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New Ideas for Independent Recruiters

by Dave Nerz

Effective independent recruiters need to stay current on the trends, tools and ideas being used by the competition.  With the growth of competition locally and from international recruiters looking to expand their coverage areas, it’s wise to be on top of all the ideas that might be used to maximize success.  Everyone uses the traditional tools of recruiting like referrals, LinkedIn, Twitter and all the other more traditional sourcing methods.  Here are a few off the wall ideas for the open-minded and aggressive independent recruiter to find and close new candidates:

  • The Buddy System.  When you find a good candidate, find out who their best friend in the workplace is and make an offer to both.  You will hopefully get a strong and effective team of new hires and instead of just one your client will get two.  Your fee?  That’s up to you but maybe this offers an opportunity to show the client a savings?
  • Push News and Openings.  If you are not sharing with the best candidates the placements you have made and the best opening you have, you need to start doing this.  A simple email list and newsletter can get it done quickly and effectively.
  • Create Skill Challenges and Contests.  If you hire accountants, create a contest that will challenge their knowledge and experience.  Offer a $500 to the best response to a question or problem.  You will engage many that are employed and top thinkers.
  • Create a Talent Space.  If you can create a space on social media like LinkedIn for people with the skill you seek to gather and connect, you will get a stranglehold on those in your targeted profession or skill area.
  • Experiment with Traditional Media.  No one is doing so any more so you will stand out.  Include direct mail in your efforts, now a days it is a unique way to capture those you seek.
  • Offer Interview Options.  Make the interview easy to do.  Offer interview outside of work hours, do it in casual setting on a Saturday morning, do it by Skype, do it at a location your candidate selects…you will learn something about them from each of these options.
  • Side-by-side Comparison Worksheets.  Create a sheet that describes what the new employer is offering…upside, benefits, market share, working conditions, hours, etc.  Let the candidate complete how the existing employer stacks up right in front of you.  It lets you know where the issue are in an instant.
  • Know Why They Said Yes.  As an independent recruiter are you doing ‘post-mortems’ on successful placements to see what were the 3 to 5 most influential things said or done to get a yes out of the candidate.  If you know what works for one the process may be more repeatable for many.
  • The Diminishing Offer.  I personally love this one.  Because you know candidates will string you out to get as many active offers in before deciding do this…make the offer tiered.  If they accept within 24 hours of the offer it comes with a signing bonus of X.  If they take from 24 to 72 hours it is X – 25%.  And if it is more than 72 hours it is X – 50%.  If it is more than a week it is X – 75%.  You will quickly know how serious the candidate is and they will be explaining the issues holding them back with greater urgency.  It is a gimmick but it is hard to create urgency particularly when the candidate is employed in a border-line acceptable existing situation.

Independent recruiters need to try new things. The competition from other recruiters including international recruiters is certainly not going to get much easier.

 

International Recruiters: Social Media Use in Asia Pacific

by Terri Piersma

Recently, NPA, The Worldwide Recruiting Network conducted a member-owner meeting in Beijing. International recruiters attended the meeting from not only many countries in Asia but also from Australia and North America. The meeting agenda consisted of a combination of business, networking, and sightseeing opportunities.

While this meeting involved face-to-face communication, international recruiters must often communicate with clients and candidates via the telephone or online including through social media. How effective is social media usage in Asia Pacific? In March 2012, Alexander Mann Solutions and Chapman Consulting Group conducted an online survey of Asia Pacific recruiters regarding the impact of social media. Read on to learn about key findings: Read the rest of this entry »

Recruiting Resources: Understanding the Millennial Generation

by Veronica Blatt

Young and old business peopleToday’s guest blogger is Rick Corey with OpticsProfessionals, LLC in Rochester, New York, USA. OpticsProfessionals specializes fields of optics, photonics and imaging technology. OpticsProfessionals, LLC assists employers in staffing key talent, while helping individuals with career transition and growth opportunities. Rick is the immediate past chair of the NPA Board of Directors.

Recruiters who have been in business for some time understand the differences in the expectations of “Baby Boomers” (born 1946-1964) and “Gen Xers” (born 1965-1979). A new challenge for recruiters is being able to understand the next generation… the Millennials (born 1980-2000). How we connect with them, what their needs and expectations are, and what type of corporate culture is the best fit are all recruiting resources that will help you work effectively with Millennial candidates.

The Millennial Generation is the most connected generation in history, with connections and networks globally through social media, young professional organizations, alumni networks, etc. Partially because of this, they are group/team oriented, and believe a team can accomplish more and better things. They are confident in their abilities, and are ready to take on the world. Millennials are multi-taskers on a scale never seen before. (I learned this when my daughter was in high school…doing homework, playing Xbox, and texting with friends all at the same time.) The first recruiting resource that will help you is to master social media to connect with Millennials.

