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5 Reasons Recruiters Send More Than 3-4 Candidates to Hiring Managers

by Terri Piersma

See No EvilToday, I read a post by Lou Adler on ere.net called Stop Doing Searches Over and Make Twice as Many Placements. In the post, Lou describes the situation where independent recruiters find themselves doing searches over again. He believes this is a problem and if it can be solved, hiring managers would need to see no more than 3-4 candidates per job opening.

The post continues by proposing that the situation of doing searches over most likely results from one or more of the following problems:

  1. The recruiter or the hiring manager doesn’t understand real job needs.
  2. The recruiter isn’t very good at screening candidates.
  3. Good candidates opt out for one reason or another.
  4. The hiring manager isn’t too good at assessing competency.
  5. The hiring manager is afraid to make a mistake.

So, what does an independent recruiter do after the problems are identified? I found it interesting that Lou Adler suggested an action that involved both the recruiter and the hiring manager – an online workshop. The workshop is called Hiring Manager and Recruiter Partnership Online Workshop and is actually a two-part workshop. The first online session will be held July 24. The second one will be held July 31.

I recommend you consider at least reading Lou Adler’s post, Stop Doing Searches Over and Make Twice as Many Placements. If you, as an independent recruiter, are able to convince a hiring manager of the severity of the “doing searches over” problem regardless of the cause or causes of the problem, then you have successfully influenced the hiring manager. However, I don’t see this happening if your relationship isn’t viewed as a partnership with a common goal.

Is there a hiring manager with whom you would like to share this post?

 

Image courtesy of FreeDigitalPhotos.net

IT Hiring Outlook Leads to More Split Placements

by Veronica Blatt

database tableJust when we all thought the Global Financial Crisis was solidly behind us, a smattering of not-so-great news reports has people getting jittery all over again. While it’s true that overall unemployment in the U.S. is far too high for comfort, and there are serious concerns about European debt, I am not convinced that a double-dip recession is imminent. In fact, according to the Bureau of Labor Statistics, the unemployment rate for workers with a bachelor’s degree or higher actually DECREASED to 3.9% last month. Read the rest of this entry »

5 Best Practices for Independent Recruiters Using Facebook

by Dave Nerz

facebook logoFacebook, Facebook, Facebook! Even more with a flawed IPO, Facebook is still a topic of conversation and debate. If you are an independent recruiter that thinks Facebook is a fad that will go away soon, my guess is that you are also big into rotary dial phones and typewritten letters. Although the peak of popularity will at some point crest, it seems that Facebook will be with us for the foreseeable future. So as an independent recruiter, perhaps with the aspiration of becoming a global recruiter, how are you using Facebook in your recruitment process?

  1. Add Valuable Content
    • Post quality content that job seekers would find useful or relevant
    • Make sure your posts for your recruiting organization include a visual
    • Consider video where appropriate
  2. Systemize Your Use of Facebook
    • Connect to other software applications to auto feed birthdays or milestone events
    • Make it a routine so that it gets done on the same day every week
    • If you use xobni.com integration with Outlook, it will show you who is on Facebook
  3. Promote Your Facebook Presence
    • Promote on items that candidates will see…every email, business cards, job postings, website, letterhead, and online adverts
    • Advertize where candidates gather, including in your office and reception areas. Facebook is a global phenomenon. The use of Facebook can enhance your status in a global recruiters marketplace.
  4. Tell and Ask
    • Tell candidates and employees that your recruiting organization is on Facebook
    • Ask if they are on Facebook
    • Ask employees, candidates, clients and suppliers to “Like” your site
  5. Engage in the Conversation
    • Make sure you reply to others’ comments and posts; no one likes to be ignored
    • Allow/insist that your staff engage in the conversation too; people get tired of the same voice all the time

Facebook is here to stay and for independent recruiters to compete in a global recruiters marketplace every opportunity to promote your recruiting organization must be leveraged.  Keep it simple, make it routine and your Facebook presence will become easy to maintain.

