Vacancy Clearing, a UK-based recruiter networking organization, reported that as many as 1/3 of all Fortune 500 and Fortune 10,000 companies are signed up with Bounty Jobs. That is a big number. If this is a trend that continues, the world will look very different for international recruiters in the years ahead. Read the rest of this entry »
Today’s post is courtesy of guest blogger Kimberley Chesney. Kimberley is the owner of Prime Management Group in Canada, with offices in London and Kitchener (Ontario) and Victoria (British Columbia). Kimberley is a long-time volunteer for NPA, currently serving as Chair-Elect on the NPA Board of Directors.
As the world gets smaller, so does the need for recruitment outside of a local network. In order to properly service their clients, international recruiters are finding unique ways of making placements. Read the rest of this entry »
Today I’m going to share my thoughts on how job boards are similar to online dating. After all, “everyone” says that job boards will be the end of the recruiting industry, and “everyone” also says that you have to look online to find your ideal date. All these experts must be on to something, right? From my limited experience with both job boards and Internet dating sites, I’m here to state emphatically that job boards aren’t going to put recruiters out of business anytime soon. (Disclosure: NPA recently launched a job board.) Read the rest of this entry »
The smart players in recruiting take the position that you must be a recruiting specialist to win in the recruiting business. I think what they say makes some sense. Many trainers and industry experts suggest that a recruiter become expert in a niche. They suggest a recruiter should know all the key companies, key decision makers, the social media connections, the industry jargon, and all the openings that the niche might produce over the course of a year. In a strong and growing economy, or from within a large recruiting practice, this concept is completely sensible and can increase recruiter profits. Read the rest of this entry »
Recruiting networks can be formal or informal. There are many different business models that are successful. Some recruiters are drawn to a transactional model, where the focus is on the placement, not necessarily on a long-term partnership. Other networks, like NPA, are relationship-based. While our members are certainly focused on making placements, they are vested in NPA as member-owners of our cooperative structure. They spend time cultivating relationships. Read the rest of this entry »
If you are unemployed and looking for a new job or currently employed and desiring to move to another company, many ways exist for you to find that new job. For example, networking with your family and friends as well as friends of friends is ideal and may result in you finding that new job. However, if this preferred way of finding a job does not produce results, you may want to consider another option. The option I am referring to is working with a third-party, independent recruiter. Read the rest of this entry »
When hiring is robust, like the cycle we are entering (or are already in, depending on the market), there is high interest in starting a recruiting business. It can be a lucrative and rewarding career; it’s attractive to many former HR and corporate recruiters, and high-producing third-party recruiters who have no equity in their current employment situation may consider going out on their own. Read the rest of this entry »
The economy is recovering, or at a minimum it is much improved from 2009 and 2010 levels, but are you seeing an increase in recruiter profits? Are you feeling that you have a plan in place for business growth for recruiters and your business?
If you want to be a very successful business owner or recruiter, so much of your success depends on focus. Read the rest of this entry »