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Re-Recruiting Your Top Talent the Right Way

June 15th, 2016 by Veronica Blatt

Image of Jane Prugh, guest blogger about employee retentionToday’s guest blogger is Jane Prugh with Corporate Strategic Resourcing  located in Chicago, Illinois (USA). Corporate Strategic Resourcing team delivers top IT and IS talent with the highest quality service and uncompromising professionalism and business ethics to small, medium, and large size companies. Her post about creating a strong employee retention program is available here:

Company loyalty is on life support these days. Downsizing, mergers and workforce redistributions have allowed Generations X and Y to become very comfortable with the notion of frequent job changes. This new culture can be a huge obstacle to retention efforts if a comprehensive plan is not put into place.

An organization can no longer trust loyalty to keep their team intact. This can be only achieved through a great retention program. Creating a culture of continuously re-recruiting existing staff is essential. The first step in a great program is to creating clearly defined goals for retention. This goal should include a percentage of top-performing employees to be retained each year.

The employer/employee relationship needs to be consistently nurtured. The second step in creating an employee retention program is to determine which relationships are most critical. Top talent is not always actively seeking new opportunities, but they are on the competitor’s radar. This list should include top talent that consistently meet or exceed expectations. Periodically revisit this list for new additions.

The next step in the process is conducting “stay interviews.” This is not the same as a performance evaluation. The goal of this process is to identify and minimize triggers that might cause someone to consider leaving. It is also a great way to test the temperature of the team. A stay interview may also be conducted when there is a new opportunity within the organization that this team member is being considered for. This interview should be no more than an hour and should feel like a conversation. While this may feel awkward for both the manager and employee, over time it will become second nature. For a great outline and possible questions check out this article from ERE.net.

The final step is to create a personalized employee retention plan. Use the information gathered in the stay interview to craft a retention plan for each person on the list of top talent to retain. This plan should include goals, measures for success and should assign people who are responsible for each aspect of the plan. It should also include any compelling offers presented to the employee during the stay interview. These offers could be more opportunities for professional development, flexible work hours or telecommuting options.

These four steps to retention will help identify, re-recruit and retain talent. It is important to view an organization’s employee retention plan as a living document. Stay interviews should be conducted periodically. Offers will need to be refreshed with each re-recruiting effort. Revisiting the individual retention plans and the employee retention program as a whole will keep it fresh and up to date with the latest changes in talent attraction in the organization’s specific industry.

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NPAworldwide Adds 6 New Member Firms

May 27th, 2016 by Veronica Blatt

FOR IMMEDIATE RELEASE

Contact: Veronica Scrimshaw
Director of Corporate Communications
vscrimshaw@npaworldwide.com
+1 616 871-3323

GRAND RAPIDS, MICHIGAN, USA – May 27, 2016 – NPAworldwide, a global recruitment network, is pleased to announce the following recruitment firms have become members:

  • Martin & Conley Limited, Portsmouth, United Kingdom
    • Specializing in sales and IT roles
  • AME Recruitment, (www.amerecruitment.com.au) Adelaide, South Australia, Australia
    • Providing recruitment services in the areas of accounting / finance, HR, sales and marketing
  • RSP Recruitment and The Digital Academy (www.rsprecruitment.com.au), Sydney, New South Wales, Australia
    • Specializing in contact centre & customer service, sales, marketing & FMCG, business operations
  • Cascade Recruiting (cascaderecruiting.net), Grand Rapids, Michigan, USA
    • Focus is on the oil & gas, petrochemical, power generation, and industrial products markets
  • Murdoch Mason Executive Search Group (www.murdochmason.com), Chicago, Illinois, USA
    • Providing recruitment services for global retail and consumer goods companies
  • Select Resources (www.select-resources.com), Grand Rapids, Michigan, USA, with additional locations NueVista (www.nuevista.com) in Chicago, Illinois, USA and RecruIT Services (www.recruit-services.com) in Grand Rapids, Michigan, USA
    • Select Holdings specializes in direct-hire and contract placement of information technology professionals

“Congratulations to each of our new members,” said Dave Nerz, president of NPAworldwide. “By joining the network, these recruitment firms are invested as owners. Membership in NPAworldwide allows independent recruitment agencies to more effectively serve their clients and candidates by partnering with other member firms on a split-fee basis.”

