ManpowerGroup has released its global Employment Outlook Survey results for the upcoming fourth quarter. Payrolls are expected to grow in 43 of the 44 countries that participated in the survey. The other country expects a flat hiring environment. On a quarter-over-quarter basis, 15 of the surveyed countries expect stronger hiring, 23 countries expect less hiring, while the final six report no change. The breakdown is identical when compared to the fourth quarter of 2018. The labor market globally remains strong. Some of the survey highlights include: Read the rest of this entry »
Global Hiring Plans Show Q4 Growth
by Veronica BlattSelling Recruitment Risk Framework During Business Development
by Veronica Blatt
Today’s guest blogger is Taufik Arief with People Search Indonesia, based in Jakarta. People Search Indonesia serves clients in FMCG, pharmaceuticals, IT, telecommunication, general manufacturing, and fashion & retail. Taufik currently serves on the NPAworldwide Board of Directors representing Asia.
New potential clients always ask us, “What differentiates you from another search firm?” It is never easy to answer. As a recruiter, we hire talents for our client, matching their criteria, as fast as possible. All headhunting firms do the same thing; for some companies, creating a price war is inevitable. Some firms extend a guarantee period, adapt their payment terms, etc. As a retained search firm, my firm tries to bring a different way of doing business development. We put a concept within our recruitment practice. We introduce risk management for their recruitment practice. As their search firm, we do not only help to hire their talents but also serve as guardians of their recruitment process, results, and impact on their business. Read the rest of this entry »
Job Seeker Tips for Finding an Independent Recruiter
by Sarah Freiburger
It is tempting in 2019 to be lazy when it comes to your next job search. Online job boards and career portals make it seem so easy to view and apply for multiple jobs with few clicks or effort, and if you have a highly sought position you may also be getting approached by companies or think that they will find you. However, this preferred way of finding a job does not always produce the end result that is a perfect match for you. When you are considering a job move you want to work with someone the same way an individual works with a personal trainer at the gym; focused on you and your goals. The option most similar to that attentive one on one personal trainer when it comes to employment is working with a third-party, independent recruiter.
An independent recruiter is a business owner focused entirely on the employment world of finding the right candidate for companies. Companies will hire an independent recruiting agency for a variety of reasons. It may be growing quickly and not have the time or ability to hire the desired employees. It may have tried to find employees for specific jobs but has been unable to find employees who meet their requirements. Or, it may be searching for employees outside of its reach located in a different location than the company headquarters; for example, in another state/province or another country.
As you explore connecting with and working with an independent recruiter, here are some tips to make sure you are working with a solid professional:
1. Recruiting Experience
For how long has the recruiter been working as a recruiter in your industry and/or other industries?
2. Knowledge and Capabilities
Does the recruiter understand your industry and the area in which you specialize? Or, do they have access to other independent recruiters either through an informal network or formal network who do understand the specifics of your situation.
3. Geographical Reach
If you are searching for a job in another state or province, does the recruiter belong to an informal or formal network of recruiters which would increase the likelihood that the recruiter would know about non-local jobs? If you are searching for a job in another country, does the recruiter have global recruiting capabilities?
4. Integrity
After speaking with the recruiter, do you feel the recruiter operates with integrity? You may want to ask the recruiter for a couple of references; individuals with whom the recruiter has worked and placed in new jobs.
5. Commitment
For your relationship with the recruiter to be fruitful, commitment is important. However, commitment goes both ways. I recommend you remove your resume from job boards and tell the recruiter you have done so. Why should you do this? Employers will not pay recruiters for finding candidates if they (the company) find them on job boards. Therefore, many recruiters choose to not work with candidates who have posted their resumes on job boards. Many times your resume itself is a much weaker representation of you than what a recruiter would present to a company of your full profile and screening.
If you have worked with a third-party, independent recruiter in the past, do you have any other suggestions for someone investigating this option?
Primary Risk Areas to Consider When Starting a Contract-Placement Business
by Veronica Blatt
Today’s guest blog is a post from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. They 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. People 2.0 is an NPAworldwide Endorsed Program.
Every business endeavor entails risks, and contract staffing is no exception. When compared with permanent placement, the compliance and liability risks of contract staffing can be daunting for a firm without a comprehensive resource for dealing with these risks. But with the right resources and advance planning, these risks shouldn’t keep a staffing or recruiting firm owner from taking advantage of the revenue potential of contract staffing. Primary areas of risk every staffing or recruiting firm need to consider when doing contract placements include the following: Read the rest of this entry »
What Happens When a Split Placement Falls Off?
by Veronica Blatt
In a split placement, the prevailing wisdom is that the partner providing the candidate is at the most risk of financial harm. The fee is paid to the partner working with the client. The candidate provider (we say ‘exporter’ in NPAworldwide) is completely at the mercy of the partner to pay them as promised.
