It’s rare to encounter a recruiter who doesn’t have a LinkedIn profile, but some users are definitely more skilled and savvy than others. Earlier this week I had the pleasure of attending a LinkedIn training session with Karen Hollenbach from Think Bespoke. Karen is a firm believer in experimenting with new LinkedIn features as they roll out, and she shared a few that are newer or not well-known. Here are a few features I will be playing around with in the coming days: Read the rest of this entry »
5 Reasons Why Effective Internal Communications Reduces Turnover
by Dave Nerz
Internal communication is about much more than sharing news and corporate updates. It has a significant impact on all aspects of your business. From productivity, recruitment and retention through to collaboration and engaged employees, internal communications is essential to overall business health. And in the current coronavirus pandemic, the need for effective internal communications has really taken center stage. If you are struggling to get started on planning your internal communications strategy, here are five compelling reasons why it’s essential. Read the rest of this entry »
Is A Recruiting Franchise or Network Right for Me?
by Sarah FreiburgerDuring the course of the pandemic, I have had the pleasure of speaking with many corporate recruiters who are using this time to consider going out on their own and beginning an agency. Many have been part of a downsizing, and many have just had more time to finally consider the career change they have been plotting for some time and make sure they execute it well. Owning a recruitment firm can be a lucrative and rewarding career; it’s attractive to many former HR and corporate recruiters, and also those high-producing third-party recruiters who have no equity in their current employment situation. Read the rest of this entry »
[ Collection Specialist ] Why Recruitment Agencies Need It
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.
More times than not, a client will pay the staffing agency after they place an employee without any issues. Staffing agencies do, or really should do, most of the hard work in the beginning by drawing up a contract on how much the client will pay before entering into a business relationship. After a placement has been made, the client will pay the agreed amount and both companies will move on in their relationship. A collection specialist will oversee these transactions just as an added precaution to make sure there are no issues. As I said, more times than not a collection specialist will really just oversee and manage payments. The reason it is necessary to have a specifically trained collection specialist in your agency is for the few times that a client does not follow the agreed process, and this can present in a number of ways. You need to be prepared for every possibility. Read the rest of this entry »
Adding Split Placements in 2021
by Veronica Blatt
Adding split placements to your business mix is always worth considering. As the economy and recruitment both continue to recover, next year may be an even better-than-normal time to consider splits. There is pent-up demand for hiring and employers will be eager to get their open roles filled quickly. Splits can give you access to a wider candidate pool, increasing the odds of getting the right candidate in front of your client—before your competition does.
Here are a few ways that adding split placements can benefit your recruitment firm: Read the rest of this entry »
Using a Recruiting Firm vs. Hiring an In-House Recruiter
by Veronica Blatt
Today’s guest blogger is Henry Goldbeck, of Goldbeck Recruiting. Goldbeck Recruiting is a recruitment and executive search firm located in Vancouver, BC. As true employment consultants, they bridge industry expertise and headhunting excellence with human resource support throughout the hiring process to improve the success of a new recruit.
Since 1997, they have filled challenging positions in industries and expertise areas like sales, engineering, biotech, accounting & finance, manufacturing & operations and the non profit sector.
Each option has specific advantages and disadvantages. Which is right for your company?
Engaging a hiring process for a company of any size can be stressful. Especially for roles in specialized or highly competitive industries, or, say, pandemic economies, hiring teams and processes can encounter challenges which keep vital roles empty. For these reasons, a company’s hiring strategy is very important to the bottom lines of cost and efficiency; this is why some firms will opt to hire recruiting agencies, and others will rely on in-house recruiters. Read the rest of this entry »
Marketing MPCs for Business Development
by Liz Carey
Because of the present state of the economy due to the Covid-19 pandemic, where many clients are not actively hiring or seeking new employees, many recruiters feel as though they can’t do much regarding business development. But experienced recruiters know that just because clients don’t have a specific search for you, or they are on a hiring freeze, doesn’t mean it’s time to stop marketing.
This is where an MPC presentation can help, which is calling up a potential or existing client and telling them about a “Most Placeable Candidate” – someone you know would succeed and have a great impact on your client. Read the rest of this entry »
The 4 A’s of Talent Acquisition
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 secretary/treasurer of the Board of Directors. Below are some talent acquisition questions to help your clients determine whether an opening is likely to be filled.
On a recent project with an NPAworldwide partner, I got an idea for a new client development tool. I’ve developed an assessment, along with case studies, that helps hiring managers think critically about the jobs they need to fill. Specifically, The 4A’s of Talent Acquisition is a simple assessment tool focused on the one question hiring managers must consider when bringing a job to market: How long will it likely take to fill this job? Read the rest of this entry »
Resources for Recruiting & Business Development
by Liz CareyMembers of our recruitment network have been sharing tips with each other about recruiting strategies during COVID, but the content applies anytime, not just during a pandemic. On a recent NPAworldwide regional call, members discussed an article about building client relationships as well as their own methods of business development they have found success with.
Here are some tools and resources recruiters can use to build business: Read the rest of this entry »
Preparing for the Post COVID-19 Infrastructure Spending Boom
by Veronica Blatt
Today’s guest blogger is HirePay, a technology platform that solves cash flow issues associated with the hiring process. The company was founded to help businesses hire better people by enabling them to use professional recruiters, or top consultants and pay their invoices in 4 easy monthly installments (HirePay pays in full within 24 hours). HirePay also advances funds for contract work and labour hire. HirePay’s solutions have turned financing for hiring from a painful process into an easy one that’s completed and approved in minutes and a win-win for all parties.
As sure as night follows day, an infrastructure spending boom will follow COVID-19.
Why? Past experience tells us that there is no better, faster or more effective way for the Government (federal, state and local) to inject cash, jobs and spending stimulus into the Australian economy. Read the rest of this entry »