NPAworldwide membership is offered on a selective basis to independently-owned recruitment firms who meet the network’s enrollment criteria and have a strategic interest in making split placements.

About NPAworldwide. NPAworldwide is a recruitment network facilitating placements between its members. The network has nearly 500 member offices across 6 continents. For more information, please visit www.npaworldwide.com or www.npaworldwideworks.com.

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NPAworldwide Recruitment Network Adds Members in Australia, Taiwan, United Kingdom and USA

April 29th, 2016 by Veronica Blatt

FOR IMMEDIATE RELEASE
Contact: Veronica Scrimshaw, Director of Corporate Communications
vscrimshaw@npaworldwide.com
+1 616 871-3323

GRAND RAPIDS, MICHIGAN, USA – April 29, 2016 – Global recruitment network NPAworldwide has added 18 new member firms:

  • IBH Executive (www.ibhexecutive.com), Brighton, United Kingdom
    • Specializing in finance, tax, accounting, and transfer pricing
  • National Career Consultants, Reading, Pennsylvania, USA
    • Providing recruitment services in the plastics industry
  • DRC&ASSOC. Inc., Chicago, Illinois, USA
    • Extensive experience in the financial services, consulting, IT, food manufacturing, accounting/finance, sales, human resources, global workforce planning, transportation, logistics, healthcare, engineering and construction disciplines
  • Journey Recruitment (www.journeyrecruitment.com), Grand Rapids, Michigan, USA
    • Focus is on IT, especially Java
  • Maganti IT Resources LLC (www.mitresource.com), New Haven, Connecticut, USA
    • Full-service IT firm
  • Career Choice, Inc. (www.careerchoice.cc), Orlando, Florida, USA
    • Specializing in food service and hospitality
  • Eagle Executive Search (www.eaglesearch.com.tw), Taipei, Taiwan
    • Boutique executive search firm with a focus on the following sectors: semiconductor & electronics, technology & communications, IT/software & cloud computing, chemical materials/equipment, industrial & automation & energy, financial services, biotechnology & life sciences, consumer & retail, legal
  • Apollo Search Partners LLC (www.apollosp.com), Philadelphia, Pennsylvania, USA
    • Specializing in the temporary and direct hire placements of accounting, finance, tax, professional services, administrative, human resources and banking professionals
  • Eagna Consulting (www.eagnaconsulting.com), Sydney, New South Wales, Australia
    • Recruitment and management consultancy providing services to the Information Technology sector
  • Auka Resource Solutions (www.auka.biz), Brisbane, Queensland, Australia
    • Providing recruitment services in the mining, engineering, and resources sectors
  • Urbane Recruitment (www.urbanerecruitment.com.au), Sydney, New South Wales, Australia
    • Specializing in media, telecommunication, technology, digital marketing, financial services, and the engineering and construction sectors
  • Maxum Consulting (www.maxumconsulting.com.au), Sydney, New South Wales, Australia
    • Sales outsourcing organisation representing niche human resource firms specialising in recruitment, training, talent management and business consulting. We provide business development and account management services
  • Staubach & Associates (www.staubachassociates.com), New York, New York, USA
    • Specializing in logistics, transportation, and IT
  • Teamology (www.teamologyhr.com), Pittsburgh, Pennsylvania, USA
    • Specializing primarily in IT, human resources, marketing, and healthcare
  • Ricciuti Group, Inc. (www.ricciutigroup.com), New York, New York, USA
    • Specializing in healthcare and financial corporations
  • Pangaea Recruitment Ltd. (www.pangaeaglobalassociates.com), Manchester, United Kingdom
    • Specializing in placement software professionals globally
  • Right Executive Search, LLC (www.rightexecutivesearch.com), New York, New York, USA
    • Placing professionals in the financial services, accounting, banking, and management consulting industries
  • Isaacson Search Company (www.isaacson.com), New York, New York, USA
    • Focus is placing quantitative researchers, quantitative developers, data scientists, systematic strategists/traders for financial firms

