5 Mistakes Independent Recruiters Shouldn’t Be Making…But Do!

by Veronica Blatt

image of yield sign I think there is a combination of things that come into play when independent recruiters are looking for candidates – sometimes it takes alignment of the stars. I don’t think I would say luck plays that much of a part in the process (mostly because I don’t believe in luck), but I would say that things have to line up just perfectly in order to fill that purple squirrel position. I often write about things that independent recruiters can do to give themselves a better chance of making a placement but today I’m going to write about mistakes recruiters make that will keep them from making a placement. Read the rest of this entry »


5 Ways Split Placements Can Benefit Your Recruiting Firm

by Veronica Blatt

image of sandwich cut in half to represent split placementsNPA has been in the business of fostering split placement opportunities since 1956. Obviously we are big believers in splits, since that’s the very reason for our existence. If you haven’t considered integrating split placements into your business model, here are some reasons you should:

  1. Split placements can help level out cash flow fluctuations. Splits are good for business in all kinds of economic conditions because they provide incremental revenue that stabilizes seasonal or cyclical revenue fluctuations.
  2. Split placements can allow to you work on more projects simultaneously. A split fee recruiter can complete more projects. More completed placements means more satisfied clients and more profitability.
  3. Split placements help you serve your clients faster and more efficiently. The most successful recruiters I know are those whose sole desire is to get the best candidate in front of their client faster than anyone else. By building a reputation as the “most reliable provider” they are guaranteeing future business.
  4. Split placements can help you expand your scope of service in terms of both geography and occupational or industrial markets. Participating in split placements means you can help your clients with a wider variety of assignments, whether that means branching out geographically or different types of roles.
  5. Split placements offer an affordable alternative to hiring additional recruiters in your recruiting firm. Instead of hiring a new recruiter or investing resources in developing a new niche, you can reach out to trading partners who are already established experts. Best of all, there is no ongoing overhead – you simply pay for their services when you need them.

If you’re interested in adding split placements to your business model (or increasing the number of splits you currently make), there are two primary ways of doing so. One way is to relentlessly build your own network of like-minded recruiters that you can trust and who work the same way as you. You’ll need to spend time creating a split fee agreement, upfront, each time, to ensure your client and candidate relationships are protected. The other way is to join an established recruitment network. Split placement networks bring you a ready-made cadre of trading partners, infrastructure and ground rules governing how splits will be made, and dispute resolution if needed.

NPA offers a free tool to help you determine if joining a split fee network could benefit your recruiting firm. The NPA self-evaluation tool is anonymous. NPA does not capture any of the data you submit so you won’t get any phone calls or emails as a result of filling out the questionnaire.

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Changing Your Recruiting Niche

by Veronica Blatt

image of shift key representing a change in recruiting nicheToday’s post is from Russ Bray with Southern Recruiting Solutions in Tampa, Florida. Russ is a two-time member of the NPA Board of Directors, as well as a long-time member of the network. Southern Recruiting Solutions specializes in placing professionals in the chemical, oil/gas, and manufacturing industries throughout the U.S.

In 2012 I thought it was time to challenge the old axiom, “you can’t teach an old dog new tricks.” I had been working in the information technology and aerospace / defense recruiting niche for over 25 years. I found myself worn out and not collecting a lot of fees. My clients seemed uncooperative and the jobs seemed stale. Same old, same old. I decided it was time to change my recruiting niche. Read the rest of this entry »


What causes turndowns, and what can an agency recruiter do about it?

by Veronica Blatt

agency recruiters participating in salary negotiationsIt’s no secret that top talent is scarce in many (most?) employment sectors today. Candidates are receiving multiple offers, including counteroffers from their current employers, at a level (and ferocity) which we haven’t seen or heard of in quite some time. In turn, this is leading to a significant increase in turndowns. There are multiple factors at play during the offer stage; here are a few that contribute to turndowns. A good agency recruiter can be a crucial piece of the puzzle, helping two sides reach a fair deal. Read the rest of this entry »


Recruitment Agencies Can Save Time with Video Interviews

by Dave Nerz

image of recruiter conducting a video interviewEmployers and recruiters alike are using web-based job video interviews to screen candidates for employment or to make hiring decisions. While this is not new, it seems that many recruitment agencies are not keeping up with this trend. There are many great tools out there that help facilitate these interviews ranging from Skype, a generic video chat tool, to InterviewStream or HireVue products made specifically for employers and recruitment agencies.

