10 Unique Recruiting Ideas to Win Top Talents

Attracting talented recruits is not a matter of chance. In today’s competitive job market, a killer recruitment strategy is a must. A lone job advertisement will no longer do the trick especially with the stiff competition for talent.

Recruiters also deal with the fact that most top-tier employees are already gainfully employed.  So, how do you win the best candidates in a tight talent market? Here are some unique and creative ideas:

1. Arrange a group interview

A group interaction is an excellent way to assess a job candidate’s personality, communication skills, and knowledge. It helps you shortlist a big pool of applicants saving you time and effort in doing individual interviews.

A well-structured group interview conducted by a skilled panel of interviewers is the perfect setting to identify the best of the best among your candidates.

2. Attend events

Ditch the job fair and look for talents in community events. If you’re looking for a programmer, for instance, try attending a tech event in your area.

You can also use social networking websites like Meetup to keep you posted on local events and happenings.

3. Consider AI tools

AI or artificial intelligence is a promising recruitment tool that can help you select the strongest candidate without the hassle of going through thousands of resumes.

There are different AI recruiting tools that serve diverse purposes such as screening a candidate’s social media accounts, providing job application tests, scheduling interviews, answering candidate questions, and articulating job descriptions, among others. AI does the legwork for you giving you more time to focus on preparing interviews and closing job offers.

Companies like Airbnb, Facebook, LinkedIn, Lyft, and Upwork use at least one AI tool in their recruitment and hiring process. Big names in the automotive industry such as Fiat Chrysler and Tesla also swear by AI tools like Mya, a recruitment chatbot developed by FirstJob. These companies cite increased productivity and reduced costs as some of the advantages of automating a portion of their recruitment process.\

4. Be creative with advertisements

Catch people’s attention with a wacky commercial, a humorous podcast, or an eccentric billboard like Google’s famous billboard puzzle. You can also produce a short YouTube video, advertise on social media, and buy relevant keywords on Google AdWords.

Remember to keep your ads fun, catchy, and memorable. Your goal here is to whet the curiosity of potential employees. Heightened public interest is also a bonus!

5. Host an open house

An open house is a win-win for both the recruiter and the candidate. For the latter, it’s an opportunity to get a feel of the company and its culture. Meanwhile, for the recruiter, it’s a fantastic way to narrow down your selection and to see who’s really going to take that important first step to pursuing their application. Plus, it would be great to see how your applicants interact in a group setting.

6. Set up employee referrals

Your current employees are the most qualified to recommend a promising job candidate. They know your company better than anyone else, so they have a good sense of who’s going to be a perfect fit for both the job and the organization. Odds are they also have excellent connections in the industry.

Get your employees involved in the job search and incentivize the process to keep it fun. You can give away cash incentives, gadgets, vacation leaves, or a premium parking spot for every successful referral.

7. Organize a competition

In 2010, advertising giant, Ogilvy & Mather, launched a viral contest dubbed as “The World’s Greatest Salesman.” The challenge is to sell a brick to win a paid fellowship with the agency.

It was an incredible way to capture the interest of potential employees, and the competition itself was a means to assess the candidates’ skills.

8. Participate in online forums

Scour online communities like Reddit and Quora, and search for discussion threads relevant to your job posting. Chances are there are thought leaders in these forums who have the skills and qualifications you’re looking for.

9. Use social networking sites

Social media platforms like LinkedIn, Facebook, Twitter, and Google+ are fast and simple tools that can connect you to your next dream hire. Each platform offers a unique feature that gives you access to an expansive network of profiles.

LinkedIn, for example, has filters that allow you to find potential candidates according to their location, work experience, and skill set. You can also use these platforms to advertise your job opening and increase engagement.

10. Go all out with a guerrilla campaign

Go the extra mile and launch an off the wall campaign that will not only attract top talents but also generate significant social buzz for your company.

Take inspiration from the famous “Who Cares?” campaign. To attract young people to fill 1,430 open positions in the military, the Swedish Armed Forces launched a guerilla campaign featuring a cryptic box placed in central Stockholm. A person sat inside the large box, and he/she could only leave if somebody volunteered to take his/her place. The campaign was a huge success both online and offline, as it generated over 200,000 website visits and 9,930 applications—more than double of the target 4,300 applications.

The competition for top talents is fierce. With more open positions than qualified candidates to fill them, recruiters must think out of the box to capture the interest and win the A-players in the field.

