News

Independent Recruitment Firms Expand Capacity through NPAworldwide

September 21st, 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 – September 21, 2016 –Fourteen independent recruitment firms have joined NPAworldwide, a global recruitment network. Membership allows these firms to expand their recruitment capacity across industries and geographies by partnering with other member firms.

  • Brown & Chase Pty Ltd (www.brownandchase.com), Brisbane, Queensland, Australia and Manila, Philippines
    • Primarily recruit in the disciplines of executive & board, sales, marketing & communications, information technology, accounting, human resources and office support with a focus on permanent retained assignments.
  • Intel HR Consulting Ltd (www.intelhrc.com), Duoala, Littoral Province, Cameroon
    • Focus on accounting, financial services, pharmaceutical, C-level executives, construction, logistics, health researchers, disease surveillance, and NGOs
  • Prestige Recruiting Firm, LLC (www.prestigerecruitingfirm.com), Tampa, Florida, USA
    • Specializing in recruiting executive sales, senior business leaders, and high level technical engineers across multiple industries
  • Technical Recruitment Solutions (www.technicalrecruitmentsolutions.com), San Francisco, California, USA
    • Specializing in creative & technical talent UX, UI, full stack developers, technical executives and project leaders, data scientists, big data & data center professionals in healthcare, big data analytics, professional services, life sciences, software & internet development/delivery
  • Motion Recruiters (www.motionrecruiters.com), Miami, Florida, USA
    • Providing recruitment services in the areas of finance, human resources, C-level executives, aerospace, defense, electronics development, hardware/software engineering, information technology, and engineering (mechanical, electrical, design)
  • Global Search Pte (www.globalsearch.com.sg), Singapore
    • Specializing in the attraction, selection and recruitment of professionals in the banking, finance, HR and management consultancy industries
  • Employment Vietnam (www.employmentvietnam.com), Ho Chi Minh City, Vietnam
    • Providing a wide variety of human resource services including executive search & selection, HR outsourcing, payroll outsourcing and HR consultancy
  • Overture Placements, LLC (www.overtureplacements.com), Syracuse, New York, USA
    • A few of the industries served include administrative, education, executive search, finance, healthcare, human resources, insurance, marketing, non-profit, produce/food manufacturing, sales, technology
  • Bryn Neil International (www.brynneil.com), Los Angeles, California, USA
    • Focus is on application development, infrastructure, security, quality assurance, and project management
  • Career Advantage, Columbia, South Carolina, USA
    • Focus is on the manufacturing industry
  • U.S. Staffing Agency, LLC (usstaffingagency.com), Jackson, Jonesville, Battle Creek, Lansing, and Coldwater, Michigan, USA
    • Specialized in adminstrative, management, skilled labor specialists, and general labor roles in the automotive, agriculture, food processing, entertainment, and other industries
  • TW Staffing Solutions (www.twstaffingsolutions.com), New York, New York, USA
    • Areas of focus include information technology, finance, and human resources
  • Beecoz P/L (www.beecoz.com.au), Brisbane, Queensland, Australia
    • Specializing in technical, operations, and business positions in the special events industry
  • Escape Recruitment (www.escaperecruitment.ie), Dublin, Ireland
    • Boutique financial services/energy/sales search 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 firms to more effectively serve their clients and candidates by adding or increasing split placements.”

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 network of independent recruitment firms facilitating placements between its members. The network has more than 500 member locations across 6 continents. For more information, please visit www.npaworldwide.com or www.npaworldwideworks.com.

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5 New Members Join Global Recruitment Network

August 13th, 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 – August 13, 2016 – NPAworldwide, a global recruitment network, is pleased to announce the following recruitment firms have become members:

  • A-Temp 4U, (www.atemp4u.com.au) Sydney, New South Wales, Australia
    • Providing organisations with temporary, permanent and HR dolutions for a wide cross-section of industry sectors along the eastern seaboard of Australia
  • RSI Inc Recruitment Solutions Integrators, (www.rsirecruitment.com) Toronto, Ontario, Canada
    • RSI specializes in helping employers fill technical specialized or management positions with candidates that correspond exactly to their specifications
  • Premier Recruitment Worldwide (www.premierecruitment.com), Dublin, Irelan
    • Placing professionals in the areas of accounting / finance, IT / hardware / software / electronics and manufacturing / mining / construction / supply chain on a global basi
  • The Albo Group, Detroit, Michigan, US
    • Focus is on placing sales professionals at all level
  • Mkapoor Network (www.mknetworkinc.com), Vancouver, British Columbia, Canada
    • Specialist recruitment firm placing data scientists across industries around the globe

“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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4 Tips to Remember When an Employee Asks for a Salary Increase

August 10th, 2016 by Veronica Blatt

various-world-money-300Today’s guest blogger is Paulette Steele from Real Positions. Based in Queensland, Australia, Real Positions provides specialist recruitment in the real estate, retail, and commercial and industrial sectors. Her post about what to keep in mind when employees are asking about a salary increase is available here:

Picture this! Your employee comes to you one day and wants a salary increase. However, you can’t provide them with a raise or you don’t consider their work efforts entitle them to one.

