you do it; what matters is that you have a trusted pool of reliable recruitment partners who can help you serve your clients quickly and effectively.

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7 Ideas to Help You Learn How to Make International Placements

by Veronica Blatt

image of world flags representing how to make international placementsIs international recruiting a part of your business mix? If the answer is ‘no’ or ‘not yet,’ it might be time to think about how to recruit internationally. Odds are good that your clients already operate internationally, even if you don’t know it. And the global talent shortage being what it is, the odds are similarly good that they could use a few good recruiters to help fill key international roles.

A question our own members often wonder as they begin to explore international recruiting is how to make international placements. It seems that many people think the process is wildly different when different countries are involved. The best answer might be, “it depends.”

Here are some points to consider about international recruiting:

  • Ask your clients if they have an overseas location, or are planning an international expansion. Then ask how they are filling key roles, and ask to be included in that process. On this point, the process is pretty similar to your other business development efforts.
  • Assuming you get the job, you’ll need to figure out what kind of candidates you can source. Does the client want to “transplant” skills from another country? Will they sponsor and pay for the visa? Do they want an ex-pat who is looking to return “home”? Do they want local talent, already familiar with the local language and business customs?
  • If the client is bringing in “outside” talent, you’ll need to understand the interview process. In-person interviews may not happen. Is the candidate interviewing with your local contact? Or the contact at the international location? What is the time difference? Do you have resources to help with video interviews, if needed?
  • If your client needs local talent, it could be difficult for you to source candidates. Business customs vary wildly, as do employment and privacy laws. Are you knowledgeable in these areas? With a significant time difference between countries, will you be able to easily perform phone screens? If not, you may want to consider a recruiting partner who can help.
  • A local recruiting partner can help source candidates, and will have knowledge of and experience with local laws, customs, language and other issues. Do you have such a partner? If not, do you have the recruiting resources to find one?
  • Will you consider a split-fee arrangement? In international splits, it’s fairly common to see variances from the typical 50/50 arrangement.
  • If you already have someone who can help you recruit internationally, have you considered what to do about future opportunities? If you’re putting a “partner” in touch with your client, make sure you have a clear written agreement between you and your trading partner about how future openings will be handled.
  • You may wish to seek out a formal recruiting organization that knows how to make international placements. There are trade associations such as NAPS in the USA and RCSA in Australia that can help you understand the local employment laws. Joining a recruiting network can be another way to help you get connected globally.

International recruiting can be a lucrative and rewarding addition to your business mix, but there can be a big learning curve. Taking the time to learn how to make international placements in advance can save you a lot of hassle.

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