Executive Search Assignments Becoming Increasingly Specialized

by Veronica Blatt

Today’s guest blogger is Meri Laird Jones of Davidson, Laird & Associates, located in the metro Detroit area of Michigan. Meri is a current member of NPA’s board of directors. Davidson, Laird & Associates places technical, operations, sales and manufacturing professionals, primarily in the renewable energy, automotive, paint, plastics, chemical and processing industries.

We see a major trend in executive search assignments that are becoming increasingly specialized and specific in the skill sets required. For example, our clients are asking us to find them executives/senior managers not only with very specific technical experience and educational requirements, but who also have bilingual skills to address their global markets in Asia especially. (It’s not enough to find a Ph.D. in chemical engineering with years of research in specific energy markets who is willing and able to relocate, but this person must also be fluent in both English and Mandarin!) 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 Things Global Recruiters Need to Know About Mobile Technology

by Veronica Blatt

Have you been following the latest buzz about mobile phones and other handheld devices? The use of smartphones and/or tablets is exploding. By 2015, 65% of the U.S. population is expected own a smartphone, with more than 1 billion units predicted to ship globally (up from about 300 million units in 2010). That is a staggering increase, and it is going to have huge implications in the worldwide recruitment industry. If you have not already embraced a mobile-centric environment in your business, you are behind the curve. It’s time to catch up NOW. Read the rest of this entry »

Back to Recruiting Basics: Are You Asking the Right Questions?

by Veronica Blatt

As an independent recruiter, undoubtedly you’ve been presented with positions so exclusive there is an expectation that only a select group of candidates with a rare skill-set will be able to fill them. These positions are often open for months on end because the hiring manager is so particular about what they are looking for. Understandably, they take a bit of time and some major elbow grease to fill.

Let’s make sure, though, that you aren’t confusing one of these exclusive positions with a position that can be filled more easily by asking the right questions. Below is a list of questions for the hiring manager that may be useful when starting your search for the perfect candidate:

1. Ask for the profiles of current and past employees.Are there any current employees with similar profiles you can share with me? What was the profile of the last person in this position? What were the positives? What were the negatives?
2. Draw the lines of flexibility.
What are the required skills and educational background? If the requirement is an MBA in Actuarial Science, will you accept a master’s in actuarial science? If the requirement is a Bachelor’s Degree with 5-7 years experience will you accept a Master’s Degree with 2-3 years experience? What is the minimum educational requirement?
3. Describe a day in the life.
What is the typical day? What are the day-to-day activities? How often are they required to travel? What other departments do they frequently work with? Who do they work with directly? Who do they report to?
4. Define the transition.
What are the short and long term objectives? How can a candidate expect the position to change over the next year? Do you expect the job description be the same 2 years from now?
5. Discuss targets.
Are there competitors who might have this candidate? Do you have anyone in mind right now?
6. Be culture sensitive.
If you are a global recruiter speaking with a hiring manager in a country with an unfamaliar culture, be sure to ask lifestyle questions. Work schedule? Are there any technology restrictions the candidate should be aware of? How will the culture affect their family? Read the rest of this entry »

Talent Shortage or Training Shortage?

by Dave Nerz

The US unemployment figures hover around 9%, yet employers cannot find the talent they require. And this talent shortage is not limited to the US. Reports are that we are in the midst of a global talent shortage. The global recruiters I talk with never fail to mention how selective employers are about the hires they are making. Employers seem willing to have jobs sit open for months as they seek the “perfect fit candidate” rather than a close fit option…and never hire the unemployed. Read the rest of this entry »

Global Recruiter Networks – How They Can Work for You!

by Veronica Blatt

Today’s guest blogger is Anne Downing with Demetrio & Associates, LLC located in greater Phoenix, Arizona. Demetrio & Associates is a boutique recruitment firm that has clients across the US as well as in international locations. The firm places candidates in sales & marketing, advertising, wireless and software positions.

Job seekers and companies with hiring needs are always looking for the perfect recruiter. There are a lot of independent recruiters in the world, but it’s important to both job seekers and clients to work with someone who will meet their specific needs. The search for a great recruiter can be tricky, but using social media to identify independent recruiters can make the process easier. Hiring managers, HR directors, and job seekers frequently seek out recruiters on LinkedIn, or do a Google search to find recruiters who specialize in the areas they are recruiting for. 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 »

Anyone Can Be an Independent Recruiter, Right?

by Dave Nerz

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 »

Looking for recruiting resources? Check out these blogs!

by Veronica Blatt

Blog-Computer-KeyNPA’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 »

Do Global Recruiters Have Enough Time for Social Media?

by Veronica Blatt

You know about social media. You probably have a LinkedIn account and a personal Facebook page for staying in touch with friends and family. Now you’re hearing that you need to create a Facebook fan page for your business. As for Twitter? Forget it.

If you’re like many global recruiters I know, you’re thinking, “Yeah, yeah, social media. Sounds great. I know I *should* be doing it, but I’m BUSY with clients and candidates! How can I possibly find time to fit anything else into my day?” Especially something that seems as hard to measure as social media activity. Read the rest of this entry »