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 »
Over the weekend, I had a conversation with my fiancé’s grandma who asked me “what do you do for a living?” I hate this question because I always have difficulty describing it, but after I explained “I am the Associate Director of Membership for a global recruiters network”, she immediately retorted with “oh, headhunters?” I don’t know why, but I felt the need to explain that they were not headhunters, but independent recruiters. For some reason, I associate the word “headhunter” with someone who solicits candidates for paid services. I’m not sure why I think this, or if it is even justified. According to the American Heritage Dictionary of the English Language, the definitions for the two words are as follows: Read the rest of this entry »
Do you remember working on a strategic plan for your recruiting business? Typically, this process involves hours and hours of research and meetings. Did the final document result in differentiating your firm from your competition? Increasing your firm profit?
Recently, I read an interesting book entitled Blue Ocean Strategy by W. Chan Kim and Renee’ Mauborgne. The authors suggest that creating a strategic plan is a Red Ocean Strategy. In this strategy, companies vie against their competitors either on price or differentiation. In the end, though, as more competitors enter the marketplace, a company’s share of the market decreases. Read the rest of this entry »
Do you belong to a recruiting association? If not, how do you build a network of recruiting partners? What recruiting resources do you use for professional development? Or, have you decided that the recruiters you “know” through social media are enough?
It’s my favorite time of year at NPA. Our members-only Global Conference is just a few weeks away, and the excitement and anticipation are killing me (so is the workload, but I digress…). The Global Conference is where the magic happens. I love sitting back and watching what happens when smart, engaged recruiters get together in person: Read the rest of this entry »
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 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 »
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 »
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 »
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 »
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 »