As with many new technology trends, the use of these tools was at first most prevalent with the high-tech companies and those with large global hiring needs. Global recruiters and recruitment agency networks were also early adopters of the video interview concept. These tools allow hiring managers to view the video interview and create a short-list for fellow managers to offer feedback. The ability for each manager to see the same questions, presented identically and then responded to by each candidate, is a great leveler of the playing field. For the employer, video interviewing can save time and expenses, by reducing travel costs and the time for meetings and interview sessions. For recruiting agencies it can save much monotony and vast quantities of time.

Our global recruiter network has been searching for a new service provider in Australia, so I figured I would give the video interview a go. I used the InterviewStream product for RolePlays and it was quite simple, fairly intuitive and while not a huge time saver for me, it saved much time for the candidates and for those I wanted to engage in my selection process. I did a more typical phone screen followed by just 3 simple questions to each of my four finalists. Their answers were recorded and it allowed me to share these recordings with two Regional Directors that would otherwise just have to go with my best judgment. It also allowed me a second benchmark to follow-up on my initial phone screen. The results were not altered by the video addition, but it did offer me greater confidence in the decisions I had made.

If you are a global recruiter, I really don’t know why you wouldn’t experiment with the use of video. Those annoying 20-minute interruptions from potential candidates on the phone could go like this…”I’m interested in your abilities. I place candidates like you in good jobs frequently and would like to learn more about what makes you unique and able to be placed with my employers. Would you mind taking 10 minutes to provide me some background on you? I will send you a link and you can respond to my video-recorded questions with the specifics appropriate to you. Since the interview allows for you to redo any answer you feel you got started incorrectly, this allows you to put your best foot forward from the start. Once I have reviewed your responses, I can tell you if you are a good fit for my practice.” Positive for you and positive for the candidate. Since candidates will need to have better skills in this area in the years ahead, you are likely helping that candidate prepare for the way the world might work.

Tell me why you wouldn’t use video or what concerns you about the use of video by recruitment agencies?

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3 Ways Global Recruiters Can Leverage Mobile Technology

by Veronica Blatt

Much is being made of the mobile explosion and its impact on job seekers. Mobile technology is also poised to make a significant impact on global recruiters. A lot of people think that ‘mobile recruiting’ means the development of new technology. For me, mobile recruiting really means using existing technology (perhaps in new ways) from a mobile device, perhaps shifting things that used to be done in a desktop environment over to a mobile platform. Here are three ways global recruiters can leverage mobile technology into their recruitment activities:

1. SMS / Text Messaging — Perhaps the original “mobile technology,” SMS/text messaging offers a speedy way for global recruiters to interact with candidates. Research indicates that the average response time for email, when it doesn’t get diverted to spam or otherwise lost, is 72 hours. Text messages, on the other hand, are typically answered in 3 minutes or less. Whatsapp is a text-messaging app that provides free international text messaging

2. Video Interviewing — Once an activity that was purely confined to a desktop environment, video interviewing can now be conducted directly from a mobile phone. I use Skype on my smartphone when I’m traveling to have video calls with my son. Global recruiters can certainly take advantage of this technology to communicate with candidates; Skype is one option, but there are other mobile apps for video interviewing as well.

3. Mobile ATS — An applicant tracking system (ATS) with a truly robust mobile experience is a thing of beauty for global recruiters. In addition to automating candidate activities, a good ATS should also offer a search experience that is specifically designed for a mobile screen. Other important features include lists that are designed for mobile viewing, the ability to create notes on the fly, and the ability to create new positions. Bullhorn’s Mobile-Powered Selling report offers additional suggestions.

With so many resources dedicated to improving the mobile experience for job seekers, it’s easy to forget that global recruiters could also benefit from improved mobile adoption. What other mobile tools are you using?