However, the job order partner (we say ‘importer’) also faces financial risk. What happens if the candidate quits (or is terminated) AFTER the fee is paid, but BEFORE the guarantee period expires? How do you handle refunds to your client when you’ve given half of the fee to a partner? This does happen, although it’s not common. Make sure you understand this scenario before you enter into a split placement arrangement. Here are some things to consider: Read the rest of this entry »
Recruiters and Employers: How Will You Attract and Retain Millennials?
by Dave Nerz
Get ready! By 2025, Millennials will be almost 75% of the workforce. That is just 6 years away.
The good news is that this demographic will infuse the workplace with a fresh perspective and new ways of thinking. The challenge is that Millennials have expectations that differ from the generations that preceded them. This will create significant organizational change and many new challenges to be addressed. Older generations label Millennials as entitled, self-absorbed, and even unreliable. As with most stereotypes, these perceptions will be only partially accurate for some of the many workers in this generational category. Regardless, organizations and the leaders setting direction will need to respond and change. Methods and practices for employee attraction and retention will need to be examined. Read the rest of this entry »
What employers need to know about the July jobs report
by Veronica Blatt
Today’s guest blogger is Lily Martis, Monster contributor. Monster Worldwide, Inc. (NYSE:MWW), is the global leader in successfully connecting job opportunities and people. Monster uses the world’s most advanced technology to help people Find Better, matching job seekers to opportunities via digital, social and mobile solutions including monster.com®, our flagship website, and employers to the best talent using a vast array of products and services. As an Internet pioneer, more than 200 million people have registered on the Monster Worldwide network. Today, with operations in more than 40 countries, Monster provides the broadest, most sophisticated job seeking, career management, recruitment and talent management capabilities globally. For more information visit about-monster.com.
The economy added 164,000 jobs in July, while the unemployment rate held at 3.7%. Here’s what you need to know.
Employers and economists alike looked to the July jobs report to set the tone for the second half of this year—and neither were disappointed. According to the U.S. Bureau of Labor Statistics, the economy expanded by 164,000 jobs in July. Meanwhile, the unemployment rate remained at a low 3.7%, and average hourly wages jumped up by 8 cents, totaling $27.98. Here are the headlines from July’s report. Read the rest of this entry »
Tech Salary Trends Across the Globe
by Veronica Blatt
Hired has released its fourth annual State of Salaries report, providing tech salary trends for a variety of data points around the world. Survey data is tabulated from the Hired database and includes positions such as data scientists, software engineers, product managers, and more.
Which city is paying the highest salary for tech workers?
Tech salaries in San Francisco are the highest in the USA, for the fourth straight year. However, salaries are quickly rising in Boston and Toronto (9% increase in 2018 vs 2017). Austin, London and Washington, DC are also seeing significant salary increases. Each of those cities show an average annual tech salary increase of 6 percent. Read the rest of this entry »
How To Avoid Roadblocks That Sabotage Your Job Applications
by Veronica Blatt
Today’s guest blogger is Keith Grafman, Founder and Principal of Creative Content Consulting, LLC. CCC positions digital identity for your career, dating, and business, with a consistent presence across your digital footprint. For more information, visit: www.CreativeContentConsulting.com
Wondering why your resume that’s chock full of color, graphics, pictures, unique characters and symbols isn’t landing you interviews? The culprit is most likely all of those fancy bells and whistles—they typically work against you.
Don’t let this discourage you from taking a creative approach to your resume and career positioning because you do need to individualize yourself, but it’s important to avoid confusing the parsing systems. Rather than leading with aesthetics, focus on articulating value.
For those of you that have heard of ATS systems, AKA Application Tracking Systems, that’s not the only part of your job application process that should concern you. There are also systems referred to as parsing systems. The simple explanation of a parsing system is the technology responsible for analyzing and interpreting your digital application/resume data to be organized and reviewed thereafter. More specifically, have you ever noticed when you’re prompted to submit/attach your resume/CV, immediately thereafter, a whole bunch of information (such as your name, phone number, city/state, etc.) populates? That’s a parsing system at work.
When an applicant is prompted to attach a resume/CV, there are typically options to submit a variety of formats, e.g. Microsoft Word, PDF, etc.
There’s a lot of debate surrounding the use of Microsoft Word vs. PDF documents for the digital application process—the fact is, both file formats have value.
The benefits of submitting a PDF-version of your resume:
- Typically an accepted format for job application submissions
- Keeps your resume formatting secured for submission process
- Protects your data, organization and formatting within the document
The benefits of having a Word-version of your resume:
- An easy-to-reference version that can be modified as needed
- Some parsing systems may require the submission of a Word formatted document
Ideally, it’s optimal to have both a Word and PDF version of your resume, so you are able to:
- Modify/add any relevant new details, accomplishments, etc. as your career progresses
- Control the context and visual presentation of your career-positioning assets
If you find yourself confused about which resume file format is optimal for a job application submission, my suggestion would be to submit as a PDF whenever it’s an acceptable file format—This way, you’ll be able to protect your resume’s formatting and content.
Business Development Tips for Recruiters
by Liz Carey
Recently, two of NPAworldwide’s most successful members hosted a topical call, “Business Development- Let’s Grow!” They covered topics like: How can you set yourself apart from other recruiting agencies? And how do you get started with business development? Here are some of their tips:
How did you get started doing business development? Read the rest of this entry »