Attract rock star talents and unicorn hires with IPA’s RMS tools. Post your jobs and candidates today! Recruiting at it’s best!

What Recruiting Will Look Like in 2029

We all know that recruiting will not look like it does now in 10 years. But what will it be like? Which skills will be useful, and which ones will be obsolete?

After several generations of developing more powerful machine-learning tools and neural networks, computers will be able to speak at a level where humans cannot tell if they are speaking to a machine or a human. They will have vastly increased knowledge of human social behavior after years spent analyzing social media and online interaction. They will have analyzed vast amounts of data and be highly skilled in narrow areas of expertise. Their power will be integrated into programs and apps, guiding the user at each step. While human judgement will still be valued and necessary, many of the other traditional duties of the recruiting profession will likely be replaced with automated tools.

Scenarios are useful tools for thinking out of the box, for challenging us to think about what possible things might happen so that we can prepare for any eventuality. Some scenarios are very “out there” and may never be reality. But by thinking of these wild possibilities we shed light on the elements of them that could happen and what we would do if they did.

The real value of scenarios is helping us make contingency plans and helping us psychologically come to grips with an emerging future.

I have sketched out four scenarios for recruiting in 2029. What do you think?  Which one is most likely to happen? How do you react to these? How would you change your behavior if any of them were to come true?  Please leave your comments, vote for the most likely one, and leave your ideas for other scenarios.

Scenario 1: The Automated Function

Computers, artificial intelligence, machine learning, and blockchain will have automated recruiting. Hiring managers will not need recruiters, as they will have access to powerful apps that will do everything from creating job requirements to sourcing, screening, assessing, and recommending an appropriate salary. They will also communicate with candidates and, by using personality screening, engage them in ways guaranteed to interest them. With access to corporate data, strategic plans and other business data, these automated systems would help decide which positions should be permanent, contracted, or part-time.

Candidates also have access to automated tools that locate potential openings for them, assess them for those positions using the candidate’s social media, and offering them self- assessments. Apps will analyze corporate financial data to ensure that a firm is stable. They will also help match personal and career aspirations to the position. These apps interact with the corporate apps and together they recommend position and candidates.

Scenario 2: The Augmented Function

Computers, artificial intelligence, machine learning, and blockchain will augment recruiting. Hiring managers will need only brief interaction with a recruiter, as they will get advice from online tools and apps. Recruiters will remain essential to hiring success, as they will need to engage candidates, understand and overcome objections, and close on offers. While the computers will help identify job requirements and offer advice on selection, the recruiter will still make final decisions along with the hiring manager.

Candidates will use apps for access to more in-depth information about the company, its strategic and financial goals, and possible career opportunities. Tools such as Glassdoor will have evolved to be able to predict whether or not a candidate would be happy in that organization based on their personality and company knowledge.

Scenario 3: The Self-service Function

Hiring managers will be offered a series of self-help apps that can give them some independence from recruiters. For example, they could choose to use an app to help them create job requirements and give them advice on where to advertise the job. Another app might provide candidate assessment and rank candidates for the hiring manager. Still other apps could create offers and suggest salaries. But whatever apps they choose, they will still require a recruiter for advice and to do certain things such as interview candidates and close them.

Candidates will also have access to these self-service apps and use them to locate ideal positions that match their skills, personality, and values. The apps would provide comparisons of various similar jobs, and provide pros and cons about each one depending on the company reputation and Glassdoor reviews, the candidates’ values and skills, and, when available, the reputation and personality profile of the hiring manager.

Scenario 4: A New Profession Arises — Talent Concierges

Because automation has progressed so far, there is no need for anyone with the traditional recruiter skill set. Sourcing is automated, as is matching, screening, assessment, and all the administrative duties. A new job has emerged: Talent Concierge. This person engages candidates, closes them, and provides career guidance. They also influence and guide hiring managers using analytics and big data to help shape opinions. The talent concierge also has coaching skills and does high-level quality control and troubleshooting of the automated systems. Talent concierges may also guide candidates and provide advice and career coaching.

Need help with recruiting now and in the future? IPA can assist you with job alerts, candidate alerts, split placements, and a network that cares!


Technology is the way of life practically for everyone in all industries. In the field of recruitment, the impact of technology and the data it captures is becoming more pronounced in terms of enhancing the hiring experience for both the candidates and the hiring teams.