Has this happened and how do you handle this type of situation?

It’s a delicate matter particularly if you value this employee’s efforts in your business.

How do you approach this without risking, demotivating, and upsetting your employee by not giving them a raise? Or do you give them a salary increase which can result in a financial burden to your business if you can’t see sufficient financial turnover from this employee’s work?

What is the best way to handle this? Here are 4 important tips to remember when one of your employees next asks you for a salary increase:

  • Allow them the opportunity to explain why they believe they deserve an increase in their salary. It may be they are doing a lot more than you thought and that they do more than is in their job description. Some people enjoy taking on extra responsibilities to give them a challenge or because they would be otherwise bored. It could be you need to reconsider?
  • Think about what it would cost you to replace this employee if they ended up leaving. Compare the salary increase with the costs of bringing in someone new to their position. A new person will take time to pick up the responsibilities of the position and find out how your company’s systems work. Every business does things differently! And what if they aren’t as good as the person you let go?
  • If you give them an increase, it should be for what they have accomplished in their work up to now. Don’t simply give them a raise because of what they say they will do for your business in the future. These could just be hollow words spoken to ensure they obtain a salary increase.
  • Are there other alternatives to simply an increase in their salary? Does their position suit a bonus scheme? Some people enjoy having a bonus incentive if they meet or exceed their targets. Also, there are a lot of things that employees value more than money. Could you provide flexible working hours or the ability to work from home part of the time? With technology as it is nowadays, many tasks can be done remotely on a computer from a home.

So, when an employee in your company comes to you next to discuss their salary, consider these important points before making your decision.

5-options-for-global-search-button


Successful Recruiting is Like Golf

June 30th, 2016 by Veronica Blatt

successful recruiting is like golfToday’s guest blogger is John Gilbert from Options Consulting Group. Based in Melbourne, Australia, Options Consulting Group has been supporting industry since 1990. The firm’s business partner/trusted advisor engagement style is complimented by expertise and success in executive, professional and technical recruitment for permanent, interim management and contract roles. John’s thoughts on why successful recruiting is like golf can be found here:

Recruiters use LinkedIn. This isn’t a trade secret. We use it to interact with clients, candidates and to develop possible connections. It’s used to keep up to date with news and as a platform to publish work. However at OCG, we have numerous other tools at our disposal.

John Gilbert – OCG Owner/Principal explains it this way – when playing golf, you don’t use the same golf club every time you hit the ball. You’ll need drivers, putters, woods and irons on every hole to complete the game in the best possible style.

This is the same for small and medium businesses when recruiting. Realistically, you can’t expect to find the best-suited candidate to fill your vacant position by limiting yourself to searching LinkedIn and Seek. You’ll need various methods to identify and source suitable candidates, which is where a recruiter acting as your trusted advisor/business partner becomes even more important.  And we’re yet to touch on interviewing skills, effective applications management and potential negative impact on your employment brand!

Taking Options Consulting Group as an example, we have access to well-developed networks via NPAworldwide, extensive databases and access to selected and relevant job boards – and over 80 years of experience between us. This helps our clients to connect with the best person for the job.

Is this your experience when going alone?

Time

Small and Medium Enterprises (SME’s) have limited time to dedicate to finding the perfect applicant. It may seem easier because you don’t have to explain your business and position to a third party, however, SME’s filling their own staff vacancies are required to complete their own filtering process. This can be time-consuming as you will be setting up meetings, reading CV’s, interviewing and assessing multiple and potentially unsuitable applicants.

Experience

Recruiters know what works and what doesn’t. They’ve experienced bogus qualifications, probed on reference checks and know the signs to look for. Experienced recruiters don’t shy away from salary negotiations and have clients’ and candidates’ best intentions in mind. These are some of the key elements when hiring that cannot be overlooked. Being blindsided isn’t an experience anyone wants to have; recruiters know how to handle these situations.

Resources

There are multiple resources that your recruiter will have access to. These include personal contacts in relevant industries, paid subscriptions to specialist forums and personal databases that have been added to over the years. OCG has proven processes, quality assurance, and a 12-month candidate care program, ensuring peace of mind.