“Congratulations to each of our new members,” said Dave Nerz, president of NPAworldwide. “By joining the network, these recruitment firms are invested as owners. Membership in NPAworldwide allows independent recruitment agencies to more effectively serve their clients and candidates by partnering with other member firms on a split-fee basis.”

NPAworldwide membership is offered on a selective basis to independently-owned recruitment firms who meet the network’s enrollment criteria and have a strategic interest in making split placements.

About NPAworldwide. NPAworldwide is a recruitment network facilitating placements between its members. The network has nearly 500 member offices across 6 continents. For more information, please visit www.npaworldwide.com or www.npaworldwideworks.com.

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NPAworldwide Announces Results of Business Barometer Survey

March 8th, 2016 by Veronica Blatt

FOR IMMEDIATE RELEASE
Contact: Dave Nerz
dnerz@npaworldwide.com
+1 616 871-3326

GRAND RAPIDS, MICHIGAN, USA – March 8, 2016 – NPAworldwide, a global recruitment network, announced the results of its Business Barometer Survey. The survey is done twice annually and looks to engage the boutique and independent recruiters that are members of the NPAworldwide global network in documenting past results and predicting short-term future results.

“Our member recruiters are indicating positive momentum for business conditions for their contingent recruiting businesses in the coming 6 months” said Dave Nerz, president of NPAworldwide. “This survey of business owners showed that 86% of those surveyed are forecasting similar or improved market conditions in the next 180 days.”

Other results of this survey of the nearly 500 independent members of NPAworldwide indicated:

  • The majority of respondents (60%) are from North America.
  • A significant percentage (23%) of respondents were from Australia/New Zealand.
  • 16% of respondents were in Asia or EMEA.
  • 41% reported business as improved in the last 180 days, 29% the same, and 30% as worse.
  • Most (71%) saw business performing at or above expectations in the last 90 days.
  • Only 14% of the respondents have a negative outlook for the next 6 months.
  • A large majority (83%) see fees as remaining at or above the last 6 months levels.

“Our member-owners called out the manufacturing, accounting/finance and IT/hardware/software/electronics vertical markets as particularly strong at this time. The results of the business barometer overall pointed to a continuing positive trend for NPAworldwide members and perhaps signals the same for the contingent recruiting market in general,” said Nerz. “Our members are experiencing good growth and anticipating more in the months ahead.”

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About NPAworldwide. NPAworldwide is a recruitment network facilitating placements between its members. The network has nearly 500 locations with 1,300 recruiters in 30 countries across 6 continents. For more information, please visit www.npaworldwide.com or www.npaworldwideworks.com.


16 Recruitment Firms Join NPAworldwide

February 22nd, 2016 by Veronica Blatt
FOR IMMEDIATE RELEASE

Contact: Veronica Scrimshaw
Director of Corporate Communications
vscrimshaw@npaworldwide.com
+1 616 871-3323

GRAND RAPIDS, MICHIGAN, USA – February 22, 2016 – NPAworldwide, a global recruitment network, is pleased to announce the following recruitment firms have become members:

