In 1956, a quiet teenager from Tupelo, Mississippi—Elvis Presley—released “Heartbreak Hotel,” turning the music industry on its head. The wedding of American actress Grace Kelly to Prince Rainier of Monaco drew the eyes of 30 million television viewers, while the U.S. economy surged forward thanks to postwar demand, a strong labor movement, and rising consumer spending. Yet beneath these headlines, another transformation was quietly taking shape: the recruitment industry was about to see a pivotal moment. Read the rest of this entry »
What 70 Years of NPAworldwide Reveal About the Power of Recruiter Partnerships
by Veronica BlattSplit Placements: What Are the Best Candidates and Jobs?
by Veronica Blatt
For boutique recruitment firm owners who are considering split placements, we are often asked what jobs and candidates are most in demand. While market conditions change frequently, there are some consistent traits that are attractive to recruitment partners.
What are the best jobs to split?
If you are working splits within a formal group, it obviously makes sense to understand the make-up of the group. If your group mainly focuses on engineering roles, there may not be an opportunity to place your stellar accountant candidate. Or, if your partners typically recruit healthcare candidates, they may not be equipped to find candidates for your plant manager role. It’s always good to understand those dynamics and how your needs fit. Beyond that, in our 70-year history, members have consistently pointed to these characteristics that make them excited about recruiting for your job:
- A track record of making placements with the client, and a good relationship with the hiring manager
- Quick feedback on submitted candidates
- Client is motivated to hire with an appropriate sense of urgency
- Great company with good culture
- A market-appropriate salary and benefits that will be attractive to top candidates
Jobs that are less well-suited to split placement opportunities include these:
- Low fee, especially when combined with a low salary
- Difficult location
- Poor client relationship and/or the client continually changes the requirements
Remember that in a split placement, you have to sell the job to your partner as well as to potential candidates. Many recruiters won’t want to work hard to find candidates where there is a low likelihood of success and/or the financial reward is lacking.
What makes a good split placement candidate?
We like to tell our members to treat your split partners as if they are your best client. If you have a candidate that you would not submit to your own best client, do not submit them to your split partner. This includes candidates who are looking to make a wholesale career change. In addition to being well-vetted against the job specs, we find that recruiters are looking for candidates with:
- A definite career objective supported by education, training, and work experience
- Reasonable salary expectations, in keeping with education and experience
- A stable employment history with valid reasons for terminating positions
- A good resume/CV which outlines accomplishments, contributions, and responsibilities related to the type of position desired
Split placements are most likely to be successful when both recruiters and the client are all vested in a successful outcome. This means the client is engaged in the process, the job recruiter has a good relationship with the hiring manager, and the candidate recruiter has clear expectations. Focus on sharing attractive jobs and candidates you would present to your own clients.
How to Mitigate the Risks of AI Tools in Your Workplace
by Veronica Blatt
If you are using free AI tools to speed up work, cut costs, or solve problems fast, it is worth asking about the risks of AI tools and what they may be taking in return. I was reminded of this at our recent PowerUp Americas conference in San Antonio by our keynote speaker Lance Haun. The old rule still applies: if you are not paying for the product, you may be the product. And don’t forget the caveats: (1) You’re about to become the product and (2) you’re about to start paying for it. That idea becomes far more serious when employees paste sensitive company information into free versions of LLMs and other AI platforms. A quick prompt can expose client data, internal strategy, financial details, source code, or confidential documents in ways your business never intended. What feels like a harmless shortcut can create real legal, operational, and reputational risk. You may not realize you are uploading information to external servers that can be accessed by a wide range of users. Or even that your content winds up being used to further train the tools – for everyone, not just you. Read the rest of this entry »
9 Tips for Formulating an Inbound Recruitment Strategy
by Veronica Blatt
Today’s guest blogger is Stormie Haller. She is the Director of Marketing at Tracker, an AI-native CRM and ATS platform serving recruitment agencies worldwide. With over a decade of experience helping staffing agencies and tech companies shape their marketing strategy, she has become a trusted voice on brand, growth, and the human side of technology adoption. In the post below, Stormie shares insights on inbound recruitment as part of your candidate attraction efforts. Tracker is an Endorsed Enterprise Partner of NPAworldwide.