P.S. Please connect with NPA at http;//www.facebook.com/npaworldwide

image courtesy of etechmag.com

Independent Recruiters: A Little Preparation Goes A Long Way

by Veronica Blatt

As I pack up my desk and bags to head to Dallas, TX for a couple days to attend The Fordyce Forum, I find myself also preparing for what is sure to be a great event and even greater networking opportunity for me. No doubt, it will be the people I meet that will make the event worthwhile – not to mention the knowledge and training I will pick up along the way. This morning I prepared few ideas and goals that I think will be crucial to my success at The Fordyce Forum. Having said that, I thought it would be rude of me not to share my prep-strategy with our readers. Granted, as recruiters yours might be a little different, but I think the same basic fundamentals are there.

  • Create an elevator speech:  rehearse a 30 to 60 second speech that identifies who you are, what you do, and why you are there. As an example, mine is below. Depending on the days events and who i’m talking to, this will obviously change a bit. It’s a starting point nonetheless.

    “Hi, my name is Annie Weller and I’m with NPA, The Worldwide Recruiting Network. Our network’s primary goal is to help our recruiters make more money through split fee recruiting and increase opportunities for their clients and candidates. We currently have about 400 member firms on 6 continents with the average member’s ROI at more than 800%. Our members share between 7 and 10 million dollars annually and their membership in NPA represents the difference between an average year and a good year. I’m here for the next couple days to talk to recruiters who are interested in increasing revenue through split placements. Are you interested today or in the coming days to talk further?”

  • Set goals: If you don’t set any goals, how do you know if you are successful? Try to make them as specific as possible and break them out into categories.
  • Identify a strategy: Review the schedule or agenda and decide which sessions would be most beneficial for you to attend.

These are obviously very basic ideas; however, I do feel a lot more prepared than before I nailed down my elevator speech, goals and strategy. I am a very “dive-in-head-first-kind-of-girl” so this type of preparation is not something I do very often. I have to admit, though, I feel much more confident

What do you do to prepare for this type of an event? Are you attending The Fordyce Forum? If so, I’d love to connect with you!

Evaluating Split Placement Networks

by Veronica Blatt

Independent recruiters have a lot of choices when it comes to finding recruiting partners to help them make more placements. There are job boards, informal networks, social media networks, and recruitment associations, to name a few. There are also split placement networks. A split placement network is a smart decision for many independent recruiters. But how do you know which one is right for your recruitment business? Here are four major criteria to consider when evaluating a split placement network:

  1. Geographic Reach. What are your current and future geographic needs? Do you source local candidates to fill local positions? Is that a sustainable business model for the next 5-10 years? Do your clients operate globally? Are you interested in global recruitment? If you are a global-minded recruiter, with an international business focus, you’ll want to seek out a split placement network that supports those needs.
  2. Industries, Niches, and Occupations. There are many different ‘flavors’ of split placement networks. Do you recruit in a specific niche? Do you work an entire industry, or only a certain occupation? A good split placement network can help you make more placements in your existing space as well as help you broaden the scope of your recruitment activities.
  3. Ownership. Who owns the split placement network? This is an important question for a couple of reasons. First, if the network is owned by an individual, the profit motive is typically for that individual. In other words, the person who owns the network makes decisions that will maximize his or her personal profits. Second, if you’re joining a split placement network that has a single owner, will you have a ‘voice’ in any decision-making? Do you care? If you have a passion for leadership or a desire to ‘give back’ to your profession, will you have any opportunities to do so?
  4. Policies & Procedures. How are disputes handled? Are there specific rules in place for how split placements are handled? What happens if another member interferes with your client relationship? Even more important, will you be protected if you don’t get paid your portion of a fee?

There are no right or wrong answers to these questions. They are strategic questions, and differ widely for different recruiting firms. Look for a split placement network that is a good fit for your current needs, and can also help you grow your business. Click the button below for a free checklist to help you evaluate split placement networks.

