Tips for Hiring Within Your Recruitment Agency

by Veronica Blatt

Recently, I had the opportunity to listen to industry trainer Mark Whitby speak to independent recruitment professionals about How to Hire Top Producing Recruiters. Although his list of tips was lengthy, every point was valid and he provided great insight to how recruitment agency owners should hire, develop and hang on to their employees. Because there are 15 tips, I am going to break them up into three separate posts with 5 tips each. Read the rest of this entry »

What is your recruitment strategy?

by Dave Nerz

I recently attended a recruiting conference in Sydney Australia. The guest lecturer was a North American who landed and stayed in Australia about 25 years ago. His specialty was “Strategy” and “Strategic Planning” and his name is Bob Nordlinger – a good and interesting speaker, worth the time if you ever have the chance to hear him speak. Bob is good at driving recruitment strategy to a simple and easily implementable level for those seeking strategic planning ideas for recruiters.

Bob took what can be a complex process and made it easy. One big “ah ha moment” for me was his simplification of the 3 basic strategic positions you can take as a business. You can be: Read the rest of this entry »

International Recruiters Take Note: Salaries are Increasing!

by Veronica Blatt

Yesterday, one of our members called me looking for some information on candidate salaries. His question turned into an interesting research project for me, so I’m sharing what I have learned.

For years, our independent recruiter network earned the majority of its income from placements in the $60K – $80K range. These were skilled, middle-management positions, and they were the staple of NPA’s split placement activity. Salaries have been shifting, and we’ve noticed a gradual uptick in placements above $100K. Read the rest of this entry »

Fee Options for Independent Recruiters

by Terri Piersma

The agreement for fees between independent recruiters and employers can take many forms. For example, recruiters may perform contingency recruitment, container recruitment, or retained searches for full-time positions.

What are the differences between these fee arrangements for managers and other professional level positions? Read the rest of this entry »

How Independent Recruiters Can Grow Their Business

by Veronica Blatt

Independent recruiting firms, like so many other small businesses, often struggle to increase their business in scope, size, or revenue. For professional recruiters, knowledge is often limited to a specific industry or occupation. It’s difficult to find the time or resources required to learning a new market, and it’s expensive to hire more staff. So what can independent recruiters do to grow their business?

Go global. Read the rest of this entry »

Recruiting Resources for Candidate Relocation

by Veronica Blatt

house-suburbsYesterday, NPA hosted a free webinar by Laurie Johnson from Recruiter Relocation about Recruiting and Candidate Relocation. Recruiter Relocation is a service NPA endorses. Their service is free to recruiters.

Here in the USA, the real estate market continues to be volatile. It is a key reason, perhaps THE key reason, why candidates turn down offers for new jobs. Since so many recruiters are involved in candidate relocation, it’s an area where it pays to be educated on the current conditions. Read the rest of this entry »

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

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 »

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