  • 1st Executive Pty Ltd (www.1stexecutive.com.au), Melbourne, Victoria, Australia
    • Providing recruitment services in the areas of retail, services, manufacturing, marketing, automotive, FMCG, consumer durables, IT and T, internet, entertainment, consumer electronics and sports sponsorship and administration
  • HR Maximizer, Omaha, Nebraska, USA
    • Specializing exclusively in internal audit roles
  • Allegro Recruitment Consulting Pty Ltd (www.arcaustralia.com.au), Melbourne, Victoria, Australia
    • Specializing in IT recruitment
  • Driftwood Group (www.driftwoodgroup.com.au), Sydney, New South Wales, Australia
    • Focus is on providing candidates in accounting, banking, finance, financial services, chemical, engineering, pharmaceutical, administration, advertising, business development, consulting, customer service / call center, executive management, human resources, marketing, sales, information technology, medical devices, construction, manufacturing, operations, and production
  • Strategic HR Services (www.strategichr.ca), Toronto, Ontario, Canada
    • Making placements in the areas of accounting, finance, financial Services, administration, customer service / call center, executive management, human resources, marketing, sales, engineering, information technology, logistics, manufacturing, operations, production, supply chain, and transportation
  • Living Recruitment & GAP Resource (www.gaprm.com.au), Canberra, Australian Capital Territory, Australia and Christchurch, New Zealand
    • Globally sustainable resource management providing specialised support across the building, construction, defense, security and technology sectors
  • Roljobs Technology Services Pvt Ltd (www.rol.jobs), Bangalore, India
    • Focus is on recruitment services in the IT, technology, semiconductor, aerospace, healthcare, BFSI, FMCG, oil & gas / EPC domains
  • Quantum Professional Search (www.searchqps.com), Chicago, Illinois, USA
    • Specializing in software sales and sales management on a national level
  • Natere (www.natere.com), Orlando, Florida, United States
    • Focus is on finding talent solutions for technology-oriented companies
  • Leverage Assessments, (www.leverageassessments.com) New York, New York, USA
    • Offering talent acquisition and search, recruitment strategy, human resources needs assessments, job analyses, employee selection and assessments, leadership and succession planning, and research and validation studies to a wide variety of clients
  • The ARGroup of Companies, (www.theargrp.com) New York, New York, USA
    • Specializes in identifying and recruiting accounting, finance and audit talent for the insurance industry
  • NPHire, Moscow, Russia
    • Focus is information technology
  • Niche Talent Finders, (www.nichetalentfinders.com) Chicago, Illinois, USA
    • Specializing in the placement of information technology, finance, and accounting professionals
  • Sterning Engineering, (www.sterning.com/engineering) Perth, Western Australia, Australia
    • Specialist engineering recruiters with a focus on civil infrastructure, building services, reliability & maintenance, and construction
  • WSi Healthcare Personnel, Inc., (www.wsijobs.com) Denver, Colorado, USA
    • Full-service healthcare recruiting and staffing firm

“Congratulations to each of our new members,” said Dave Nerz, president of NPAworldwide. “By joining the network, these recruitment firms are invested as owners. Membership in NPAworldwide allows independent recruitment agencies to more effectively serve their clients and candidates by partnering with other member firms on a split-fee basis.”

NPAworldwide membership is offered on a selective basis to independently-owned recruitment firms who meet the network’s enrollment criteria and have a strategic interest in making split placements.

About NPAworldwide. NPAworldwide is a recruitment network facilitating placements between its members. The network has nearly 500 member offices across 6 continents. For more information, please visit www.npaworldwide.com or www.npaworldwideworks.com.

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Dan Glass, Janet King Earn Gold Distinction from NPAworldwide

February 4th, 2016 by Veronica Blatt

FOR IMMEDIATE RELEASE

Contact: Veronica Scrimshaw, Director of Corporate Communications
vscrimshaw@npaworldwide.com
+1 616 871-3323

GRAND RAPIDS, MICHIGAN, USA – February 4, 2016– NPAworldwide is pleased to recognize the following member recruiters for earning Gold Recruiter Achievement Status:

“Recruiter Achievement Status recognizes cumulative salary totals within NPAworldwide,” reported president Dave Nerz. “It represents lifetime achievement, so it is a tribute to both individual productivity and network tenure. Member recruiters who have reached the Gold level or higher represent less than 10% of our entire membership. It is a significant accomplishment.”

