Comparing Your Recruitment Firm to a Puzzle

by Amy Teske

teamwork and partnership  concept. four hands connecting  puzzle

Have you ever compared your recruitment firm to a jigsaw puzzle?  It’s interesting to compare the two.  There are borders, fine details, vast elements, background space, and the box where all the pieces gather together.

When putting a puzzle together- you work through trying to find the right pieces to put in the right places.  Once they are in place, they fit and make a picture that is clear and defined.

According to CreativeGrid, they defined that recruitment firm guidelines can be strategically arranged based on jigsaw puzzles.

The Process Puzzle:  Each firm has strategic questions of how they manage their process.  What recruiting services are you selling?  What niche do you work in?  How do you manage customer satisfaction?  How do you generate referrals?  All of these questions define the process piece of your puzzle.

The People Puzzle:  People are a complicated balance of personalities, strengths, desire and drive.  These pieces can be more challenging to put in place than process.  Focusing on your own strengths and your team’s strengths make it possible to grow and achieve new levels.  This also applies to working with your clients.  Over time, you become quite familiar with their strengths, and know where you can rely on them.  And in return, they also rely on you in the same fashion.

Puzzle Vision: The vision is the end result.  You know what you want your firm to look like.  You know how you organized and guided each piece into place.   You have a clear vision of your process and the people involved that help bring you success.   If you are still looking for this picture- the first step is visualizing what you want the end result to look like.

image of explore membership button


Matching ≠ Recruitment

by Veronica Blatt

ULM3B2GH7R-300pxI recently read a blog from Greg Savage, Is Agency recruitment going to be Uber-ised? The answer here. Greg’s premise is that there are a ton of new start-ups in the recruitment space offering the latest and greatest idea to revolutionize recruitment with technology. Many, if not most, of these start-ups are offering new tools that seek to streamline or improve the “matching” part of the process.

But here’s the thing: recruitment is so much MORE than matching. Read the rest of this entry »


Best Jobs in 2016

by Dave Nerz

best-jobs-wordleI read with interest Glassdoor.com’s listing of the Best Jobs in America. Sometimes I think there is a direct relationship between the best jobs and the most highly recruited candidates. According to Glassdoor, what makes a job the best job is the combination of compensation,  demand for the skill, and advancement opportunities. Those in recruiting and HR know that hot job categories and in demand skills are multipliers when it comes to compensation. So the relationship between best jobs is in effect right now.

Here is the list of best jobs in 2016:

  1.  Data Scientist
  2.  Tax Manager
  3.  Solutions Architect
  4.  Engagement Manager
  5.  Mobile Developer
  6.  HR Manager
  7.  Physician Assistant
  8.  Product Manager
  9.  Software Engineer
  10.   Audit Manager
  11.   Analytics Manager
  12.   Software Development Manager
  13.   Product Marketing Manager
  14.   Marketing Manager
  15.   QA Manager
  16.   Finance Manager
  17.   Business Development Manager
  18.   UX Designer
  19.   Strategy Manager
  20.   Technical Account Manager
  21.   Consultant
  22.   Construction Superintendent
  23.   Nurse Practitioner
  24.   Electrical Engineer
  25.   Software Architect

Without exception I can say these are highly sought after candidates by the independent recruitment agencies in our network. Good-performing candidates in any of these professions can be easily placed by independent recruitment agencies into new and better jobs.

This is the list for the best jobs in the US. What are the hottest jobs in your market?

button to subscribe to NPA blog


Boost your time, minimize sourcing waste

by Liz Carey

photo-1427751840561-9852520f8ce8As a recruiter, it is critical to maximize your time and avoid wasting time on unqualified or unresponsive candidates by applying smart search strategies to find the right talent from the get-go.

Across nearly 1,000 respondents in a global recruiting survey, conducted by Social Talent and Alexander Mann Solutions, the survey found that the average recruiting pipeline converts at a rate of 0.4 percent, meaning the average recruiter needs to find 282 candidates in order to make 1 hire. Read the rest of this entry »


Obstacles of Social Media and Recruiting

by Amy Teske

Qualigence-Searching-OnlineRecruitment relies heavily on searching for talent online.  While there are many benefits of this, many studies done through Forbes, The Undercover Recruiter and MediaBistro have reported many obstacles as well.  Many talented candidates cannot be found online at all, or may have out of date profiles that do not accurately highlight their experience. Read the rest of this entry »


Get the Most Out of your Next Recruiter Conference

by Sarah Freiburger

nparecruitersConferences can be one of the most valuable business tools in your various resources if you appropriately plan and attack them. Each event you attend could very well have in attendance one of the most important business contacts you meet, someone who could change your business model by listening to a speaker, add revenue by becoming your new split placement partner, or reduce cost significantly with a new tool from a sponsor. Read the rest of this entry »


