Their Expertise

An external recruitment agency is a specialists in their industry, who has placed that exact candidate role time and time again. Their background and knowledge gives them the edge when learning and  understanding your company’s unique requirements and enables them to match the right specialist with your distinctive needs. External recruiters work many sub–specialties within each specific niche, so they know the entire candidate life cycle for the team 

A Strong Approach

External agencies are committed to a strong relationship-driven approach that takes best-in-class recruiting practices and specialized training to provide an exceptional level of service to every client. They should invest the time to understand your values, your philosophy, and your requirements. They should ask questions. They should advise you as to how to make the relationship even more efficient. As an independent agency, their goal is to treat both candidates and clients with the same level of respect and knowledge to achieve long–term successful hires.

Targeted Solutions For All Clients

External recruiters usually work with clients from start–ups to the Fortune 100. They are as custom as you can find for handling local placements or for multiple hires across divisions and geographies utilizing their network of other independent specialized firms as well as vast databases of candidates. Many times these recruiters can complete searches within retained, engaged, and contingency relationships to fit your budget as well. Allowing the same firm repeat business also allows them to understand the entire scope of your hiring needs.

A locally based external recruitment firm helps you handle the intricacies of international business. Their recruiters not only source and recruit the right talent, but provide you with insight to the local culture to build the appropriate compensation packages to retain the talent. Having an international recruiter with a network of international partners allows them to leverage those partners so that they can learn and understand the relevant information you need to complete the project, and you will still receive one response from the recruiter you have built a trusted relationship with.

For instance, working with an NPAworldwide firm gives you access to local talent in the following countries:

A new report from the Society for Human Resources Management (SHRM) shows that there were 7 million job openings in the U.S. in December, but only 6.3 million unemployed people looking for work. A full three-fourths of human resource professionals indicate there is a significant skills gap between what employers want versus what job seekers currently have. As the labor market remains tight, this gap is predicted to get worse with many job seekers lacking necessary technical or soft skills. What can employers do to address these challenges?

• Look at alternate candidate pools … this could be retirees, foreign workers, or those with a nontraditional academic background. For example, can you consider candidates who have the right skills, but do not have a university degree? How about a two-year degree or vocational certificate instead of a four-year degree?
• Invest in the employees you already have … how can you provide additional training to your existing employees? Is there a way to enhance their skill sets? Do you offer tuition reimbursement or other incentives for them to further their development?
• Consider alternate work relationships and environments … Can a contractor or remote worker fill the gaps in your workforce? Would a flexible working arrangement make it easier to find or retain the right person?
• Partner with local educators to develop co-op or internship programs … And these do not need to be limited to those who are currently in school! How can you work with local institutions to upskill or retrain workers who are already on the job? What skills are most in need in your workforce? How can you ensure those skills are being taught to students (both traditional and nontraditional)?
• Is your job attractive? There are roles that do not suffer from a lack of qualified applicants, but the jobs themselves may currently offer low pay or benefits that are out of alignment with the current market. If you’re having trouble attracting people to your open jobs, do some research to make sure you are offering competitive pay and benefits. It’s possible that a skills gap isn’t the primary stumbling block to your hiring efforts.
• Is your brand attractive? Over and above pay and benefits, is your company a place where the best and brightest want to work? Are you effectively selling your brand in the marketplace? Perhaps you need to invest in repositioning your brand or the types of roles you offer. For example, there is a perception that manufacturing jobs are “dirty” or unskilled … but this is patently false in many environments.

Whether it’s a direct skills gap or simply a shortage of people, labor conditions are expected to be difficult for a number of years. Employers that are creative and forward-looking will be in the best position to attract and retain the best available talent.