NPAworldwide recognizes six levels of performance through the Recruiter Achievement Status program. Platinum Premier is the highest level, followed by Double Platinum, Platinum, Gold, Silver, and Bronze.

About NPAworldwide. NPAworldwide is a global recruitment network facilitating placements between its members. The network has nearly 500 member offices across 6 continents. For more information, please visit www.npaworldwide.com or www.npaworldwideworks.com.

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NPAworldwide and NBN Recruitment Networks Merge

December 22nd, 2015 by Veronica Blatt

FOR IMMEDIATE RELEASE
Contact: Dave Nerz, President
dnerz@npaworldwide.com
+1 616 871-3326

GRAND RAPIDS, MICHIGAN, USA – December 22, 2015 – Effective January 1, 2016 NPAworldwide and NBN (National Banking Network) will consolidate and operate under the NPAworldwide brand. The merger of these two exclusive fee-splitting recruitment networks began in September 2014.

“The networks were extremely compatible and similar,” said Dave Nerz, president of the combined organizations. “Both recruitment networks offer membership by invitation only and have a thorough due diligence and reference checking process in place. Only premier firms with a commitment to fee splitting and a high standard of ethics are extended membership. Exclusivity promotes and enhances open communication and trust that allow split deals to be done.”

Firms in the network vary in size, but are typically 1-5 recruiters. Some firms are larger, but size is not a determinant for membership. The combined networks are placing upwards of US $60 million in salaries annually and sharing more than $13 million in fees annually.

“We are excited to have the former NBN members officially a part of the NPAworldwide family. These recruitment firms bring a depth of knowledge and experience in finance and accounting as well as banking and financial services that is unparalleled in the industry,” continued Nerz. “We are happy to continue the traditions of NBN and to combine the best practices of both networks to improve results for clients, candidates and the members themselves.

About NPAworldwide. NPAworldwide is a recruitment network facilitating placements between its members. The network has nearly 500 member offices across 6 continents. For more information, please visit www.npaworldwide.com or www.npaworldwideworks.com.

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8 Recruitment Firms Join Global Split Placement Network

August 28th, 2015 by Veronica Blatt

FOR IMMEDIATE RELEASE
Contact: Veronica Scrimshaw
vscrimshaw@npaworldwide.com
+1 616 871-3323

GRAND RAPIDS, MICHIGAN, USA – August 28, 2015– NPAworldwide, a member-owned split placement network, is pleased to announce the following recruitment firms as new members:

  • MaxGroup Search LLC (www.maxgroupsearch.com), West Palm Beach, Florida, USA
    • Specializing in civil, environmental, chemical, renewable and clean energy engineering industries
  • Kibar Karya Sukses, Jakarta, Indonesia
    • Providing executive-level search throughout Indonesia
  • ISG – Austria (www.isg.com), Vienna, Austria (plus 7 additional locations in Austria)
    • Offering a wide range of services for all HR areas such as executive search, personnel consulting, personnel development & training, and outplacement on a global basis.
  • ISG – Turkey (www.isg.com), Istanbul, Turkey (plus 2 additional locations in Turkey)
    • Offering a wide range of services for all HR areas such as executive search, personnel consulting, personnel development & training, and outplacement on a global basis.
  • ISG – Germany (www.isg.com), Munich, Germany (plus 1 additional location in Ontario)
    • Offering a wide range of services for all HR areas such as executive search, personnel consulting, personnel development & training, and outplacement on a global basis.
  • Focus Point Recruitment (www.focuspointrecruitment.com), Bury St. Edmunds, Suffolk, UK
    • Areas of focus include: rail, construction, and nuclear
  • Salomon Human Resources Services (www.salomon-hr.com), Zurich, Switzerland
    • Areas of focus include: automotive, manufacturing, IT/telco and medtech sectors
  • Corporate Strategic Resourcing, Inc. (www.csrtalent.com), Chicago, Illinois, USA
    • IT recruitment firm specializing in providing senior level talent for fulltime, contract and contract-to-hire positions.

