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How To Do (and Price) A Temp Deal

by Veronica Blatt

Today’s guest blogger is Mark Arrow. Mark is the CEO/President of Headcount Management. Besides being an NPAworldwide vendor, speaker and staffing industry advocate, Headcount currently services multiple NPA clients. Headcount is a leader in back-office solutions designed specifically for staffing agencies.

Headcount makes doing staffing deals (also known as: contract, temp, contingent) simple for NPAworldwide members. Essentially, once candidates are placed, Headcount will professionally onboard, insure and payroll employees. Headcount also invoices clients (with your agency’s branding), accounts for all monies, provides detailed KPI’s and profit reports…and of course, profits. The Back Office, their newest initiative, is the industry’s easiest way for agencies to produce weekly payroll, invoices, and profit reporting via agency insurance and funding.

Since 2008, Headcount has helped staffing firms across all 50 states mitigate liability, reduce costs, and maintain full hiring compliance. Here are some testimonials.

Temp deals can put your staffing agency on the fast track for growth, and most importantly, profit. Many business owners assume that temporary staffing success starts with making the hire. However, true success on contract placements starts with knowing how to both execute and price the deal. Read the rest of this entry »

Contract Recruiting to Survive and Thrive

by Liz Carey

Pendulum swinging at observatory

Like a pendulum, when there is a upswing, there must also be a downswing. There has been a lot of talk about an upcoming recession after such a strong economic bounce-back from the pandemic over the last couple years. With a possible recession looming, companies tend to tighten their belts and put hiring freezes in place. The work still needs to be done, and temp or contract workers are a great solution. Flexible hiring like contract recruiting can help circumvent hiring restrictions and help a business survive and thrive.

Some members of our split placement network report that clients are increasingly turning to them for contract recruiting. According to this survey, 16 million temporary workers are hired every year. Read the rest of this entry »

Recruitment Trends for 2023

by Dave Nerz

Road sign that says trending nowRecruitment has never been easy, but the current conditions are as difficult and complex as they have ever been. The Labor Force Participation Rate (LFPR) is down to 62.2%. That means there is a bunch of talent sitting on the sidelines. It will be your job in 2023 to help draw some of the talent back into the work force. Consider these recruitment trends as you make that effort in 2023! Read the rest of this entry »

Recruiting in a Fluctuating Hiring Market

by Veronica Blatt

road sign that indicates changes at the next exitToday’s guest blogger is Patti Steen with The Pelsten Group located in Seattle, WA. The Pelsten Group is a recruitment firm that focuses on all levels of positions within healthcare and medical device organizations. The majority of their clients are in the Seattle area but they actively support NPAworldwide across the US. Patti is currently serving on the NPAworldwide Board of Directors.

2023 is starting off with a lot of change! Companies are right sizing, flattening management structures, repositioning in their markets, and limiting hiring. With all this change do we need to look at how we, as recruiters, change to meet the customer’s needs? Will the candidates or strategies for hiring change? Yes, and yes! Read the rest of this entry »

Be a One-Stop Recruiting Shop

by Liz Carey

Shop with an Open signRecruiters spend a lot of time and money on marketing / new business development, but have you tried getting more work from your existing clients? It’s a no-brainer: you already have a relationship with this client, and they know you can deliver. Through membership in a recruitment network, you can help them with all of their staffing needs — whether it is outside your niche, geography, or your hiring contact’s department.

For example, maybe your client, an accounting firm, doesn’t need any more tax people right now… but you might be able to get work from a different division of the same company and help them fill roles outside of your typical niche. For example, they might need IT people or lawyers. Explain to them that your membership in the recruitment network gives you access to partners specializing in that niche who already have pipelines of talent.

Try getting more work outside of your geographical-focus if your client is an international company, or if they are expanding overseas. You might be their resource to fill all their roles at their NYC headquarters, but if they have an office in Spain, you can let them know that you have a trusted network partner right in that region. A partner who knows and understands the local market, including any laws and requirements, and who already has relationships with candidates in that area and can help with unfilled requirements there.

Here is a great example of how to leverage your membership in a recruitment network to get international work:

NPAworldwide members in Winnipeg, MB, Canada and Conway, AR, USA, have done a number of splits together in the manufacturing sector. They met when the US-based recruiter posted jobs on NPA’s internal job board. The Canadian member reached out and offered to help, which led to more searches and 6 placements. If you can recruit manufacturing candidates in Canada, you can recruit them in the US!