 

3 Key Differences Between NPAworldwide and BountyJobs

by Sarah Freiburger

As the Director of Membership for NPAworldwide, I occasionally am asked by independent recruiters how our network is different and better than BountyJobs. In my opinion, neither one is necessarily better than the other as they are so very different. As an independent recruiter, deciding which to join will depend on how you like to work.

The following is a brief summary of the key differences between NPAworldwide and BountyJobs:

1.    Organization Structure
NPAworldwide is a member-owned and -run network of independently-owned recruiting firms that work together to make split placements. The network began in 1956 and has grown into a network of more than 400 firms located throughout the world.

Owners of NPAworldwide firms set the strategic direction of the network. The network is led by a Board of Directors of owners of member firms and has a selective membership process. At the end of the year, profits are re-invested in the network to continue and improve services to our members.

Membership gives independent recruiters and small firms a way to compete in a global marketplace without sacrificing the unique qualities that distinguish them from larger competitors. Members rely on our split placement network to build relationships that result in more effective and efficient service to clients and candidates in their own market. Those relationships translate into enhanced revenue-generating opportunities and increased financial stability. In the process, members also add value to their businesses through improved speed, reach, and capacity.

BountyJobs is a privately-owned company so I do not know how profits are spent or distributed. In 2011, BountyJobs was impressively ranked No. 389 on Inc. magazine’s annual Inc. 500. The press release announcing this ranking states that “BountyJobs is the preferred contingent search solution for more than one-third of the Fortune 500 . . .”   The organization appears to be a good solution for large employers managing a high volume of open positions resulting in the need for them to manage relationships with many recruiters.

2.    Work Style
Success in NPAworldwide is a result of the relationships built between recruiters. The quickest way to build trust with potential trading partners is to meet face-to-face at one of our conferences. Of course, if that is not possible, recruiters develop relationships through telephone, Skype, and/or email conversations.

In BountyJobs, independent recruiters only work with employers and have limited opportunities to build a relationship with an employer until much later in the hiring process.

3.    Control
In NPAworldwide, recruiters post jobs and candidates in our private, web-based sharing tool called SplitZone.  Recruiters may work on any job, anywhere in the world. We also have a private Job Board where only NPAworldwide recruiters can post their jobs. Members can post their jobs for free on our Job Board and only pay if they place a Job Board candidate in a job. With NPAworldwide, an individual recruiter is in control of how they work with their trading partners as long as they abide by the Bylaws and operating procedures.

BountyJobs is a one-way street. Employers post jobs through BountyJobs. Then after viewing posted jobs, recruiters may contact employers and request that they be given permission to send candidates to the employers. A recruiter cannot speak with an employer unless the employer authorizes the recruiter to send candidates. After the permission is granted, the recruiter is able to view the full contact information of the employer. Wiith BountyJobs, the employer is definitely in control.

Additionally, NPAworldwide recruiters control the type of guarantee they offer employers. With BountyJobs, recruiters have no control. All recruiters are required to provide a 60-day money back guarantee; no exceptions.

In conclusion, which option is better for independent recruiters to join – NPAworldwide or BountyJobs?  It  depends! NPAworldwide is a relationship-based network facilitating split placements among its members. If you prefer to not build relationships with your trading partners, then you should consider BountyJobs.  Or, if you are undecided, you may want to consider joining both and experiencing them each firsthand.

If you do consider joining BountyJobs as an independent recruiter, I suggest you take some time to understand how candidate ownership is addressed. Specifically, who owns the candidate six months after a recruiter submits the candidate to an employer.

As an independent recruiter, which option do you prefer?

Independent Recruiters Can Increase Revenue with Temp and Contracting

by Veronica Blatt

Today’s guest blogger is Judy Collins from TFI Resources, an NPA Alliance Partner. TFI Resources is a multi-state payroll service providing a full range of services to recruiters in the temporary, contract, and permanent placement industry by providing employer of record service, payroll funding, and payroll processing. Many independent recruiters utilize TFI to expand their business to include temporary and contract placements while mid-size and large staffing firms use TFI to serve as employer of record for temporary and contract placements in states where they are not registered or licensed to do business.