“As a member-owned cooperative, each member firm is a part-owner of our network,” said Dave Nerz, president of NPA. “Independent recruitment agencies that join NPAworldwide are committed to increasing their service to clients and candidates by working together with other member firms and sharing the resulting fees. Congratulations to our new members who have made the decision to join NPAworldwide. We look forward to their success in our recruitment network.”

NPAworldwide membership is offered on a selective basis to independently-owned recruitment firms who meet the network’s enrollment criteria and have a strategic interest in making split placements.


NPAworldwide Adds Member Locations in North America, Asia, Australia, and EMEA – NPAWorldwide

July 10th, 2015 by Veronica Blatt

FOR IMMEDIATE RELEASE
Contact: Veronica Scrimshaw
Director of Corporate Communications
vscrimshaw@npaworldwide.com
+1 616 871-3323

GRAND RAPIDS, MICHIGAN, USA – July 10, 2015– NPAworldwide, a member-owned recruitment network, is pleased to announce the following recruitment firms as new members:

  • Diamond Executive Search (www.diamondexecsearch.com), Atlanta, Georgia, USA
    • Specializing in accounting and finance, business development, human resources, and supply chain
  • Brentwood International Consultants Ltd (www.brentwood-co.com), Hong Kong
    • Specializing in the retail, manufacturing, property, finance and legal sectors
  • Client Growth Consultants (www.Clientgrowthconsultants.com), Des Moines, Iowa, USA
    • Areas of focus include mid- to C-level executives from within manufacturing, accounting, banking, healthcare, and insurance
  • Flexi Personnel (www.flexipersonnel.com.au), Melbourne, Victoria, Australia
    • Providing recruitment management from temporary staffing solutions to direct-hire recruitment and unbundled recruitment process outsourcing in the areas of manufacturing, food processing, trades and construction, healthcare and childcare
  • Staff Smart, Inc. (www.staffsmart.net), San Diego, California, USA
    • Making placements exclusively in information technology
  • The Leon Group Inc. (www.TheLeonGroupInc.com), Washington, DC, USA
    • Making placements in the areas of electronic discovery, progressive technologies, analytics, information management and governance
  • Solidus Global Kft (www.solidusglobal.net), Budapest, Hungary
    • Making placements in the professional and financial services sectors
  • Saga HR Advisory (www.sagaadvisory.com), Bucharest, Romania
    • Focusing primarily on the industrial and financial services sectors, including finance, human resources, high tech, retail and professional services
  • The UPside Staffing Company, New York, New York, USA
    • Making placements in the areas of technology, sales, and marketing
  • IN DEMAND Recruitment & Consulting Inc. (www.indemand.ca), Edmonton, Alberta, Canada
    • Recruiting in all functional areas except information technology
  • Nations Executive Search Group Inc. (www.nesgroup.net), Baltimore, Maryland, USA
    • Serving the enterprise risk management, marketing services and decision analytics marketplace
  • Compass Point Labor Management (www.compasspoint-na.com), Grand Rapids, Michigan, USA
    • Helping military veterans transition to civilian careers in engineering, IT, supply chain, manufacturing, healthcare, finance, and human resources. and leisure and healthcare
  • 7th Avenue Partners (www.7avp.com), New York, New York, USA
    • Specializing in the areas of financial services, healthcare, pharmaceutical, utility, defense and retail
  • Adamar Recruitment & Selection (www.adamar.co.id), Jakarta, Indonesia
    • Making placements in the areas of accounting, financial services, chemical engineering, food, administration, advertising, business development, consulting, customer service / call center, executive management, human resources, marketing, sales, information technology, hardware, software, electronics, manufacturing, mining, construction, supply chain
  • Confluence Consulting (www.confluencehr.com), Mumbai, India and Dubai, United Arab Emirates
    • Specializing in middle and senior management positions in financial services, retail, real estate, IT/ITES, CFO, legal, human resources, and support services
  • Professional Talent Partners (www.professionaltalentpartners.com), Fayetteville, Arkansas, USA
    • Making placements in the areas of accounting, finance, business development/sales, engineering, HR, operations management, production leadership, purchasing/procurement, and skilled technical trades
  • Smart Rhino Labs, LLC (www.smartrhinolabs.com), Salt Lake City, Utah, USA
    • Making placements in the areas of chemical process, business development, consulting, human resources, sales, nurses, physician assistants, IT analysts, IT aevelopers, IT programmers, construction, engineering, logistics, manufacturing, mining, transportation