The labor market has become largely candidate-driven, which means that recruiters and companies are working harder to attract top talent. According to current  recruitment stats, on average businesses use up to 24 recruiting technologies to help improve their hiring process.


Technology and the data we capture from it has opened up new possibilities for recruiters and hiring managers to reach candidates. It is to these ends that recruiters need to incorporate technology in their hiring strategies.


The prevalence of technology has created higher levels of expectations from jobseekers who want a fast, straightforward application process. If you haven’t noticed yet, talent acquisition has become more like a marketer’s game for HR and recruitment professionals. It attempts to build a strong employer brand and a fun corporate culture, and then actively promote them on social media and other online platforms.

With each day that hiring proves to be a drag, recruiters are more likely to lose the best candidates to other firms, while companies end up spending more of their resources than what is necessary. 

To counteract this, here are some ideas to help you accelerate the hiring process using a digitally-driven approach.  


First-round video or mobile interviews offer flexible options for recruiters and job applicants alike since they help eliminate chances of delays in schedule and lengthy hours preparing for a face-to-face meet. Data says more than 60 percent of companies are now using video interviews for their hiring.


Among various recruitment trends related to company branding, this one needs to be explored more for its potential in increasing the response rate to job postings from roughly 12 to 34 percent. Corporate videos published on a company’s careers website enables candidates to get to know more about the company, its culture, and job offerings all in one place.


An ATS is a great help for recruiters and employers to sort through thousands of applications submitted to them, and with more and more people on mobile and social platforms, you need your ATS to be capable of leveraging these channels. When leveraging your ATS, consider your organization’s needs; i.e. accessing your candidates’ social media profile on LinkedIn, for example.


Technology has many salient features in itself, among which are its collaborative nature and its preponderance to data-driven analysis. These two attributes find great favor with hiring managers and recruiters when it comes to finding the candidate with the best fit for a particular role or company as well as employee retention.


For one, when firms use technology to collaborate with one another, they are deemed to be “best in class” for making it easy for their recruitment teams to manage the hiring process – from assessing candidates to exchanging feedback and making hiring recommendations.


Companies are also relying on technology to give them analytical data and insights in monitoring employee performance or tracking sources of hire so they can target the right candidates on the right channels.


Lately, however, the role of technology in preventing bias from marring the recruitment process for candidates has also come to light. As a backgrounder, Harvard University designed the so-called Implicit Association Tests to check on people’s bias, which may be unconscious at times, against others. The same test has been utilized by a global media outfit to increase awareness about diversity in the workplace and how it should be celebrated rather than avoided.

Since bias appears to be a natural tendency among humans, the idea is for recruiters to use machine learning or artificial intelligence technologies to reduce human judgment in the selection of candidates. For example, software-as-a-Service (SaaS) is being hailed in the HR sphere because it provides recruiters a candidate matching system that automatically tracks work performance alone, with no room for subjective, unfair, or emotional bias against the applicant.

Technology is seen as something that can help HR practitioners realize their own personal bias and enable them to take countermeasures. No less than Microsoft is raising the bar in campaigning for equal employment opportunities, choosing to recruit candidates with autism as coders as part of an experimental hiring program. The tech giant’s overall strategy was to immerse the apprentices in an engaging, less structured work environment using tools that were apt for their pace and style of learning.

These examples demonstrate how by using technology or the right recruitment software, organizations, specifically HR, talent acquisition or recruiters, can discover brand-new ways to connect with talent.  

Need recruiting assistance with a network that cares? IPA has the tools for you to succeed!

5 Reasons Why SMS Provides a Better Recruiting Experience

The future of recruitment is in the palm of your hand. Cell phones have become essential tools in our everyday lives, holding our calendars, documents, and so much more. One of the most significant functions, text messaging (SMS), allows people to respond to requests or questions in only seconds. SMS recruiting presents a unique opportunity that takes advantage of the tools we’re already using.

It’s no secret that a lot of time goes into researching the right candidates for a job. Between LinkedIn searches and resume scanning, it can be a long process. It’s increasingly frustrating then when recruitment emails or follow-up requests go by the way-side, getting lost in the clutter. It’s time to shorten the recruitment process while providing an easy path to success. Reaching out via SMS allows a creative approach that will immediately hit your candidate’s home screen.