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Controlling our Clients? Surely you’re joking!

by Veronica Blatt

image of ships wheelGreg Doersching is Managing Partner and Founder of The Griffin Search Group, a national search firm working in the direct hire placement industry. He is an active recruiter who still runs a highly productive desk. He also developer and Chief Architect of the highly successful Bullseye Recruiting Process. For the past 15 years, Greg has been recognized as one of the most cutting-edge voices in the recruiting industry. Greg has spoken at several NPA conferences and is well-regarded for his candid approach and recruiter training.

I get asked by recruiters all the time, “Greg, how can I take better control over my clients?” I wish there was some kind of formula that would give you “actual” control; unfortunately that’s not reality, and I’m a strong believer in working inside the real world. So here’s the truth of the matter – the only part of the entire recruiting process that you do have control over is – yourself! This isn’t a cop-out, either. I bring this up because if you want to start having more INFLUENCE over your clients — which is something we can attain — then it starts with how you master yourself.  Here are three areas where you need to be as consistency flawless as possible if you want to earn enough respect from your clients to actually start being able to influence their decisions.

Quality Submittals – The single most important service you provide to your clients is the candidates you actually choose to present and how you choose to deliver that presentation to them. Yet so often I see recruiters sending over marginal candidates and justifying it in their own minds. Our two biggest excuses? “Well, I’ve got to send them someone so they know I’m actually working the search.” And, “I’ll send them this person and then the feedback I get will help me fine tune what I’m looking for.” Both of these justifications are the kinds of things that kill your relationships with clients because clients only see one thing: “You didn’t send me what I was looking for!!”  You want true influence? It starts with only sending candidates who are true fits for the position regardless of how long it takes you to find them!

Professional Communication – The second area where you can gain a great deal of additional influence over your client lies in how you handle communication with that client. I am a firm believer that the more professional you make you communication the more obligated your client feels to respond in a similar professional manner. To this end, I send very formal weekly update reports notifying the client on the status of the search. I send very formal interview debrief reports that detail the candidate’s thoughts on the interview. I go further in sending very detailed pre-search qualification matrix grids to my clients to force them to “sign-off” on my search parameters before I start a search.

There are lots of other tactics I employ to ensure that all my clients’ dealings leave them with the impression that they are dealing with a true professional and as such, a certain level of professional courtesy is expected on their part. I would leave you with this parting thought – do your job with a sense of P.R.I.D.E. (Personal Responsibility In Daily Excellence). If you take the focus onto yourself and work at a high level of professionalism, integrity and diligence your clients will notice. This will result in you gaining the RESPECT that you deserve and this will manifest itself in the influence you have over those clients.

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Build Disagreement in Your Recruitment Agency

by Dave Nerz

image of windsurfer tipping overWe all like to get along! Sometimes we do the best we can do to avoid conflict, appear supportive, and be a team player. Be careful if that is how you have built your recruitment agency. You may be insulating yourself and your business from the facts that could make you better, stronger and more able to adapt to changing conditions.

I am not suggesting that you hire argumentative consultants and employees, but you may want to offer those closest to your business the ability to voice a point of view that is unique. Most people don’t want to be different and see value in getting along, so when you find someone or some way (see ideas list below) to release the truth or expression of a contrary point of view, grab it and hang on!

The buzz word is “diversity.” Listen for it; you will hear it everywhere. In your recruitment agency it is about finding a way to release vendors, contractors, employees and partners from the convention that says they must “go along to get along.” Allowing your closest partners to express diverse points of view is a skill that should be nurtured. You should expect and encourage people to be nice when disagreeing but they should never have to apologize for holding a point of view that is not identical to your’s or the team’s. Conformity will ultimately stunt the growth and innovation in any business including a recruitment agency.

Try this:

  • Ask for all points of view on an issue before deciding.
  • Make sure everyone in a meeting expresses themselves before ending a meeting.
  • Assign the role of “devil’s advocate” to a team member.
  • Offer an anonymous “I have a different point of view” box.
  • Plan a “Do the Opposite” day where people are encouraged to push back on the status quo.
  • Reward a different or alternate point of view publicly.

