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

empty office buildingIn 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

green and blue watercolor-style world mapFor 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 »


Effectively Scaling Your Boutique Recruitment Firm

by Veronica Blatt

Scaling a boutique recruitment firm requires strategic planning and a keen understanding of market dynamics. While large agencies might have the resources to expand rapidly, boutique firms can leverage their agility and personalized approach to achieve sustainable growth. Here are some effective strategies that boutique recruitment firms can employ to scale successfully. Read the rest of this entry »


Building a Strong Organizational Culture to Retain Talent

by Kerry Crockett

Retaining top talent is a critical challenge for organizations. A strong organizational culture is a powerful tool to not only attract but also retain employees. When employees feel valued, supported, and aligned with the company’s mission and values, they are more likely to stay long-term. Here’s how organizations can build a robust culture that fosters retention. Read the rest of this entry »


Adapting Recruitment Strategies for Gen Z

by Liz Carey

Young man records selfie with phone and selfie stickAs Generation Z prepares to enter the workforce in junior-level roles, recruiters and staffing agencies must be ready to meet their unique expectations. With a preference for virtual interactions and a fast-paced environment, outdated recruitment methods will no longer suffice. This blog post will explore how recruitment automation, mobile-optimized application processes, and continuous candidate engagement are essential for attracting Gen Z talent.

Read the rest of this entry »


False Comfort? How should Employers and Consultants Respond

by Veronica Blatt

drawing of factors that impact employee engagementOur guest blogger is Andrew Thoseby of 1st Executive Pty Ltd  in Melbourne, Australia. 1st Executive is a boutique executive search, executive recruitment, interim executive and advisory firm providing custom designed people solutions for clients across a broad spectrum of industries on a local, regional, national and international basis. The firm’s recruiting activities are focused on executive, professional, technical and managerial placement for its clients. 1st Executive includes a growing interim management service in its business mix and has successfully placed interim CEOs, CFOs, sales and operational executives. Andrew is currently a member of the NPAworldwide Board of Directors.

There is no doubt that recruitment and search job orders across the western world have hit a flat spot. Most people that we speak to in the NPAworldwide network are reporting shorter pipelines, lower volumes of activity and a much greater focus on completing all of the assignments they are offered, even the contingent ones, in order to maintain revenues. Read the rest of this entry »


Recruitment News Sites to Follow

by Veronica Blatt

While there are lots of resources available for getting corporate and economic news, I have found recruitment news sources to be a much smaller niche and wanted to share a few that I find helpful: Read the rest of this entry »


Split Fee Recruiting as a Business Strategy

by Veronica Blatt

Split fee recruiting can be an excellent way to smooth out the bumps along the journey, especially for small firms. All small businesses can struggle with cash flow and recruitment is certainly no different. In a jittery market like we’re seeing now – with a slowdown in hiring, a hoped-for cut in interest rates, and an upcoming presidential election – small recruitment firms find themselves at the whim of “wait and see” hiring plans. Those who are actively engaged in splits are less likely to feel the impacts. Here are a few reasons why: Read the rest of this entry »


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