When people are actively looking for jobs, it’s good news for businesses, as they have more qualified candidates to choose from. However, these people are applying for multiple roles, and you have to attract them to your organisation and build relationships with them. This is why more and more companies are focusing their efforts and time on enhancing their inbound recruitment strategies.
Hence the question: “What is inbound recruitment, and how can you launch one?” Continue reading to find out more. Read the rest of this entry »
Which Professional Certifications Actually Add Career Value?
by Veronica Blatt
Professional certifications can strengthen your resume, open doors to higher-paying roles, and signal credibility to employers—but not all certifications are created equal. Some credentials are career-defining, while others offer little more than a line on LinkedIn. Understanding the difference can help you invest your time and money wisely.
Below is a practical ranking of professional certifications from highest career value to lowest, along with examples to help you decide what’s worth pursuing. Read the rest of this entry »
The Power of Mock Interviews
by Veronica Blatt
Today’s guest blogger is Tim Lane founder and director of Park Lane Recruitment based near Manchester UK. Park Lane Recruitment is a specialist recruiting firm in the technology space with niche areas of cybersecurity, fintech, space and defense IT, as well as generic IT sales, tech and managerial. Tim is currently serving as secretary/treasurer on the NPAworldwide board of directors and is a 30+ year veteran of the recruiting industry. In his post below, Tim addresses the current skills gap and other issues making it harder for candidates to find new roles.
In the challenging landscape of job interviews, where nerves often run high, the often-overlooked power of mock interviews can serve as the secret weapon that transforms a nervous candidate into a confident contender.
These simulations are not mere practice sessions; they are invaluable stepping stones toward interview success. Read the rest of this entry »
Where Growth Succeeds or Fails: The Critical Role of Integration in M&A
by Veronica Blatt
Today’s guest bloggers are Bill Benson and Jeff McGraw 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 former chair of the NPAworldwide board of directors. Read their thoughts below on how people integration impacts both executive hires and M&A activity.
In today’s middle-market environment whether you’re scaling rapidly, bringing in outside talent, or acquiring another company, one factor will determine your long-term success more than any other:
Your ability to integrate people. Read the rest of this entry »
AI-Related Legislation Impacting Recruiters
by Veronica Blatt
If you think you’ve had enough on your plate trying to stay ahead of all the new legislation regarding pay transparency, job advertising/posting, website accessibility, and more … it’s about to get worse. There is a plethora of new AI-related legislation that is going to impact both recruiters and their clients. Here are just a few: Read the rest of this entry »
Employment Outlook Insights for Recruitment Firm Owners
by Veronica Blatt
Hiring confidence is rising again—and that creates both opportunity and complexity for boutique recruitment firms. The ManpowerGroup Employment Outlook Survey for Q2 2026 offers a clear signal: employers globally are planning to hire, but they are doing so selectively, strategically, and with heightened expectations of their talent partners.
The survey captured hiring intentions from more than 41,700 employers across 42 countries. The headline finding is a seasonally adjusted global Net Employment Outlook (NEO) of 31 percent, up six points from the previous quarter and seven points year over year. In plain terms, the employment outlook is the strongest it has been in several years, even amid continued economic, geopolitical, and regulatory uncertainty. Read the rest of this entry »
Celebrating International Recruiters Day: Honoring the Unsung Heroes of Talent Acquisition
by Liz Carey
Celebrating International Recruiters Day
Every great company is built by great people, but who finds those people? The recruiters. They work tirelessly behind the scenes to connect talent with opportunity. They screen resumes, conduct endless interviews, and negotiate complex offers. Yet, their massive contribution to organizational success often goes unnoticed.
International Recruiters Day gives us the perfect opportunity to pause and recognize these dedicated professionals. This blog post explores the vital role recruiters play in the hiring process, how they shape company culture, and the real impact they have on business growth. We will also look at the specific challenges they face in competitive markets and how you can show your genuine appreciation for their hard work. Read the rest of this entry »