Consider the costs to organizations, large and small, when dissent does not or cannot surface. Encourage your team to “rock the boat” sometimes. It beats letting them sink the ship or toppling it over!

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Hot Markets for Global Recruiters

by Veronica Blatt

image of hot markets for global recruitersGlobal recruiters continue to adapt to the ever-shifting employment landscape. A recent report by Evenbase summarizes some of the most interesting countries to watch through the year 2020. The report includes data on GDP but also looks at factors not traditionally considered, such as the regulatory environment, language, and cultural factors. The full report is worth reading; here are some of points I found most salient:

  • The BRIC countries (Brazil, Russia, China, India) are often reported as the hottest emerging economies. While Evenbase lists Brazil, India, and China as the top 3 hottest markets, they have Russia pegged at number 9, partly due to continuing political and economic uncertainty. Global recruiters may also find opportunities in Australia, Japan, and Canada among others.
  • China’s recruitment industry is still in its infancy. Language barriers are significant, and the regulatory environment is also difficult. Enterprising global recruiters would do well to investigate partnerships in order to penetrate this market. One thing to consider is working on a split-fee basis with recruitment partners who are already operating in China.
  • Japan has more than three times the number of employment agency branches than its nearest competitor (83,000 vs 26,000 in the US).
  • Only 1.1% of the total workforce in Brazil is currently hired via a recruiting agency. Additionally, Brazil is also one of the countries where jobs are hardest to fill – 71% of employers report having trouble finding qualified candidates compared to 34% globally. These two facts should indicate a ripe market for global recruiters.
  • China’s workforce is aging, with 1/3 expected to retire in the next 20 years.
  • In India, job boards are responsible for 50% more hires than either recruitment agencies, direct hires, or word-of-mouth referrals.
  • Smartphones also impact global recruiters. Australia has the second-highest smartphone penetration (behind Singapore) and use a lot of apps, but social media adoption for recruitment is much slower than in other markets.
  • In the US, almost 1/3 of recruiters report that social networks are a major source of hires, but this number is much lower in other countries. Younger workers (25-34) are most likely to be using smartphones and represent a big target for global recruiters who are digitally-savvy.

Global recruiters who adopt digital platforms, social networks, and capitalize on smartphone technologies, will find plenty of hiring opportunities over the next decade and beyond.

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Starting a Recruiting Agency: 6 Reasons Video Interviewing is Not Used

by Dave Nerz

image of recruiter conducting a video interviewIf you are starting a recruiting agency today, there is something new that needs to be a part of your plan: video interviewing. A recent study cited 80% of employers with more than 10,000 employees have used video interviewing to hire employees or screen candidates. Even small employers are now using video and agency recruiters best be aware of this trend. In the future, employers may ask for video resumes or expect a video screen be done on each candidate. Face-to-face is great, but the time and cost associated with face-to-face is astronomical when compared to the speed and low cost of video.

Here are some excuses I have heard used for not using or considering video as a part of the strategy when starting a recruiting agency:

  1. Not Aware – Some firms just did not consider video as they planned their agency because they were unaware of the trend and the technology.
  2. Don’t See Value – Many agency recruiters don’t see value and believe face-to-face or phone is better to enough.
  3. Concern About Legal Implications – Some starting a recruiting agency are concerned about the eventual legal implications of video interviewing.
  4. Cost – Some agency recruiting firms are of the opinion that video interviewing is expensive.
  5. Unwilling to Change Process – Many have never used video and are unwilling to make a change in process.
  6. Unaware of Savings/Success – The time and cost savings, the speed to screen, and the quality of hire can all improve but many starting a recruiting agency are not yet tuned into the potential.

These are good reasons, but now that you have read about the trends, the savings, the potential effectiveness there really is no good excuse. It is pretty simple and low cost to try. NPA has a partnership with InterviewStream but there are many good providers and even some low-cost options that connect with Skype or iPhone.

Let me know if you have clients using video or refusing to use video. I see this as a game-changer for agency recruiters because you can do a basic phone screen in way less time and it can be shared with your client when necessary. Maybe you see it differently?

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Image courtesy of Vichaya Kiatying-Angsulee / FreeDigitalPhotos.net


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