Confidence

This is an important element of a successful recruiter. Conducting the recruitment process for the first time can be daunting and filling your own staff and leadership vacancies is no exception.

Feeling like the right questions aren’t being asked in the interview may undermine a candidate’s confidence in the role, the company and runs the risk of alienating the candidate from the opportunity.

When choosing to outsource your recruitment needs, ensure you are working with a company that understands your business environment, processes and competencies for the role – a business partner and trusted advisor who wants to solve your problems rather than sell you a person!

Using the right golf club for each round allows you to strategise your best play. If you would do it on the golf course, do it for your business too!

5-options-for-global-search-button


Independent Recruitment Firms Join NPAworldwide

June 23rd, 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 – June 23, 2016 – Ten independent recruitment firms have joined NPAworldwide, a global recruitment network.

  • SERH (www.serh.com.br), Bahia, Salvador, Brazil
    • Areas of focus include industrial, retail, and automotive
  • Phillip Riley, (www.phillipriley.com.au) Melbourne, Victoria, Australia
    • Recruitment and consulting practice focusing on the renewable energy & energy efficiency sector
  • Bertram Resources LLC, Houston, Texas, USA
    • Extensive experience in engineering, infrastructure, information technology, healthcare, and skilled labor
  • MConsulting Solutions (www.mconsultingsolutions.net), Adelaide, South Australia, Australia
    • Focus is on executive, commercial, healthcare, sales, operations, mining and sporting recruitment
  • Excelerate Resources (www.exres.co.uk), Warwick, United Kingdom
    • Specializing in the beverage, leisure, and retail sectors
  • Kites Consulting (kitesconsulting.us), Dublin, Ohio, USA
    • Exclusive focus on information technology
  • BSI People Pty Ltd (www.bsipeople.com), Sydney, New South Wales, Australia
    • Specialist recruitment firm with a focus on information & communication technology and human resources services
  • Max Populi, LLC (www.maxpopuli.com), Pittsburgh, Pennsylvania, USA
    • Providing retained search, contingency search, contract recruiting, international recruitment, BPO, and RPO
  • TDM & Associates LLC (www.tdm-assoc.com), Champaign, Illinois, USA
    • Providing search services to manufacturing, banking, non-profit, and agriculture industry clients
  • Acavi (www.acavi.fr), Paris and Lyon, France
    • Specialized in human resources for companies working in life sciences, chemicals and materials science

“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 independent 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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Manpower Reports Positive Global Hiring for Q3

June 22nd, 2016 by Veronica Blatt

world clocks representing global hiringManpower has released the results of its latest Employment Outlook Survey. For the upcoming three months, global hiring is expected to grow in 40 of the 43 countries surveyed. However, growth is many of these areas is expected to be slower than the previous quarter as well as on a year-over-year basis. Following are some highlights from the survey results:

The Americas

  • The strongest hiring outlooks were reported in Guatemala and the United States. Construction, services, and agriculture are especially strong sectors in Guatemala, while in the United States, growth is anticipated in both the leisure/hospitality and wholesales/retail trade sectors.
  • Canadian employers expect to see growth in all areas except mining. Depressed energy prices appear to be causing overall slower hiring on a year-over-year basis.
  • Brazil’s slow hiring is expected to further deepen. This continues a trend that started in Q4 2011, with employer confidence dropping to its lowest level (again) since 2009.

Asia Pacific

  • Nearly 15,000 employers in eight countries participated in the survey. While there is expected to be some hiring activity across the board, momentum is slowing across the region.
  • Once again, employers in India report the strongest hiring plans, with more than one-third of employers expecting to increase payrolls during the quarter. The strongest sectors look to be services and transportation/utilities.
  • Like Brazil, hiring plans have weakened in China in all industries and sectors in comparison to both the previous quarter as well as last year. The largest declines are in finance, insurance, and real estate.
  • Taiwan is reporting increased hiring in the upcoming quarter after five consecutive quarters of decreases.

EMEA

  • Hiring forecasts are mixed across the region with increases expected in half of the countries participating in the survey and decreases in seven. Growth is expected to be slower than last year.
  • A strong manufacturing sector in Romania helps position that country with the most optimistic outlook for the upcoming quarter, buoyed by similar strength in construction.
  • The hiring outlook remains positive in the UK despite the turmoil associated with the “BRexit” referendum. The best opportunities for job seekers will be in construction, finance/business services, and utilities.
  • Employers in Italy and Switzerland are reporting flat hiring for the upcoming quarter.

What global hiring activity are you seeing in your niche? Comment below!


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.