Independent recruiters often have both the opportunity and ability to coach their client companies, the employers they are engaged to support. Recruiters should exercise their influence to emphasize the importance of pay transparency. Here are several compelling reasons why recruiters should insist on pay transparency: Attracting top talent: Candidates today are increasingly informed about market rates for their skills and experience. When salary information is transparent, recruiters can attract high-quality candidates by offering competitive compensation packages right from the start. This ..read more

Today’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 Healthcare and Medical Device organizations. 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 as Secretary/Treasurer. Today she offers some guidance to recruiters who may need to pivot to a new sector or service. For a lot of recruiters, 2023 was a year of reinventing themselve ..read more

In today’s rapidly evolving job market, securing top talent is more than a goal—it’s a necessity for maintaining competitive advantage. Many forward-thinking companies are turning to third-party recruiters to streamline their hiring process, ensure quality talent acquisition, and ultimately, drive their business forward. But what exactly makes leveraging third-party recruiters a strategic move? The Edge in Efficiency Picture this: your internal HR team, already stretched thin with day-to-day responsibilities, now faces the daunting task of filling several specialized roles. The clock is tickin ..read more

Over the past few months, we have become aware of a number of job seekers getting caught up in various job scams on Facebook. As far as we have been able to tell, people are utilizing Facebook group chats to approach job seekers claiming to be hiring for NPAworldwide. The “jobs” include anything from housekeeping to customer service to unspecified “work from home opportunities” to travel nurses and more. None of them are legitimate. NPAworldwide is a member-owned network of professional, independent recruitment firms. We are not directly in the business of hiring. Our members share candidates ..read more

As an independent recruiter, navigating through industry downturns can be a daunting challenge. When hiring freezes and budget cuts become the norm, it can feel like your entire business is at risk. However, by mastering the art of pivoting in recruiting, you can not only survive during these tough times but also thrive. On a recent NPAworldwide engagement call, several successful recruiters shared how they have not only weathered the storm through economic downturns and recessions, but thrived due to being able to pivot their business focus. The first step in successfully pivoting in recruiti ..read more

I happened to catch a couple of different conversations on LinkedIn today related to job titles. The first was a post of ridiculous words to stop using in job titles and ads, while the second was a conversation about the use of creative job titles and how that may impact background checks. Let’s recap some of the basics here: Stop using words like disruptor, ninja, and guru in your job titles. These are meaningless words that are often off-putting to the candidates you seek, with some evidence saying that is especially true for women. Also, for the love of Pete, *no one* uses these words in t ..read more

Recruiters who experience consistent split placement success are effective communicators. They make it a priority to set expectations with their recruitment partner and document the details. If you’d like to incorporate splits, here are some of the topics you need to communicate, preferably before submitting any candidates for consideration: Money If you are the job-side recruiter, your partner needs to know the salary/compensation package, the fee (and how it is calculated), and what your refund/guarantee terms are. If you have a money-back guarantee with your client, your partner *must* be a ..read more

Hiring top talent is difficult and complicated. Making the right choices is critical to your business’ long-term success. So, what is best for your company, internal recruiters or independent external recruitment providers? In some cases, maybe you just don’t have the bandwidth to do search internally. In other situations, you can consciously make a choice. Let’s look at the advantages and disadvantages of each option. Internal Recruiters vs External Recruiters…Areas of Differentiation Quality This is dependent on the role and the quality you are able to pay for with internal recruiters or ind ..read more

As an independent executive recruiter, you know how crucial it is to find and place top talent in your clients’ companies. Your reputation and business success depend on it. However, one of the biggest challenges recruiters face is candidate fall-offs. This happens when a candidate accepts an offer but ultimately declines or backs out before starting the job. Not only does this reflect poorly on your recruiting abilities, but it also wastes time and money for both you and your client. So how can you prevent candidate fall-offs? Here are some tips to guide you. Understand the Root Cause The fir ..read more

Today’s guest blogger is Tim Lane founder and director of Park Lane Recruitment based near Manchester UK.  Park Lane Recruitment is a specialist recruiting firm in the technology space with niche areas of cybersecurity, fintech, space and defense IT, as well as generic IT sales, tech and managerial.  Tim is also a former NPAworldwide Board Director with responsibility for the EMEA region and a 30+ year veteran of the recruiting industry. Today Tim gives us a lighthearted look at the serious topic of applying for suitable roles. Greetings, job seekers and career enthusi ..read more