When it comes to their work life, Millennials seek challenge and do not want to experience mundane assignments or boredom. They seek leadership, and even structure, from their older and managerial coworkers, and expect to have their ideas respected. If older senior management does not relate to them, or understand the way they use technology at work, they will look for new opportunities. Effective recruiting resources include ensuring that your client is equipped to welcome Millennials into the work environment.

Millennials prefer to communicate electronically at work as opposed to face-to-face or even over the telephone. They routinely make use of their own technology at work and most believe that access to technology makes them more effective at work. However, technology is often a catalyst for intergenerational conflict in the workplace and many feel held back by rigid or outdated working styles. From their employer they want to see where their career is going and to know exactly what they need to get there. At least 70% want assignments abroad to enhance their career. So, another recruiting resource is to help your client understand that “different” doesn’t always mean “bad.”

Millennials are used to balancing many activities such as teams, friends and philanthropic activities, and they expect flexibility in scheduling and a life away from work. If their needs are not met in their current work environment, they will network their way out of that workplace and into one that meets their needs. Recruiting resources will need to accommodate these increased demands for balance and flexibility if Millennials are part of your candidate pool.

Millennials are… Confident, Connected, and open to Change. What recruiting resources have you used to source top-notch Millennial candidates?

International Recruiting: Singapore Hiring Outlook

by Veronica Blatt

NPA members recently gathered in Beijing, China for a Global Owners Meeting. Part of the agenda was devoted to learning and discussing international recruiting needs throughout Asia. Thank you to NPA members Stan Tan from PHR Executive Search and Alban d’Sa from Gemini Personnel Pte Limited for sharing their knowledge of the Singaporean economy.

Singapore has been rated as #1 in Asia for quality of life, with the 3rd most globalized economy among 60 of the world’s economies. It is also rated as the most politically stable country in Asia. The World Bank has named Singapore #1 in the world for ease of doing business, for the seventh year in a row. Current market conditions include slowdowns in the banking and technology sectors.

Some other economic highlights:

  • Employment creation moderated in the third quarter of 2012, after increasing in the previous quarter. Preliminary estimates show that total employment grew by 24,900 in the third quarter of 2012, down from the increase of 31,900 in the same period last year and 31,700 in the second quarter of 2012. International recruiting opportunities still exist, though slightly lower from earlier in the year.
  • The growth in employment slowed in services from 21,200 in the third quarter of 2011 to 11,300 in the third quarter of 2012 and manufacturing from 3,900 to 3,700. Boosted by public infrastructure projects, construction continued to register strong employment increase of 9,800 in the third quarter of 2012, up from 6,700 in the same quarter last year.
  • Layoffs rose after declining in the preceding two quarters. An estimated 3,300 workers were made redundant in the third quarter of 2012, mainly driven by higher layoffs in electronics manufacturing and retail. This was one of the few higher quarterly redundancy figures reported in post-recessionary periods, though it was substantially lower than the highs of 6,000 to 12,800 per quarter registered during the last recession.
  • Unemployment rates remained low, reflecting strong manpower demand amid the tightening in foreign manpower controls. The seasonally adjusted overall unemployment rate dipped marginally to 1.9% in September 2012 from 2.0% a quarter ago, while the unemployment rates for residents and Singapore citizens were unchanged at 2.8% and 3.0% respectively.

While layoffs have increased somewhat, the continued low unemployment rate in Singapore means employers continue to have international recruiting needs. Recruiters with global partnerships are well-poised to meet this demand.

Recruiting Franchise Opportunities will Benefit from the War for Talent

by Dave Nerz

open signMany say it is a great time to start to start a business and in light of the long-term demographics a recruiting franchise or staffing franchise is a good bet for success. Recruiting and staffing franchises help employers find workers either as full-time company hired employees, as temporary contractors, or as full-time contact employees.

Because of the uncertainty in the economy, many employers are looking for less permanent types of arrangements with employees. They want to pay someone to implement a project, lead a launch or manage a program but want to “rent” employees rather than “owning” them for the long haul. Demographics point to a long-term shortage of talent due to the aging baby-boomer generation leaving the work place and insufficient talent in the pipeline behind them. This is more real in technology, engineering, healthcare and science than it is for service-type jobs. But regardless, if the economy gets moving again, the demand for talent (aka skilled and talented employees) will be overwhelming. It is projected by many to be a “War for Talent” that will play out both locally and across borders and continents. And according to a report by The Bureau of Labor Statistics, the employment services industry is expected to be the United States’ 9th-largest in terms of job-creating industry over the next 10 years.