How to Create an Excellent Candidate Experience

by Veronica Blatt

Our guest blogger today is Michelle Burke from our friends at Social Talent. Read more about Social Talent at the end of this post.

smiley-1041796_640

By now we should all be well aware that creating a positive candidate experience is an integral part of the role of a recruiter.  Without having an open line of communication with potential candidates, you run the risk of them walking away from the process with a negative opinion of your organisation.  And you know what they say – have a good experience and you’ll tell one person about it; have a bad experience and you’ll tell ten.  But are recruiters actually taking heed of this? Read the rest of this entry »


3 Myths About Split Placements

by Veronica Blatt

myth-wordleNPAworldwide is celebrating our 60th anniversary of helping members make split placements this year. We think splits are a terrific option for recruiters, allowing more effective client service and broader geographical, industrial, or occupational coverage. There are a few myths about split placements, though, and I’d like to dispel those for you today.

Split placements are easier than regular placements. There are more than a few recruiters who think that split placements are easy. And while they certainly *can* be, that’s definitely not true in all instances. On top of all the regular things that make placements difficult, you’re also dealing with another recruiter and the communication and trust issues that can crop up. Recruiters who are successful at split placements tend to over-communicate, have very clear expectations, and a clearly-defined process. You can certainly do some things to make split placements work more smoothly, but that’s not necessarily the same thing as easy.

Clients don’t like split placements. I’m not sure where this myth ever originated, but I hear it a few times every year. I don’t actually have any empirical evidence stating whether clients like or dislike split placements, but I think most honestly don’t (or wouldn’t) care. In fact, I’m not even sure it’s necessary to discuss split placements with your clients. After all, do you tell them how much you pay for your LinkedIn package? Or specifically where you advertise? A sales pitch that includes a message about working with carefully-selected recruitment partners might make sense. As long as you’re providing the best talent for your client, it shouldn’t matter to them whether you’re sharing the fee with another recruiter.

You can do “half the work” since you are getting half the fee. Boy, this one can be troublesome. On the surface, this seems to make some mathematical sense – you’re either working the client “half” of the equation or the candidate “half,” right? After all, you’re dividing the work and sharing the fee. But this can be a sloppy mindset to adopt. Even though you may only be responsible for providing candidates, you still have to do ALL of the work that requires. On the client side, you still have to follow ALL of your process. If each side actually did “half a job,” you’d probably never make a placement. Much better to think of split placements as a partnership where each side is willing to put in 100% of the effort.

Have you encountered any other myths about split placements? Share below, or comment on the myths above!

button to subscribe to NPA blog


Which Factors are Most Important to Candidates?

by Amy Teske

Qualigence International surveyed nearly 1,000 professionals across all industries to find out what they value most in an employer when looking for a new role.   In other words, business leaders will need to do more than offer a higher salary to make people attracted to their organization.  There are several factors that attract candidates.
#1- Work Life Balance- This is important to know that they will not be spending every waking hour working.  Candidates want time for family, hobbies and activities.  It has been classified as the most important detail, even over salary!
#2- Culture- Candidates want to know what it’s like to work for an organization before starting.  It is a valuable asset to have a client who devotes time and resources to an evolving and positive culture.  Culture is extremely valuable, especially to new employees.
#3- Salary- This is one we hear every day.  The salary attracts candidates, but falls 3rd in line from Culture and Work Life Balance.  This data shows the evolution from what recruitment was in the past.
#4- Management- Does the organization have competent and experienced managers?  This is critical to a new hire as they want to be challenged and have a member of the company that they can learn from and trust.
#5- Benefits- This does not only encompass health benefits.  There are many unique job benefits to attract quality candidates.  Health insurance, retirement benefits and paid time off are some of the typical benefits.  Some of the creative benefits now being offered are: wellness perks, flexible vacation policies, floating holidays, and paid time off to volunteer.

Qualigence-Infographic

http://www.hyrell.com/blog/unique-job-benefits-to-attract-quality-candidates

image of explore membership button


The Aha Moment

by Veronica Blatt

Z3VPU4IDKE-300Today’s guest blogger is Patti Steen with The Pelsten Group located in Seattle, WA. The Pelsten Group is a recruitment firm that focuses on all levels of positions within IT. The majority of their clients are in the Seattle area but they actively support NPAworldwide across the US. Patti is currently serving on the NPAworldwide Board of Directors.

How many of you have had an Aha Moment that has changed the course of your business, career or life? I am sure it has happened to all of us at one time or another. In August 2012 – The people at Merriam-Webster must have had their own “aha moment!” as they added the definition to their dictionary. Its official definition is “a moment of sudden realization, inspiration, insight, recognition, or comprehension.” Read the rest of this entry »


Please ensure Javascript is enabled for purposes of website accessibility