Split Placement Guidelines

by Dave Nerz

More and more recruiters are seeing thevalue of split fees to fill voids in their pipeline of business, to address the need for speed, and to leverage relationships into new niche areas.  The National Association of Personnel Services (NAPS), a US-based recruiting industry trade association, has published the following set of guidelines.  To learn more about NAPS, go to www.recruitinglife.com.

The guidelines address commonly negotiated aspects of cooperative placements. However, no set of rules can ever be complete enough to address every possible situation. Therefore, it is imperative that both parties enter the agreement in good faith, committed to full and open communication and a willingness to negotiate exceptions and idiosyncrasies. Read the rest of this entry »


Business Process Outsourcing (BPO) for Global Recruiters

by Dave Nerz

The global financial crisis and the resulting downturn in overall business conditions have made many recruiting organizations more aware of their fixed costs. Many global recruiting firms have struggled to maintain services to clients while managing the fixed costs of providing those valuable services. Read the rest of this entry »


Selecting an Independent Recruiter – 5 Tips for Employers

by Terri Piersma

Employers have many choices in selecting an outside recruiter to assist them in finding qualified candidates for open positions.  A recruiter may work for one of a variety of entities including an independently-owned firm or a publicly-owned firm.  Today, my post focuses on selecting an independent recruiter from an employer’s viewpoint. Read the rest of this entry »


Social Media for Recruiters Continues to Evolve

by Dave Nerz

I was recently invited to sit in a on a demo of a new social media tool created by an ATS provider. The topic of social media for recruiters is a big part of this applicant tracking software company’s focus. They have been working to make social media recruiting easier for the recruiter. Read the rest of this entry »


Independent Recruiters: Don’t Offer to Refund Your Fees!

by Veronica Blatt

“Lurking Evil” for International Recruiters?

by Dave Nerz

Vacancy Clearing, a UK-based recruiter networking organization, reported that as many as 1/3 of all Fortune 500 and Fortune 10,000 companies are signed up with Bounty Jobs. That is a big number. If this is a trend that continues, the world will look very different for international recruiters in the years ahead. Read the rest of this entry »


Split Placements Help International Recruiters Fill Clients’ Needs

by Veronica Blatt

Today’s post is courtesy of guest blogger Kimberley Chesney. Kimberley is the owner of Prime Management Group in Canada, with offices in London and Kitchener (Ontario) and Victoria (British Columbia). Kimberley is a long-time volunteer for NPA, currently serving as Chair-Elect on the NPA Board of Directors.

As the world gets smaller, so does the need for recruitment outside of a local network.  In order to properly service their clients, international recruiters are finding unique ways of making placements. Read the rest of this entry »


6 Ways Job Boards are like Online Dating

by Veronica Blatt

Today I’m going to share my thoughts on how job boards are similar to online dating. After all, “everyone” says that job boards will be the end of the recruiting industry, and “everyone” also says that you have to look online to find your ideal date. All these experts must be on to something, right? From my limited experience with both job boards and Internet dating sites, I’m here to state emphatically that job boards aren’t going to put recruiters out of business anytime soon. (Disclosure: NPA recently launched a job board.) Read the rest of this entry »


Increase Recruiter Profits with New Niches

by Dave Nerz

The smart players in recruiting take the position that you must be a recruiting specialist to win in the recruiting business. I think what they say makes some sense. Many trainers and industry experts suggest that a recruiter become expert in a niche. They suggest a recruiter should know all the key companies, key decision makers, the social media connections, the industry jargon, and all the openings that the niche might produce over the course of a year. In a strong and growing economy, or from within a large recruiting practice, this concept is completely sensible and can increase recruiter profits. Read the rest of this entry »


Recruiting Networks and Personal Relationships

by Veronica Blatt

Recruiting networks can be formal or informal. There are many different business models that are successful. Some recruiters are drawn to a transactional model, where the focus is on the placement, not necessarily on a long-term partnership. Other networks, like NPA, are relationship-based. While our members are certainly focused on making placements, they are vested in NPA as member-owners of our cooperative structure. They spend time cultivating relationships. Read the rest of this entry »