When I look a the money MRI, Spherion and others are charging for a recruiting franchise, I wonder why more are not going it on their own with the help of a peer group for support. While the turnkey option offered by the big boys is appealing, it also has its own unique risk. Because owners go into to it with a large debt to service, the success must come faster and the profits must be shared with the franchising operator. The success these major operators have is tough to argue with if you are relatively new to the recruiting business.  f you value independence, the recruiting franchise option will be somewhat frustrating as you are really a part of a bigger operation and must do certain things to honor the relationship bought into with the franchisor.

A seasoned recruiter, who knows the tools of recruiting, has a recruitment process, and just wants to strike out independently may value a peer group and some partners to help along the way. Vendors to the industry act as a great support mechanism and can provide ideas and support if a relationship is nurtured with your ATS provider, your accountant, job board partner, etc. Online networks, organized recruiting networks, trade associations and trainers to the industry are all excellent options that, while not fully replacing a recruiting franchise, certainly offer an option to those who want to be more independent.

What kinds of numbers have you heard that a recruiting franchise from a major brand costs in today’s market?

Would you pay the price or start the business independently?

Any resources that are a must for a new independent recruiter?

Recruiting franchise opportunities and the opportunities for starting a staffing business are good. Franchising, while not for everyone, is an option that will prosper in the war for talent.

Tips for Independent Recruiters – Setting Your 2013 Budget

by Veronica Blatt

As we approach the end of the year here at NPA, we are working on our 2013 budget. I imagine many independent recruiters are in this same position. A budget that is feasible and realistic is probably one of the most important assets that can keep your independent recruiting firm on its feet. In larger firms, there may be an accounting person handling your 2013 budget. But what if you don’t have an accounting person? What if you are the recruiter, accountant, customer service representative, etc? I’ve included a few tips below for independent recruiters who are or will be working on their 2013 budget. Read the rest of this entry »

Global Recruiting, Beijing, and the Asian Market

by Veronica Blatt

Today’s guest blogger is Geoff Crews with Forsythes Recruitment in Newcastle, New South Wales, Australia. Forsythes Recruitment specializes in engineering and technical recruitment; corporate recruitment, including executive, sales, HR, and finance; office support recruitment including admin, accounts, and clerical; trade and industrial recruitment; and organizational consulting including psychometric assessment, outplacement, and OD. Geoff serves on NPA’s Board of Directors where he is a member of the Tools, Knowledge, and Services Committee.

Skype, social media and news relayed via journalists are good mediums. But there’s nothing like being in a room with employers and global recruiting agency owners to share opinions and ask questions about employment outside Australia.

It’s now Sunday night in Beijing and most of the 46 attendees and speakers are on a plane heading home. I’m staying an extra day before heading to Shanghai tomorrow to visit some of our global recruiting partners there.

This was a successful NPA Global Owners Meeting: 15 attendees from China, 12 from Australia, 9 from the US & Canada, 3 from Singapore, 2 from Indonesia, 2 from the Philippines, and 1 each from Korea, Taiwan and Ireland. Everyone contributed and left richer for the experience together.

Asian members represent only 17% of the membership of NPA, The Worldwide Recruiting Network, but are responsible for 33% of successful cross-border recruitment projects. This outward perspective is important to China’s desired transition from an industrial economy to a knowledge economy. And it was highlighted in our meeting in a presentation by CAIEP – the China Association for the International Exchange of Personnel. This speech, via a translator, was a rare window into the strategic thinking on China’s labour costs, manufacturing efficiencies and balanced development across primary, secondary and tertiary industries. The need for high-level creative talent from foreigners was a point emphasized on more than one occasion.

A Q&A session with Chinese HR Managers – one from a marketing/event management agency and the other from a very large, complex manufacturing company – reiterated the need for global thinking in recruiting key staff. As in-house recruitment professionals, these representatives discussed the balance between competition and cooperation with agency recruiters on junior and middle level recruitment projects. But they emphasized the need to partner with global recruiting experts capable of accessing an international candidate pool for leadership and strategic staff requirements.

The time together included country presentations from ten of the attendees. These presentations included details from basic GDP, population and employment figures to the personal experiences of each in sourcing and screening candidates in a range of classifications, industries and cultures. Countries like China, Korea, Singapore, the US and Australia reported softer employment activity in some sectors and a cautious global recruiting outlook. Other regions like Indonesia and the Philippines outlined a national sentiment of confidence and growth.

I am an employer. My expertise includes thinking like a job seeker. Whichever way I look at it, I believe our exposure to these neighbouring Asian markets is important and I am grateful for this time I have spent with old friends and new this past few days.

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7 Gestures to Avoid in International Recruiting

by Terri Piersma

I discovered an interesting infographic recently that shows the top 7 common American hand gestures that can get you in trouble abroad. If you are an independent recruiter involved in international recruiting who travels outside North America to meet with clients and candidates, take a few minutes to review the infographic below as it may save you from an embarrassing situation. The infographic shows a drawing of each gesture, a description of why it is offensive, and the countries in which to avoid using that gesture.

