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 »
Candidates and Counteroffers – Early Coaching Can Help
by Veronica BlattHow to Effectively Use LinkedIn Voice Messages
by Veronica Blatt
Today’s guest blogger is Kristina Finseth. She is the head of growth marketing at Interseller, a prospecting and outreach platform built for recruiters and sellers. Interseller has an amazing partnership with NPAworldwide, and helps multiple recruiting teams optimize workflows to engage more clients and candidates. In this blog post, Kristina shares best practices for incorporating LinkedIn voice messages into your candidate and client outreach process.
Let’s be real: No two prospects or candidates are alike.
This means people will respond differently to outreach via email, cold calling, or social channels like LinkedIn. Read the rest of this entry »
Tips for Recruiters: Craft LinkedIn Messages That Get Responses
by Veronica Blatt
Today’s guest blog is from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. We offer a variety of support services, including payrolling, payroll funding, risk management, etc., and serve as a strategic resource in helping you efficiently and profitably place talent. Enjoy these tips for recruiters!
As a recruiter, you likely spend a lot of time on LinkedIn, scouring profiles for active and passive candidates, and sending countless InMail messages. The number of InMail messages sent to potential candidates is probably in the thousands, with the number of responses being far less. Read the rest of this entry »
Winning the War For Talent
by Liz Carey
We’re in uncharted territory. With nearly 10 million unfilled jobs in the US, a record number of employers are reporting a talent shortage. Because of the incredible demand for talent and fierce competition, employers are beginning to take different routes to not only attract new candidates, but retain their current talent who are likely being wooed by other companies and recruiters.
Here are a few tactics recruiters have reported their clients are using in this “war for talent”: Read the rest of this entry »
Text Messaging Templates for Recruiters
by Dave Nerz
I am from a generation where the phone has long been my favorite contact initiation tool. Over time, I have learned to use email to accomplish what a phone message might have once done. There is no replacement for a live call, but those connections are becoming fewer and more difficult to achieve. If this last period of pandemic has taught me anything, it has taught me to be flexible and to consider options. Texting is an option that must be considered and used when appropriate. Some candidates will prefer texting to phone calls/messages or even to email. Read the rest of this entry »
The US Labor Shortage is Real
by Veronica Blatt
I read a fascinating ebook, The Demographic Drought, that outlines the causes of the US labor shortage. It’s timely and relevant for recruiters, and it’s free, so please download your copy. I’ll share some of the most salient points (for me) here. It’s been very easy, and tempting, to blame COVID and various social programs for the current candidate shortage, but that is far too simplistic. As the authors point out, COVID was merely an accelerant to a problem that has literally been ~50 years in the making. Read the rest of this entry »
Recruitment Trends to Embrace
by Dave Nerz
The pandemic has changed our world. If the word pivot is not a part of your new lexicon, it should be. 2020’s challenges have impacted recruitment for years into the future. Your clients and candidates expect new and different services from you post-pandemic. Your client companies are adapting to virtual recruiting, more accepting of remote candidates, and require diversity, equity and inclusion. You must adjust and embrace these recruitment trends to grow your opportunities, develop your skills, and provide the value the market expects in a post-pandemic world. Read the rest of this entry »
Jump Start Your Split Placements
by Liz Carey
For recruiters looking to add to their bottom line through split placements, joining a recruitment network can be a no-brainer; being a member of a recruitment network can help you fill your roles faster, can help you place candidates you may have not been able to otherwise, and can expand your business’s niche and/or geography.
But joining itself isn’t a quick ticket to success – and not everyone who joins a recruitment network is successful in making splits. You have to be proactive, build relationships, and integrate working the network into your day.
The following is an example of how a recruitment firm might start its split network business and how to integrate a recruitment network into its daily work plan: Read the rest of this entry »
For Today’s Recruitment Marketplace: Some Thoughts & Reminders
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 chairman-elect of the Board of Directors. Below he discusses the candidate-rich recruitment marketplace we are in.
It should come as no surprise to you that we are in a crazy SUPER CANDIDATE’S MARKETPLACE.
Today’s recruitment marketplace no longer distinguishes between “passive candidates” or “candidates in the market.” Top talent, whatever the source, is the order of the day. Read the rest of this entry »
How To Write Remote Job Descriptions
by Veronica Blatt
Today’s guest blogger is Eve Davies-Greenwald. Eve is a content specialist at McQuaig, a global leader in talent management solutions. McQuaig assessments are designed to provide a deeper insight into a candidate’s personality, cognitive, and behavioral attributes. With over 50 years of experience, McQuaig assessments provide a comprehensive view of a candidate and their potential to succeed in a organization while shedding light on the most important areas of employee development. Read the post below for a good discussion about writing effective remote job descriptions.
Most hiring processes start by creating a job description you hope will catch candidates’ attention. Often a job post is a candidate’s first interaction with a company and many decide whether or not to apply to a role based purely on the ad. With so much riding on how you describe a position, getting it wrong can mean a longer time to hire and cost you potentially strong candidates. Our newly remote world isn’t helping matters either. Without conferences or networking opportunities to source talent in-person, what you say in your job posts matters more then ever. So what can you do to update your job descriptions for a virtual world? Read the rest of this entry »