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What Factors Affect Business Credit Scores?

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.

Many small businesses turn to credit to expand, hire additional staff, or cover day-to-day expenses. A good credit score indicates that a company can make timely repayments and will improve its chances of approval. If a company’s credit score is poor, their application will most likely be declined or they will be charged with higher interest rates due to the risk of nonpayment. Read the rest of this entry »

Why and When to Engage an Executive Search Firm?

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.

Even in a tight down market situation, where many face uncertainty in their business and career prospects, there is still a shortage of talent in certain sectors. Great people are always in demand, and even when unemployment rates are high, the people who are currently active job seekers in the market, may not fit the profile of the candidates you wish to employ. Read the rest of this entry »

Global Hiring Plans Rebounding to Pre-Pandemic Levels

by Veronica Blatt

Manpower Group has released its fourth quarter hiring outlook, which is largely positive. Global hiring plans are rebounding, although the talent shortage remains severe. Employers in more than 43 countries participated in the survey; all countries reporting stronger hiring plans when compared to last year. Hiring activity has increased much more rapidly than it did following the previous economic downturn. Read the rest of this entry »

Launching a Temp Division in the UK – Part 1

by Veronica Blatt

Our guest blogger is Liquid Friday Head of Group Operations, Joe Taffurelli. Liquid Friday is an FCSA-accredited provider of umbrella and agency support services that engages workers for use by third-parties in the UK. Below is the first installment of a two-part series about adding a temp division to your UK recruitment firm.

A guide for recruitment business leaders

Temporary recruitment is a challenging and rewarding industry which is showing fantastic signs of growth, as the UK economy emerges from the pandemic.

The thought behind this guide is to empower recruitment leaders (either in or outside of the UK) who may be considering expanding their business to include a contract / temp division. In particular, we will look at the specific legislative and compliance challenges faced by the temporary recruitment sector in the UK, so that you can evaluate threats and mitigate risk. Read the rest of this entry »

Cross-Border Splits

by Liz Carey

One of the benefits of membership in a worldwide recruiting network like NPAworldwide is the ability to promote an international capability to your clients, serve your clients outside of their home markets, maximize your firm’s business opportunity by spending your time where the jobs are, and avoiding down economic situations in your home market.

NPAworldwide defines “cross-border” splits as deals where the partners are operating in different countries.  Here are several recent examples of NPAworldwide members that completed a cross-border split: Read the rest of this entry »

How Recruiters Work: The Basics for Candidates

by Dave Nerz

This is for you, job seekers! Trying to make the process less of a mystery and more clear, so you know what is happening as a job candidate and how recruiters work. Happy to hear from you about things that would add even more transparency to the process.

Remember, most recruitment agencies are paid for performance and that means finding the best talent for open positions. If you are not in the top 50% of those in your profession, your chance of being placed by a recruiter will be a long shot. Recruiters are looking for top talent in a niche. They also do not help candidates change professions. They are unlikely to help you move from a job as an accountant to a new role as a research scientist. They will be pleased to get you placed in a different accounting role. Read the rest of this entry »

Legal Compliance Tips for Recruiters and Clients

by Veronica Blatt

As part of our recent AsiaPac Virtual Conference, Jennifer Van Dale, partner of Eversheds Sutherland delivered a presentation on Leveraging Compliance to Drive Business. Jennifer heads Eversheds’ Hong Kong and Asia Pacific employment practice, representing employers and senior executives. Her practice touches on all aspects of employment work, from background checks to HR compliance issues to post-termination restraints. Read the rest of this entry »

Reinvention – Positive work stories in a pandemic world

by Veronica Blatt

Yvonne Kelly, our guest contributor, is the Director of Driftwood Group based in Sydney, Australia. Driftwood Group is a generalist recruitment business that works on senior-level appointments globally in the pharmaceutical & biotech, financial services, cyber security and technology industries. She is a director for Australia and New Zealand with NPAworldwide.

As a recruiter, I love asking questions and hearing stories of people’s careers. In the past 18 months I have been amazed at how many people have reinvented themselves. Many through necessity, with their jobs no longer existing, and others having time to reflect and change direction. I met an airline pilot who was working in construction fitting stud walls in new homes, a chef who has decided to become a roofer and a barista who is now doing Covid testing. Read the rest of this entry »

Jazz Up Your Job Postings

by Liz Carey
Recruiters are in a precarious situation – top talent is hard to find, and candidates are getting increasingly picky with their job searches. As a recruiter, it is no longer enough to simply copy and paste a job req from your client to a job board and cross your fingers.
You have to market your clients’ jobs to make sure it stands out from the rest. Focus on the message itself and don’t cut and paste a long drawn-out description. According to Marcia Bateman, engagement specialist at NPAworldwide, “Nothing bugs folks more than a job order that says things like; must be able to sit/ stand, good communication skills, proficient at Excel, etc.”

Use the Job Description field to get the most important information visible immediately. Here’s an example:

Repeating the title can improve the SEO for a job posting. This example also clarifies location very well, including the geographic parameters for remote candidates. Finally, instead of a laundry list of qualifications and requirements, provide the most critical requirements early. This helps trading partners focus their recruiting efforts appropriately. And, for any postings that are posted publicly or on job boards, this is super-helpful for candidates as well.

In addition, focus on what the candidate really wants — and Covid has caused top talent to seriously re-consider their priorities. Candidates want more than just a decent salary, they want flexibility for their family matters, paid vacations, and good benefits.  Play up all the good features of the job, the company, and the area where the job is located – this helps “sell” the job.

Similarly, if you are part of a split placement network, you still have to write compelling job descriptions that gets partners excited to work your jobs. Because there are lots of needs right now and not a lot of candidates, exporters of candidates can be picky and choose what they want to work on most. Let them know that your client is committed to filling the job, and that you will provide prompt feedback if they take the time to work your job.

Make sure to include industry buzzwords and keywords so your job will be included in any type of search alert that recruiters and/or candidates have set up.

Candidates and Counteroffers – Early Coaching Can Help

by Veronica Blatt

Candidates and counteroffers – it’s a recruitment conundrum as old as time. Right now, though, with plentiful jobs and candidates in woefully-short supply, counteroffers are at perhaps an all-time high. Recruiters need to assume that employers WILL counteroffer your candidates as part of their retention efforts, because they know replacements are simply too hard to find. And that means you simply must openly and honestly discuss this issue early and often to avoid any deal-killing surprises. Read the rest of this entry »

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