Don’t miss out on a consistent recruiting revenue stream.

According to Barb Bruno, staffing trends show an increase in temp and contract placements. The new federal healthcare reform will impact your business. Many employers will prefer to add temporary and contract positions before hiring additional permanent staff. Baby boomers that are retiring will come back for a temporary assignment or a short term project. By adding temp and contract alternatives to an existing business model, independent recruiters can create a full service option for their existing clients. You can give them an option on how you can help them satisfy their staffing needs. With so much competition, it is all about providing the right option.

An average markup rate for a temp or contract position is usually 50% of the pay rate. This can also depend on your niche market. You can choose to have a lower mark up for a large client or a client that will give you multiple assignments. You can also go higher for those hard-to-fill priority positions. Be sure to include a buy-out clause after 90-120 days. When calculating your conversion fee only look at your profit margin, do not include your total billings. The total invoice amounts include what you are spending on payroll, taxes and insurance. If you outsource your back office, also take out your payroll funding and payroll processing fees. Include language in your placement agreements that the conversion fee will be calculated off of profit for the term of the assignment if your client chooses to hire your candidate within one year of the last day worked.

Temp and contract placements can help keep clients happy while increasing an independent recruiter’s bottom line.

Ten Terrific Mobile Recruiting Resources

by Veronica Blatt

I’ve written before about how important it is for independent recruiters to knowledgeable about mobile recruiting technology. If I sound like an alarmist, good! Too many recruitment websites are badly outdated in terms of technology and functionality. Independent recruiters simply cannot afford to fall any further behind in the mobile recruiting game.

Here is a list of ten mobile recruiting resources, in no particular order:

Are you ready for the mobile recruiting revolution? What’s your favorite mobile recruiting resource?

Image(s): FreeDigitalPhotos.net

Make More Split Placements with Better Job Descriptions

by Veronica Blatt

Today’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 engineering and information technology professionals throughout the U.S.

Have you ever read a job description that never seems to end and that no one could possibly qualify for? Or one that really tells you nothing because it’s all generic jargon? Candidates have too—and either no one replied, or everyone replied. We hear so many complaints about poor response to job postings. Here are a few tips that may help you increase your reply from quality candidates. If you are sharing the job with a member of your split placement network, he or she will thank you as well.

  1. A little sizzle to start – ‘Opportunity to join a software development team building new applications using .NET Framework 4.’ Regardless of the industry or job, provide some detail at the beginning to excite a potential candidate. This will set you apart from the rest of the crowd. It will also help your split placement partner get more excited about conducting a search and targeting the right candidate.
  2. Several bullets that clearly state what this person will be doing. There is no magic number, but I like to keep it brief; 5 or so bullets that don’t ramble on forever.
  3. Several bullets that clearly state what is necessary to qualify for this position. Usually this section is the one that seems to go on and on. Try to focus on the top 5 experiences this person will need to qualify for the job. Is a Masters degree absolutely necessary or will the right experience offset that requirement? Do they have to have experience from another chemical plant or could someone from another manufacturer do the job just as well? Don’t make it hard for your split placement partners and/or candidates to figure out what is needed; they’ll just give up in frustration.

If the job description you are working from is much longer, just list the most important bullets and state that more detail can be provided to qualified candidates. Items like ‘good team player’ and ‘excellent verbal and written communication skills’ are a given and not really necessary. Some sizzle, concise and brief, is usually best. Better job descriptions will help you make more placements, including split placements.

If you are sharing the job with a member of your split placement network, he or she will thank you as well.

Independent Recruiters: Take an Interest in Pinterest

by Veronica Blatt

Lately, it seems everyone is talking about Pinterest. I’ve been thinking for awhile about how I could include one of my favorite pastimes, “pinning”, in a blog and decided today was the day I would give it a shot. Pinterest has experienced the fastest growth in the history of any social media site and sends more referral traffic than YouTube and Google+. I think it’s time I bring you up to speed on how you can use Pinterest in your recruiting firm. Read the rest of this entry »

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