In 2018, Manpower Group published the results of what they defined as in-demand occupations over the last 10 years. The summary was recently republished in the Spring 2019 edition of HR Magazine as an infographic.
Here are the results shared:
Top Occupations for Recruitment. Time to Change Your Niche?
by Dave NerzHow I Found Success in a Split Placement Network
by Liz Carey
NPAworldwide recently held a Topical Call where some of NPAworldwide’s most successful members gave quick tips on growing your business and how to find success in a split placement network network.
The following tips were provided by NPAworldwide’s Hall of Fame members, which represents lifetime achievement in NPAworldwide split placement activity, achieving cumulative salaries of at least US$10 million of placed candidates. Read the rest of this entry »
Three Reasons Why You’re Not Getting Interviews: How to Create an ATS-Friendly Resume
by Veronica Blatt
Today’s guest blogger is Keith Grafman, Founder and Principal of Creative Content Consulting. 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
While software automation has simplified the recruitment process for recruiters, staffing specialists, human resources professionals and employers, it has made the hiring process much more challenging for job seekers, applicants and candidates. Nowadays, Application Tracking Systems (ATS) are becoming continuously more sophisticated each day, and as a consequence, a resume won’t get selected to move forward and be reviewed by a human unless it satisfies a custom-programed, specific set of keywords and criteria for a particular position. The ATS-selection process can include, but is not necessarily limited to: experience, expertise, skills, competencies, awards, certifications, training, education, accomplishments, personality, demeanor and ambition(s). To further complicate this process, the ATS’ keywords(s) and criteria requirements can range from specific to very specific. For example, your resume’s usage of keywords, grammar, punctuation, etc. may potentially not be recognized by the ATS due to wording variation, such as either including or not including a word such as “specialist,” or even hyphenation of a phrase or terminology. Read the rest of this entry »
Marketing Strategies for Recruiting Firms
by Sarah Freiburger
Today’s guest blogger is Colin Smith from Loxo.
Recruiting firms offer a vital service and are constantly in demand, but with so many recruitment companies out there, it’s easy to get lost in the crowd. A good practice to have for your firm is a well thought out marketing strategy for client acquisition. Whether you’re running marketing ops yourself, or have a team, it’s good to have an idea of the work involved in building a great marketing strategy for your firm. Marketing agencies can be used to achieve a number of goals such as getting more traffic on your website or getting an article published in a nationwide outlet, but there are plenty of marketing ideas for recruitment firms that you can implement on your own that we cover in this post. Read the rest of this entry »
Are You Getting the Most Out of Your Digital Property?
by Veronica Blatt
Today’s guest blogger is Adam Appleton, copywriter and content creator for Recruiters Websites. Adam and the rest of the team at Recruiters Websites help recruiting firms and staffing agencies create dynamic digital ecosystems, offering everything from website design to organic marketing.
When discussing the value of property, it usually doesn’t take long before someone brings up the quote often attributed to Mark Twain: “Buy land; they’re not making it anymore.” I’m a big fan of Mr. Clemens, and, in a lot of ways, this quote holds true. However, this quote was born from a time long before the internet. The World Wide Web was invented in 1989, and from that point forward, new property has been constructed daily. Now, almost three decades later, most people are not recognizing their own websites for what they really are: digital property and cyber real estate. For a quick reference to the value of this property, consider the fact that in 2010 the domain name CarInsurance.com sold for just under $50 million. If you don’t think your digital property has value, think again. Read the rest of this entry »
What Recruiters Need to Know About Inbound Marketing
by Veronica Blatt
Traditional marketing methods – print ads, billboards, flyers, brochures, TV or radio spots – were wildly successful for many years. It’s no surprise that as there have been disruptions to print and electronic media, those methods are not as effective as they used to be. Inbound marketing is a new methodology that can be highly effective, although it is much different from traditional marketing efforts. What is inbound marketing? It’s a strategy that helps draw customers to you through a variety of attraction and nurturing tactics including content marketing, social media marketing, search engine optimization, and more. Read the rest of this entry »
Don’t Marry the First Person You Date
by Veronica Blatt
Our guest blogger is Jason Elias of Elias Recruitment in Sydney, Australia. Elias Recruitment is a specialist legal recruitment consultancy, finding lawyers for law firms, not-for-profits and corporates, across Australia. Jason is the Secretary/Treasurer of the NPAworldwide Board of Directors and received our Chairman’s Award in 2014. Jason is also a Fellow of the peak recruitment industry body in Australasia the RCSA (Recruitment & Consulting Services Association).
