Global Recruitment News Headlines

September 4th, 2018 by Veronica Blatt

As the third quarter winds down, here are some global recruitment news headlines to start your week. Labor and skills shortages around the world are contributing to a variety of workforce changes from increased salaries to more freelancers to overall difficulty in hiring and retention. Skilled recruiters will be needed as employers are finding it increasingly difficult to find, hire, and retain the talent needed for their critical openings. Read the rest of this entry »

Presenting Records to Your Trading Partners

August 30th, 2018 by Liz Carey

In a recruitment network, there can be hundreds of trading partners to choose from and work with. If you have a job order, how do you get the attention of a great exporter to provide candidates for it? And likewise, if you have a great candidate, how do you present it to members with jobs? Here are some helpful tips, straight from some of the most successful members of NPAworldwide:

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How to be an Effective Split Placement Partner

August 28th, 2018 by Veronica Blatt

Whether you have a long track record of success or are new to the concept, here are some ideas to help you be a more effective split placement partner.

If you have the job order (“importer” in NPAworldwide lingo):

  • Supply your split placement partner with a few screening questions. If there are critical areas that need to be confirmed prior to an interview, consider supplying those screening questions to your partner. These could be as simple as “What size budget did you manage?” or “How many years have you been programming in Ruby on Rails?” The point here is that you’re helping your partner screen more specifically to your client’s needs. Your partner will be able to have better conversations with potential candidates and you’ll get the value-added detail you’re expecting.
  • Know your audience! The job description that you (or your client) wrote is FOR THE CANDIDATE. It is NOT for your split-placement partner. The language used is likely marketing-oriented with lots of sizzle. This does not give your partner good information for searching. Tell your partner specifically what machines are being used, what size the facility is, how many direct reports and at what levels, what kind of technology is in use. The more granular the detail, the better your partner will be able to target the right candidates.

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Client Global Expansion: A Case Study

August 23rd, 2018 by Sarah Freiburger

The opportunities and rewards that come along with transitioning a business in to a global operation are plenty, but so are the risks. Once your home operation is steady and strong, moving to new strategically picked markets is a good next step for the right company. As a global organization, our recruitment member’s clients frequently take on this type of expansion. Here is an informative case study on how a they accomplished a move to a new market using their international recruitment firm.

A network client, a privately-held US manufacturing company, had a strategy that called for a phased expansion into China. Their plan was to develop a supply chain for materials while cultivating short-term contract manufacturing partnerships.  The ultimate goal was a dedicated China-based manufacturing operation.

The immediate challenge was a need for local talent in advance of the brick and mortar expansion of operations.  The manufacturing company’s EVP had a relationship with a local US-based recruitment firm, one of our 500+ partner affiliates. Our affiliate firm explained how their network enables global connections to meet talent requirements anywhere in the world. The EVP partnered with our affiliate firm to leverage their network for the identification of local Chinese candidates for the China-based supply chain development position.

Our affiliate activated their connections with Asia-based partners. The local affiliates took on the challenge and developed a shortlist of candidates for the position. The manufacturing company’s hiring managers went to China to meet with the candidates sourced by affiliates.  Within two weeks, a preferred candidate accepted an offer and set a start date. Throughout the process, our partner firm, with assistance from the local  affiliates provided coaching on local HR requirements, payroll issues, housing and other critical details that made a successful close to a complex process possible.   

The manufacturing company’s expansion plans are on track and full speed ahead.  A single point of contact with an international recruitment firm local to their headquarters location, allowed for global connections and the leveraging of those valuable affiliations for a confident and well planned expansion into a new market.

Phone Screen Interviews Have Changed

August 21st, 2018 by Veronica Blatt

image of phone screen interviews by videoOur guest blogger today is Michael Neece, the CEO of – the world’s most widely -used job interview prep program. Recruiters use these video programs to increase placements and save time. More than 54,000 people in 73 countries have used Interview Mastery to advance their recruiting businesses and careers. 

Traditional phone screen interviews are being invaded and replaced by the use (or misuse) of software technology. For better or worse, job applicants must now deal with technologies that further dehumanize the hiring process. As if the applicant tracking systems were not frustrating enough. Read the rest of this entry »

Leaders Unleash the Power of “Yes”

August 16th, 2018 by Veronica Blatt

Today’s guest blog is from People 2.0, a premier global contingent workforce deployment platform and full-service business process outsourcing (BPO) provider for the staffing and recruiting industry. People 2.0 offers comprehensive back-office support and a complete employer of record (EOR)/agent or record (AOR) platform—empowering individuals and organizations to focus on growing their business and placing top talent.

As a leader, have you unleashed the power of yes with your team? In particular, are you offering unequivocal “yeses” as often as possible? Every leader or manager knows that saying “yes” to an idea, proposal, or request can positively impact morale, engagement, and performance. The power of a “yes” is that it encourages more problem-solving, initiative, and proactivity in a team and among team members. Read the rest of this entry »

Recruitment Conferences 2019

August 14th, 2018 by Dave Nerz

image of recruitment conferencesThis might sound strange to some, but we are beginning our budget process for 2019. In order to have an effective and accurate look at 2019, we need to start thinking about how and where we will spend in the year ahead. I have a great interest in hearing what recruitment conferences exist and what some opinions are of the events you have attended in past years. Read the rest of this entry »

Building Your Online Recruiting Presence

August 9th, 2018 by Veronica Blatt

In recent years, we’ve seen a plethora of brick-and-mortar stores go extinct as more and more shoppers venture online. Toys R Us, J.C. Penney and Brookstone are all recent victims. Even Mattress Firm is considering filing for bankruptcy, according to Reuters. Online mattress startups have people opting for free shipping and no-hassle returns from over going to a physical store and testing mattresses out. Staying competitive requires companies to ramp up their online presence, from the retailer’s website to it’s social media platforms. This is not only true for retailers, but for recruiters too. Just like you research clients and candidates, they will be scouting out your online recruiting presence, as well.

Many recruiters consider themselves “old school” – still doing things as they did them 10, 20, 30 years ago. And while nothing can ever replace meeting a candidate face-to-face, or weekly phone calls with your clients, it’s important to keep up with the times and trends… especially when it comes to you and your firm’s online presence. Read the rest of this entry »

3 Benefits to Social Media for Recruiters

August 7th, 2018 by Veronica Blatt

I recently read an article pondering whether social media for recruiters actually works. (Full disclosure: the author is an NPAworldwide member.) The premise is that perhaps the “social” aspect of social media has been lost, with many people focused more on “likes” than on meaningful personal interactions. I don’t disagree with that, but I do feel strongly that social media is an important tool for recruiters. A long time ago, I recall a webinar about social media that said simple/low-cost transactions are much easier to convert online than complex/expensive transactions. Read the rest of this entry »

4 Tips for Connecting with Modern Candidates

August 2nd, 2018 by Veronica Blatt

Today’s guest blogger is Joe O’Connor, CEO and Co-Founder of Vizi. Instantly transform your text based job posts into visual experiences that can be shared anywhere with Vizi. Talent attraction should always be an authentic brand story that promotes opportunities instead of transactions.

The recruitment marketplace was once ruled by 33 characters and only a few generic lines of text. It’s amazing to think how this space has evolved since the early days of the classified ad. Companies now have personalized touchpoints with candidates that span across several mediums. Quality candidates shop around for companies that fit their values and deliver meaningful work. We have highlighted four areas to focus on for attracting modern candidates: Read the rest of this entry »