When you work together with an international partner, you can develop a relationship just like this – where it’s not a one-time transaction, but cooperative teamwork that makes splits flow frequently.

NPAworldwide membership gives independent recruiters and small firms a way to compete in a global marketplace, and be a “one-stop shop” for their clients.

 

Hiring Demand Remains Positive Despite Economic Uncertainty

by Veronica Blatt

green and blue watercolor-style world mapDespite continued fears and reports of a looming recession and persistent inflation, global hiring demand is expected to remain strong in the first quarter. This data is from the newest ManpowerGroup Employment Outlook Survey. The Net Employment Outlook, which is measured by subtracting the percentage of employers who expect headcount to shrink from the percentage of employers who plan to hire, still stands at a solid +23%. This is lower on both a quarter-over-quarter and year-over-year basis but still reflects that a plurality of employers participating in this global survey do plan to hire in the next three months. In fact, of the 41 countries participating in the survey, 39 of them have positive hiring outlooks. Only Poland and Hungary anticipate a decline in payroll in this quarter. Read the rest of this entry »

Website Accessibility for Recruitment Firms

by Veronica Blatt

Woman with visual impairment using assistive technologyYesterday I was pleased to attend a webinar with Nicole Clarke and Rick Mare from Shazamme on the subject of website accessibility, which means making sure that all visitors to your site can use and engage with it regardless of disabilities, impairments or other limitations. It is an emerging area of legal importance for all website operators, as web visitors with disabilities are beginning to sue for better access. Some of the key points I took away from yesterday’s session include the following:

Voice technology has completely transformed search. With the proliferation of Siri, Alexa and other voice-activated tools, more and more users are “voice-first” searchers, regardless of disability. In addition to being a key component for accessibility, voice also helps your SEO as Google and other search engines continue to increase the focus on this behavior. All of the voice search tools use their own map tools, though, so you’ll need to submit your site to multiple map/search engines so that voice search is enabled across multiple devices and platforms. That was a big ah-ha moment for me! Read the rest of this entry »

Backdoor Recruitment Process

by Veronica Blatt

Today’s guest blogger is Wilson Cole. He is the CEO of BackdoorHires.com and Adams, Evens & Ross, the nation’s largest credit and collections agency designed exclusively for the staffing and recruiting industry. In 2008 he was inducted into INC Magazine’s, “INC 500” for being the CEO of Adams, Evens & Ross, the 307th fastest-growing privately held company in America. Adams, Evens, & Ross has helped more than 3,000 staffing and recruiting firms recover more than $1 billion in past-due debt and is an NPAworldwide Endorsed Program. Read his post below to learn how backdoor recruitment happens.

In cybersecurity, a type of malware known as a backdoor circumvents standard authentication mechanisms to gain access to a system. As a result, resources within an application, such as databases and file servers, are accessible remotely, allowing offenders the opportunity to execute commands remotely on the system and update malware.

Backdoors are installed by exploiting weak points in a web application. Since files are frequently heavily encrypted, detection is challenging after installation. Read the rest of this entry »

Q&A with a Split Placement Network Superstar

by Liz Carey

On one of NPAworldwide’s regional calls this month, one member shared his secrets of success. He has only been in the network 1 year, but has already done 15 splits.

Here’s a quick synopsis on how membership in NPAworldwide has helped grow his business in the last 12 months:

When he started, he was a one-man operation, which is why he joined the network. Having trading partners allows you to focus on marketing and scaling up your business, because you know you have partners to help fill your clients’ roles, he said. Read the rest of this entry »

Accelerate Candidate Screening with AI-Enabled Recruitment

by Veronica Blatt

Today’s guest blogger is Oorwin, a leading SaaS-based platform for AI-driven talent acquisition & management and recruiter productivity & effectiveness. Oorwin’s platform is used to manage your entire talent intelligence lifecycle. In this post, learn how to improve candidate screening using artificial intelligence.

AI-enabled candidate screening is designed to address the single most time consuming and inefficient aspect of the recruitment process. Despite technological advancements, effective candidate screening remains one of the biggest challenges for recruiters today.

Manually sorting through high volumes of applications for each open role is extremely labor intensive. Recruiters are focusing over half their time on triage. This leaves a lot of room to unintentionally overlook top applicants or miss out on strong passive candidates. Read the rest of this entry »

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