Whilst I am sure “love at first sight” does exist and my wife swears she knew we were going to get married the day we met- I would not advise anyone to marry the first person they dated.
Likewise, it is imperative when you counsel your candidates to take the best job offer, not the first one (especially when the first offer is not yours). There is no secret that the job market for candidates across many industries is the best it has been for a long time. Read the rest of this entry »
There’s No “Me” In Recruiting
by Liz Carey
Recently, we had a staff meeting centered around establishing our goals and values as a team — while each staff members has their own set role and responsibilities, the purpose of this meeting was to discuss how we all view the “bigger picture” of our purpose and view for the organization. It got me thinking about how it applies to a recruiting firm. Within a recruitment firm, recruiters work as part of a larger team, but because this industry is so cut-throat and quote driven, it could be perceived as every person for themselves. And a little bit of healthy competition is great, but it’s important that your team is focused on working towards a common goal.
Your recruiting team are the people who are going to help you succeed in finding talent and keeping your firm’s clients happy, so it’s important to make sure you are all on the same page. It could be useful to hold a team meeting to discuss your recruitment firm’s goals, values, purpose, and expectations. As an owner/manager, here are a few things to consider:
- It’s not all about metrics. Of course your recruiters should be held to a certain standard, and you can expect them to make a certain number of calls made per week, send-outs, placements, etc., but owners/managers should empower team members to learn as much as possible – spending time networking, learning, sharing best practices with each other, and improving internal processes. Because there’s so much pressure to fill roles, this will likely take time and support from leadership to encourage recruiters to shift their gears to learning and growing.
- Involve your team in decisions. Experience is one of the most valuable assets that recruiters bring to their firms. Leverage these diverse perspectives and insight to get them involved in the decision-making process and ultimately, build stronger recruiting operations. If a recruiter has background/experience in an area that you currently don’t recruit in, let them try to build up that sector as a new area of business for your firm.
- Set expectations. If you’re part of a recruiting network / organization, make sure your recruiters are using these resources to get the most ROI. Set up a training with the network staff to ensure all your recruiters know how to use the site/database and how to get the most out of your membership. Make it a requirement for your staff to post any new reqs to the site to get help from your network affiliates. Set a goal for your recruiters that if they hit a certain number of placements, they can attend an in-person recruitment network meeting/conference. One placement made through your membership pays for itself!
How do you keep your recruiting team motivated? If you’re part of a recruiting network, what is your process for getting your recruiters involved?
Searches for Purple Squirrels Should Die
by Dave Nerz
Recruitment and search have become increasingly more difficult for independent recruiters. Independents are the NPAworldwide constituency; that is my motivation for examining this subject. Let’s take a look…
Employers have taken back the massive quantities of simple-to-fill positions that they shared with recruiters in the early 2000s. These have gone in-house or they have gone to online and AI-based services that can bang out the 15 new sales reps needed in every city across North America or wherever they are needed worldwide. Client companies have taken to job boards (their own and industry applications), low-cost agencies, hourly recruitment, list builders, employee referrals and even off-shore RPO to fill other slightly more difficult roles. What that leaves is the truly unique and especially difficult roles to be shared with independent search consultants. Headhunters are called in to fill these challenging and specialize positions. Read the rest of this entry »
Have You Tested Your Job Seeker UX?
by Veronica Blatt
“Candidate experience” gets a lot of attention in the blogosphere, HR and talent communities, and other places around the web. Candidate experience can be broadly defined as how job seekers interact with a company’s hiring processes – from recruiting to interviewing and onboarding. Before a job seeker becomes a candidate, though, they’re interacting with – and evaluating – organizations differently. That often begins with your website, which can deliver a good … or not-so-good … user experience (UX). When is the last time you tested the job seeker UX of your site? This means evaluating every aspect of your website as though you are a job seeker. Read the rest of this entry »