Lately, it seems people are all atwitter over Twitter. Twitter, the popular microblogging tool, asks users to answer the question, “What’s happening” in 140 characters or less. A lot of recruiters seem to wonder if Twitter is an actual recruiting resource or simply another new fad destined for the “time waste” trash heap. I believe Twitter CAN be a valuable tool for independent recruiters, and I’m going to share some ideas to get you started. First, though, some Twitter basics: Read the rest of this entry »
A 2010 CareerXroads study of major companies found that 25 percent of all jobs were found as a result of job board applications. This was second only to employee referrals as the source of job candidates and placement. Even with these strong facts supporting the success of job boards, it is interesting to see the varied opinions the recruiting community has regarding job boards. (Disclosure: NPA launched its own recruiter job board in August 2011.) Read the rest of this entry »
Part 3 is finally here! Thanks to industry trainer, Mark Whitby, see tips 11 -15 for How to Hire Top Producing Recruiters.
11. Look for proof of achievement
Add a competitive element to the interview process. Any good sales person will be able to provide proof of their sales history so ask about achievement awards or industry recognition they’ve received. Also, ask for relevant references and follow up with them diligently. Ask performance-based, work-style and attitude questions. Candidates are on their best behavior during interviews so their references might be able to provide good insight into past performance. Read the rest of this entry »
I know you’ve been anxiously awaiting the next 5 tips for How to Hire Top Producing Recruiters. So, I give you what you want! See tips 6 through 10, compliments of industry trainer Mark Whitby, below.
6. Create a Compelling Sales Pitch
What are the benefits of working for your recruiting firm? Take a second to write down the incentives, financial and non-financial, that you offer your staff. What is your work environment like? In order to get the top recruiters, you need to have a great pitch about why you are a great person to work for, and how you provide an environment that fosters development and success. Now, look at what you’ve written down and based on the information ask yourself one question – Do you want to work for you? If there are areas lacking, either think of ways to improve them or be able to explain how you make up for it by compensating in a different area. Read the rest of this entry »
It turns out that recruiters like to talk about money. Hard to believe, isn’t it? Last week, we had a dynamic discussion on the Independent Recruiter Blog about whether independent recruiters should refund their fees. Today, I’m going to follow up with some tips about how to resist the pressure to reduce recruiting fees.
One of my favorite sessions from the 2011 Big Biller Summit was Gary Stauble’s presentation about how to increase recruiter profits. One way to maintain or increase your profit margin is to protect your recruiting fees. Here are some pointers to help you avoid lowering your fees: Read the rest of this entry »
Recently, I had the opportunity to listen to industry trainer Mark Whitby speak to independent recruitment professionals about How to Hire Top Producing Recruiters. Although his list of tips was lengthy, every point was valid and he provided great insight to how recruitment agency owners should hire, develop and hang on to their employees. Because there are 15 tips, I am going to break them up into three separate posts with 5 tips each. Read the rest of this entry »
I recently attended a recruiting conference in Sydney Australia. The guest lecturer was a North American who landed and stayed in Australia about 25 years ago. His specialty was “Strategy” and “Strategic Planning” and his name is Bob Nordlinger – a good and interesting speaker, worth the time if you ever have the chance to hear him speak. Bob is good at driving recruitment strategy to a simple and easily implementable level for those seeking strategic planning ideas for recruiters.
Bob took what can be a complex process and made it easy. One big “ah ha moment” for me was his simplification of the 3 basic strategic positions you can take as a business. You can be: Read the rest of this entry »
Yesterday, one of our members called me looking for some information on candidate salaries. His question turned into an interesting research project for me, so I’m sharing what I have learned.
For years, our independent recruiter network earned the majority of its income from placements in the $60K – $80K range. These were skilled, middle-management positions, and they were the staple of NPA’s split placement activity. Salaries have been shifting, and we’ve noticed a gradual uptick in placements above $100K. Read the rest of this entry »
The agreement for fees between independent recruiters and employers can take many forms. For example, recruiters may perform contingency recruitment, container recruitment, or retained searches for full-time positions.
What are the differences between these fee arrangements for managers and other professional level positions? Read the rest of this entry »
Independent recruiting firms, like so many other small businesses, often struggle to increase their business in scope, size, or revenue. For professional recruiters, knowledge is often limited to a specific industry or occupation. It’s difficult to find the time or resources required to learning a new market, and it’s expensive to hire more staff. So what can independent recruiters do to grow their business?
Go global. Read the rest of this entry »