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2025 HR Talent Trends and Strategies

by Veronica Blatt

Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI. 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. Today he discusses 6 HR talent trends to watch in 2025.

We focused our December newsletter on Leader and Manager Development, which remains the top priority on most surveys, from LinkedIn to Gartner to Harvard Business Review. Culture is also at the top of my mind this year. Improving how you develop leaders and creating a culture that supports leader development, growth, and advancement will give you a clear talent advantage.

Other top priorities for 2025…. Here are the top 6 areas of emphasis discovered in our research. Read the rest of this entry »

The Future of Remote Recruiting: Strategies and Tools

by Kerry Crockett

The future of remote recruiting is poised to become an integral part of the hiring landscape, driven by advances in technology and shifting workforce dynamics. As companies continue to embrace remote work, the strategies and tools used for remote recruiting are evolving to meet the demands of a geographically dispersed talent pool. Adapting to these changes is crucial for organizations to attract and retain top talent effectively. Read the rest of this entry »

Navigating the Talent Shift in a Post-Layoff Economy

by Liz Carey

Illustration of a woman at a screen scanning profiles of candidatesThe employment landscape is undergoing a seismic shift as mass layoffs ripple across industries like government, tech, and beyond. For recruiters, this presents both a challenge and an opportunity. On one hand, larger candidate pools offer access to a wealth of talent. On the other, sorting through these candidates while maintaining a human touch can feel overwhelming. To thrive in this post-layoff economy, recruiters need strategies that streamline processes, focus on high-potential hires, and establish trust with displaced workers.

Here’s how you can recalibrate your approach to hiring in a post-layoff economy. Read the rest of this entry »

Get Back on the Phone!

by Veronica Blatt

Today’s guest blogger is Jim Lyons, JD, CPC of LHI Executive Search in the New York City area. LHI is an investigative executive search & research outsourcing firm covering the information technology, capital markets, private equity/venture capital, digital & social media, mobile, cloud, big data, and legal business sectors. Jim has been an NPAworldwide member since 2012 and is currently serving as the past chair of the Board of Directors. Below he reminds recruiters to use the phone as their primary tool.

As you know, AI is the hot topic in the executive search and recruitment space. I could spend my entire work week attending workshops, training sessions and demos on the subject. The availability of AI information to both the in-house corporate recruiter and the outside agency recruiter is limitless. In particular, convention might imply that the outside recruitment and executive search operator better be ahead of the AI curve or be at a competitive disadvantage in the marketplace. Read the rest of this entry »

The Importance of Professional Development for Recruiters

by Veronica Blatt

The ability to thrive as a professional recruiter requires more than just a good database and a knack for identifying talent. Professional development for recruiters is the linchpin that enables individuals and agencies to remain competitive, provide superior service, and build long-lasting relationships with both clients and candidates. By committing to continuous learning, you can refine your skills, adapt to changing market dynamics, and truly distinguish yourself as a trusted recruiter. Read the rest of this entry »

Boutique Recruitment Firms and Digital Assets

by Veronica Blatt

I’ve written previously about the concept of digital sharecropping, which means creating content on platforms you don’t own. My favorite way to say it is “building on rented land.” In much the same way that you wouldn’t build a house or plant crops on land that someone else owns, it’s just not a good idea to create content on platforms that other people or entities own. In light of the recent TikTok drama in the US, and all the digital creators who will be impacted if the ban actually goes into effect, I thought it would be worth revisiting this topic. Boutique recruitment firms, particularly start-ups, are often attracted to digital platforms due to their accessbility, ease of use, and low-to-no costs. But there are risks. Here are some examples of building on rented land: Read the rest of this entry »

Recruiting in a Skills-Based Hiring Market

by Liz Carey

computer screen featuring code of text including word skillsThe hiring landscape is rapidly evolving, and as a recruiter, staying ahead of the curve is essential. One of the most significant shifts we’re seeing is the move toward skills-based hiring. Instead of focusing solely on candidates’ degrees or past job titles, employers now prioritize practical skills and relevant experiences to build diverse and high-performing teams.

For independent recruiters, this trend is an opportunity to expand your offerings and demonstrate greater value to your clients. Here are actionable strategies to help you succeed in this growing market. Read the rest of this entry »

Exit Planning for Boutique Recruitment Firm Owners

by Veronica Blatt

Owning a boutique recruitment firm carries the weight of countless relationships, specialized knowledge, and considerable effort invested in building a thriving business. When the time comes to step away—whether for retirement, a new venture, or another chapter—having a well-thought-out exit plan is essential. A comprehensive exit strategy ensures you leave on your terms while safeguarding the future of your business, employees, and financial interests. Read the rest of this entry »

Strategies for Managing a Multigenerational Workforce

by Kerry Crockett

image of multigenerational workforceManaging a multigenerational workforce is increasingly vital as organizations find themselves employing individuals from a broad age spectrum, ranging from Baby Boomers to Generation Z. Each generation brings unique perspectives, work styles, and values, making it essential for leaders to develop strategies that leverage these differences while fostering a cohesive and productive work environment. Read the rest of this entry »

NPAworldwide Job Scam Alert

by Veronica Blatt

I have previously written about job scams on Facebook and how job seekers can protect themselves from falling victim to these scams. We have recently become aware of another NPAworldwide job scam and would like to share this with job seekers, recruiters, and employers.

There is a website—npaworldwide.asia—that is redirecting to npaworldwide.com. This website is not affiliated with NPAworldwide in any way and has been reported to multiple agencies. The person who created this domain is advertising open job roles on Shine.com. These appear to be phony job posts that are an attempt to swindle unsuspecting users to share banking information and other sensitive personal details, as well as monetary payments. Read the rest of this entry »

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