“Congratulations to each of our new members,” said Dave Nerz, president of NPAworldwide. “By joining the network, these recruiting agencies are invested as owners. Membership in NPAworldwide allows independent recruitment agencies to more effectively serve their clients and candidates by partnering with other member firms on a split-fee basis.”

NPAworldwide membership is offered on a selective basis to independently-owned recruitment firms who meet the network’s enrollment criteria and have a strategic interest in making split placements.

About NPAworldwide. NPAworldwide is a recruitment network facilitating placements between its members. The network has nearly 500 member offices across 6 continents. For more information, please visit www.npaworldwide.com or www.npaworldwideworks.com.

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Using Benefits to Recruit Top Talent

June 3rd, 2015 by Dave Nerz

signing-a-contractRecruiting top talent is becoming more difficult. One recruitment tool being leveraged to recruit top talent is benefits. A March 2015 SHRM survey reports that employers are tuned into benefits as a recruitment tool. More frequently employers are using their benefits packages as the reason for someone to change jobs.

Employers realize that as basic needs are met in the area of salary expectations, one of the key differentiators available is the completeness and generosity of benefits. Top talent may need more than just the next good job to leave the current situation and move to a new employer. The recruitment of top talent requires some creativity and since most are well compensated from a base pay perspective, the benefits become the draw that will allow them to improve total compensation when moving to a new employer.

Employers report that they will be leveraging a collection of employee benefits more significantly in the years ahead. This continues the trend reported in the survey of using benefits to recruit in recent years. Some of the benefits seen as most important to recruitment efforts are

  • Performance and career development benefits
  • Healthcare benefits
  • Retirement benefits
  • Wellness and preventative benefits
  • Flexible work arrangements benefits
  • Family-friendly benefits
  • Leave benefits

It is obvious that strong knowledge of market compensation is a first step in successful recruitment of talent. That knowledge is more easily gained by salary surveys and the use of effective independent recruiting resources. A good independent recruiter is often able to get accurate details on current compensation as well as desired salary and bonus to attract top talent. Recruiters with industry specialization can offer details on similar placements in recent months. Benefits are a bit more elusive and may require benchmarking to understand the competitiveness of an employer’s complete offering. Adding to the complexity of using benefits to recruit is that not all candidates value all benefits equally. Depending on age, career stage, family situations, the importance of each benefit could vary. In pre-employment situations it is difficult to gauge the relative importance of each benefit without approaching dangerous discriminatory questions. In many cases employers must work with generalizations about the importance of benefits to provide a great package for the candidate to evaluate based on his or her situation. So, there is cost and time invested in benefits that have limited value to the candidates being recruited.

For results from this survey or more SHRM surveys go to SHRM SURVEYS. There are many great insights there that employers can consider for their campaigns to recruit top talent.

When do you think benefits enter into a candidates evaluation process for a job? Is it early on or only after then are ready to make the change of employers?

Image courtesy of Naypong at FreeDigitalPhotos.net