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Finding Relevant Experience in a Candidate-Scarce World

by Veronica Blatt

Today’s guest blogger is Jason Starr, CEO of Dillistone Group PLC, a leading global provider of software and services that enable recruitment firms and in-house recruiters to better manage their selection process and address the training needs of individuals. Their new platform, Talentis, takes advantage of big data and AI to help recruiters find candidates with the relevant experience for their searches.

“I need a candidate with experience in fintech. She’ll ideally have a background in banking and will have worked in payments.”

Candidate specifications come in all shapes and sizes, but it’s increasingly common for a hiring manager to require specific industry experience. Historically, this is where specialist recruiters come into their own – being able to mine a database with extensive data about professionals in a niche sector can certainly help find candidates with relevant experience. Read the rest of this entry »

Recruiters and Employers, Upgrade Your Virtual Interview Skills

by Dave Nerz

Vetting job candidates via virtual interview is likely to continue for the near-term and perhaps longer.

While it makes sense for candidates to be challenged by a virtual interview, recruiters and employers need to up their games. Remote connections of all types will be expected by your target candidates. The process and the outcomes must be taken very seriously to win over most candidates and specifically the top talent sought. Read the rest of this entry »

Optimistic Hiring Expectations for Q1 2022

by Veronica Blatt

Hiring expectations continue to improve on a global basis, according to the most recent ManpowerGroup Employment Outlook Survey. For the first time since prior to the pandemic, all 40 countries that participate in the survey report optimistic hiring conditions for the upcoming quarter compared to a year ago. In 36 of those countries, the numbers are also an improvement over the previous quarter. Read the rest of this entry »

A Vision for 2022

by Veronica Blatt

Today’s guest blogger is Carola Chard of CMCC in Hong Kong. CMCC was established in 2009 as a specialist recruitment firm for the apparel, footwear, toys and consumer goods industry. Since 2017 the firm has expanded to include new technologies, financial and legal appointments. Carola is currently serving on the NPAworldwide board of directors.

The year 2021 has almost come to its end, when you’re reading this. Congratulations, you made it through the past 12 months and the obstacles within! Traditionally the year end is the time to reflect on the past year and make resolutions and determinations for the coming year, so let me take the opportunity to share some of my thoughts. Read the rest of this entry »

What Do You Need for International Relocation?

by Veronica Blatt

I stumbled upon a great article from Global Mobility Solutions (GMS) about the documents candidates need to have when preparing for international relocation. This is also a great resource for both employers and recruiters to share with candidates who may be making a cross-border move for a new career opportunity. Read the rest of this entry »

No Resume, No Degree, No Problem

by Dave Nerz

In many markets, job openings are running at record levels. Employers are fishing for talent in a limited pool of candidates. This tight labor market is leading more employers to accept more non-traditional qualifications for candidates with no degree. So you realize you are not alone, sixty percent of employers say they are at least thinking of hiring non-degree candidates this year, up from 40% in 2019, according to a survey of 1,200 employers by the online learning company Pearson. Read the rest of this entry »

New AI Tool for Recruitment Marketing

by Veronica Blatt

Seems like artificial intelligence, or AI, is the latest tool that is going to kill the recruitment industry. I don’t think AI is going to kill this business any more than fax machines, the internet, or job boards did. In fact at the moment, I might even venture as far as saying that AI in its current iteration is “not quite ready for prime time” in many ways. For recruitment especially, I think there are good ways of using it to streamline or automate certain business processes but it’s got a long way to go before it’s ready to replace the personal element of skilled recruiters. We have recently come across an AI tool, though, that we think is worth your attention. If recruitment marketing is important to you, or you’d like to be doing more with it, please take a look at Jasper. (Disclaimer: NPAworldwide is a Jasper affiliate partner.) Read the rest of this entry »

Can Recruiters Address New HR Priorities?

by Dave Nerz

The pandemic turned the work world on its head. Things shut down, moved out of the office and then into employee’s homes. Meetings, work and employee reviews went online. Major shifts with unprecedent speed.

Human resource professionals were surveyed about top HR priorities in a report called the HR Sentiment Survey done in early 2020 and recently recalibrated for 2021. In 2020, top HR priorities included: Read the rest of this entry »

The Do’s and Don’ts of Recruiting: How to Prevent Bad Hires

by Veronica Blatt

Today’s guest blogger is Fernando Ortiz-Barbachano of Barbachano International in San Diego, California (USA). Barbachano International is the premier executive search and leadership advisory firm in the Americas with a focus on diversity and multicultural target markets. The firm is a longtime NPAworldwide member, having joined in 2007. He shares some tips below to help avoid bad hires.

Executive recruiting has a clear goal in mind: hire the best person to fill a job opening. But we all know that sometimes the process leads even the best hiring manager or recruiter astray. Sometimes the person who was so impressive during interviews turns out to be a bad hire — and often this happens with no warning signs whatsoever. Read the rest of this entry »

Options for International Payments

by Veronica Blatt

For recruiters who participate in splits with partners in other countries, figuring out international payments can be a hassle. For starters, what currency is being used? The currency for the partner with the job? The partner who supplied the candidate? The client, who is paying the fee? If you’re part of a formal split organization, there may be rules governing currency. For example, in NPAworldwide, members are required to pay their candidate-side partner in that partner’s local currency. The brokerage that is owed to NPAworldwide must be paid in US dollars. Read the rest of this entry »

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