“Ghosting” is a significant concern for independent recruitment firms. Ghosting in recruitment refers to the sudden and unexplained disappearance of one party in the hiring process, which can disrupt and prolong recruitment efforts. This phenomenon isn’t restricted to candidates; it involves recruiters, employers, and candidates, all potentially ghosting one another. Understanding the reasons behind ghosting and implementing strategies to counteract it can help you maintain a seamless hiring process. Read the rest of this entry »
Ghosting in Recruitment: Mitigating the Haunting Effects on your Hiring Process
by Veronica BlattRecruitment Firm Budget Busters to Avoid
by Veronica Blatt
As we move into the final months of 2024, many business owners are starting to work on next year’s budget. While you’ve likely got a good handle on income and expenses, there are some recruitment firm budget busters you’ll either want to avoid or plan to accommodate. Read the rest of this entry »
The Candidate Experience is Crucial to Recruitment Success
by Liz Carey
Recruiters often focus on matching skills to roles, but there’s an often-overlooked aspect that plays a pivotal role in recruitment success—the candidate experience. This process not only affects the individuals applying but also has significant implications for the employer’s brand and the reputation of the recruiter. Let’s explore why enhancing this experience is crucial and how it can create a ripple effect, benefiting everyone involved. Read the rest of this entry »
Harnessing AI and Machine Learning in Recruitment
by Kerry Crockett
The recruitment landscape is undergoing a significant transformation, driven by advancements in artificial intelligence (AI) and machine learning (ML). These technologies are revolutionizing the way recruiters find, evaluate, and engage with potential candidates, leading to more efficient, effective, and equitable hiring processes. Read the rest of this entry »
Database Clean-Up Tips for Recruiters
by Veronica Blatt
I’ve been working on a big database project over the past couple of weeks that is going to make our membership software work better for our staff, members, and volunteer leaders. During this project, I have (inevitably) discovered some additional data issues that need to be cleaned up. I’m continually improving at thinking through database projects and how a change in one area impacts other areas as well. Periodic data clean-up is a good practice for all organizations. Here are a few clean-up tips for recruiters: Read the rest of this entry »
The Secret to Success in Recruitment: Selling Yourself and Treating Everyone Well
by Veronica Blatt
Today’s guest blogger is Phil Chappel with P. Chappel Associates, a professional recruiting firm based in Basking Ridge, New Jersey. Specializing in engineering, management, sales, marketing, and support in the technology space, P. Chappel Associates was established in 1996. Clients are located throughout the United States, with concentration on the east and west coasts. Several clients are expanding worldwide. Phil is currently serving on the NPAworldwide Board of Directors. He shares his secret to success in recruitment below.
Someone recently asked me what has contributed to my success and longevity in the fast-paced, competitive recruitment industry. I answered that you must be knowledgeable and work hard, as well as be able to adapt to evolving recruitment strategies and changing market dynamics. However, two fundamental principles have remained at the core of my approach: selling myself to all clients, candidates and recruiting partners, and treating everyone with kindness and respect. Read the rest of this entry »
5 Ways AI Won’t Replace Recruiters
by Veronica Blatt
As is common with big technological shifts in this business, there has been a lot of hand-wringing about the extent to which artificial intelligence will impact recruitment. I feel confident that AI won’t replace recruiters anytime soon. Here are 5 things that AI cannot do:
Creative Thinking
AI runs on data. Data is 100% *not* creative any way, shape or form. If you’ve ever had to coach a client or a candidate (or both!) through a nuanced situation, or a tough negotation, you probably had to be creative. AI cannot take on that task. Read the rest of this entry »
Winning the Best Talent: 7 Hiring Strategies for Mid-Sized Companies
by Veronica Blatt
Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI and Pittsburgh, PA. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan, but they also work across the US. Bill is a past chairman of the NPAworldwide Board of Directors. He shares hiring strategies for small and mid-sized companies below.
Large companies that have name recognition often start with an advantage when attracting talent. Candidates know who they are, and they often have a reputation for offering good benefits and opportunities. If you are going to win the best talent, you will need to take a strategic approach. Read the rest of this entry »
The Impact of Return to Office on Recruitment
by Liz Carey
In the wake of shifting work dynamics, Amazon’s recent decision to return to an exclusively in-office model has sent ripples through the corporate world. For recruiters, understanding the implications of such a move is crucial. What does this Return to Office model mean for talent acquisition strategies, employee satisfaction, and workplace culture? This blog post aims to explore these questions and provide actionable insights for recruiters navigating this new landscape. Read the rest of this entry »
Modest Quarterly Improvement in Hiring Outlook
by Veronica Blatt
For more than 60 years, Manpower Group has conducted its quarterly hiring outlook survey. This is the largest survey of its kind, soliciting date from more than 40,000 employers in 42 countries. The net hiring outlook is the difference between employers planning to increase hiring and those anticipating a decrease. For the upcoming quarter, 41% of surveyed employers anticipate increased payroll, while 16% anticipate a decline. This represents a net hiring outlook of 25%, a modest increase of 3 percentage points from the previous quarter, but a decline of 5 percentage points compared to last year. Some of the key takeaways include: Read the rest of this entry »