I have a friend who went to dinner in Australia and inadvertently used gesture 2 on the infographic to communicate the total number of people having dinner in his party. Unfortunately, his gesture communicated something else! He walked away not being seated for dinner and not understanding what happened. He returned and apologized and explained he didn’t mean anything negative. His party was then graciously seated for dinner.

 

In addition to this infographic, the following books may be of interest to you if you are involved in international recruiting and travel around the world.

Kiss, Bow, or Shake Hands – How to Do Business in Sixty Countries by Terri Morrison, Wayne A. Conaway, and George A. Borden, Ph.D.

This book contains information on cultural overviews, behavior styles, negotiating techniques, protocol, and business practices.

Gestures – The DO’s and TABOOs of Body Language Around the World by Roger E. Axtell

While the infographic I shared earlier covered 7 gestures to avoid, this book goes into greater detail about the number and use of gestures around the world.

One gesture, in particular, is called “The Ultimate Gesture. ” The author purported that the ultimate gesture carries certain welcome characteristics unlike any other gesture.

  • First, this “ultimate gesture” is known everywhere in the world.
  • Second, it is rarely misunderstood. Primitive tribes and world leaders alike know and use this gesture.
  • Third, scientists believe this particular gesture actually releases chemicals called endorphins into the system that create a feeling of mild euphoria.
  • Fourth, as you travel around the world, this gesture may help you slip out of the prickliest of difficult situations.

What is this gesture?  The smile.

Have you ever inadvertently made a gesture when traveling that inadvertently communicated something offensive?

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7 Workplace Forecasts Affecting International Recruiting

by Terri Piersma

What will the work environment look like in the next 10 years? In a recent study by Apollo Research Institute (ARI), 65% of employers and 75% of college students felt that today’s job skills would be suitable 10 years from now. Apollo’s research suggests otherwise.

According to ARI, three key changes affecting the workplace in the next 10 years involve technology, globalization, and demographics. ARI stated that as organizations become flatter and more socially networked, workers will need to demonstrate new forms of collaboration and productivity. International recruiting will definitely be affected by these changes. Read the rest of this entry »

Global Recruiting Update: Korean Economy

by Veronica Blatt

Today’s post is courtesy of Joshua Ro with People Consulting Group in Seoul, Korea. People Consulting Group places senior executives in manufacturing, information technology, consumer products, banking and finance, telecommunications, logistics and distribution, professional services, entertainment, and fashion. Joshua serves as a member of the NPA Board of Directors.

In the midst of global business attention on Asia, it seems like Asian economies are doing relatively better than other regions of the world. I have been noticing people are eyeing Asia more than before for new global recruiting opportunities and to expand their market shares.

China was the strong business driver and the center of business opportunity in Asia and many parts of the world for a while covering most of the business sectors. However, due to the recent downturn of the global economy from the U.S. to the Euro zone, it definitely has affected Asian business markets.

Korea’s economy had been steadily driving the business in general and seemed promising in many different occupational and industry sectors. Starting at the end of 2011, economic forecasting has been somewhat negative due to several reasons:

  • U.S. and Euro zone financial crisis, which will affect trade activities
  • Banking and finance has been in decline, facing high risks both in corporate financing and the consumer sectors
  • Construction industry has been down due to the excessive supply over demand
  • Consumer and retail industries facing slower sales
  • Luxury industry side was booming, especially in the imported car industry where the general index  seemed positive, yet the new demands were mostly coming from younger generations using bank loans instead of cash for purchasing.

And surely from the beginning of 2012, slowly the Korea economy began to face a downturn which has impacted businesses in all sectors. Layoffs have been increasing and many large corporations are still undergoing restructuring processes. Global recruiting opportunities have been limited.

A few trends have been noticed during 2012 in Korea’s recruitment industry, which are:

  • Hiring activities have slowed down and no particular industry seemed promising
  • Hiring process has gotten longer
  • Downward pressure on commissions from clients
  • Client expectations have gotten much higher in candidates, yet the packages offered are limited

There are a few positive indicators. Large Korean conglomerate companies have grown their interest in green energy, wind energy, specialty chemicals and especially these days on the overseas power plant projects. Over the coming years, more demand for global recruitment for foreign professionals is expected. These professionals are in high demand and clients are ready to offer high and great packages. This demand is mostly being seen in very small niche sectors and industries, where it is extremely difficult to locate available candidates.

Many clients are opening up for the hiring of foreign professional talent in recent days. This is actually something that should have been seen a long time ago but has been slow to open up.

In 2013, we look for a turnaround in Korea’s economy which will create better global recruiting opportunities for clients and partners.

Interested in global recruiting? Download NPA’s free white paper, 7 Trends for Global Recruiting.

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