The following are five reasons why SMS messaging provides a better recruiting experience:

  1. Cut through the noise

We’ve all received mass-produced messages in our email inbox that immediately go to the trash. SMS messages have 8 times the response rate of email, increasing the chance of your message being acknowledged. With text messages, recruiters can take the time to craft individualized messages that will catch candidates’ attention.

Many people pick up and check their phone over 100 times per day, which means your message is likely to be right there waiting for them. To maximize effectiveness, you can even use time-delay tools to ensure that your message arrives at just the right moment. A personalized, well-executed text says that you have a genuine interest in the candidate.

2. Expedite the hiring process

Shortening the hiring process is a win-win for everyone, and SMS messaging does just that. Sending emails back-and-forth is time-consuming and tedious. Candidates might miss an email or forget to respond. Texts are quicker to send, allowing more time to focus on other tasks.

Additionally, many candidates are likely already in a job and don’t want to be taking unexpected phone calls. Texting provides a quicker, more discrete way to send responses. SMS messaging, along with other tools such as chatbots, can help qualify leads more quickly and immediately put you in touch with the best candidates.3

3. Connect with candidates quicker

Time is of the essence in the competitive talent market. With current low unemployment rates, a business’ success depends on how quickly you can secure the talent you need. Texts are both briefer than emails and take less time to send. At the beginning of the recruitment process, automation can also be used to engage leads faster.

Keep in mind that the texts should be professional, but short. Don’t send a three-paragraph description of the open role. Consider having a number of SMS templates saved, so you’re ready for different sets of recruitment conversations.

You can also use SMS to schedule interviews quicker. Trying to determine a time to meet can often dissolve into a never-ending chain of conflicts and rescheduling. Get out of the endless loop of emails by sending quick texts or even a link to a scheduling platform. Say goodbye to the headache and get interviews scheduled in a matter of minutes.

4. Request a phone call

Phone calls might seem like a tool of the past, but they can be an extremely efficient tool to relay news or information. The crucial component of a successful phone call is that the candidate knows who is calling. If an unknown number appears, they’re likely to decline the call. A text explaining your interest in a phone conversation will help you avoid reaching their voicemail. It also ensures that they can talk to you at a time that won’t put them in an awkward position in their current job.

Overall, this method allows two people (with potentially chaotic schedules) to have a full conversation without having to meet in person or talk past each other over email. The key to sending an effective callback text is to keep your message short, positive, and engaging.

5. Provide helpful reminders

We can all use a little reminder at times. Set your candidates up for success with a quick text detailing important information for their upcoming phone screen or interview. It’ll help you both to be on the same page and ready-to-go. After all, there’s nothing worse than showing up late to an interview or waiting on a candidate who never shows.

For bonus points, you can give your applicants extra advice and some last-minute encouragement. The extra effort goes a long way and can set your company apart.

Utilizing communication channels like email or social media can be effective in certain situations, but they aren’t always the most productive way to reach job candidates. SMS messaging expedites the recruitment process to get important information out in a personalized, simple way. The technology for SMS is only improving and along with it your route to hiring the best candidates.

4 Top Hiring Strategies to Overcome Challenges in the Market

As you search for candidates in 2019 to fill new positions or vacated roles in finance and accounting, you should also orchestrate your hiring strategies. With low unemployment rates, supply is down and demand is up, along with the competition for top talent.

You aren’t the only manager impacted by this. In a new survey , 93 percent of CFOs said it is challenging to identify skilled workers for professional-level positions. It’s also taking them a month or more to fill the roles.

Hiring strategies that worked a few years ago may not work with today’s unemployment rates. Job seekers have the upper hand, and you may need to retool so you can set up your organization for success without unnecessary stress and wasted time and energy for you and your team.

Here are four steps to ramp up your recruitment for more effective hiring.

1. Complete critical planning stages

To find ideal candidates, it’s important to first do some strategizing. Before you announce your opening, sit down with fellow managers and identity the must-have attributes, experience and skills the position requires. Take note of what is absolutely essential and what could be taught on the job.

You can streamline your recruitment by doing these things:

  • Cultivate a talent pipeline — Odds are, you still have a list of people who applied with your department before and didn’t make the final cut but were a good fit for your company. Update the list with referrals from your employees and networks.
  • Create solid accounting job descriptions — Use information and input gleaned from your meetings with fellow managers. Be as specific as possible to capture the essence of the job, including key responsibilities and skill sets you need with a goal to hire the person who is the best match for the job and your work environment
  • Enlist help from your team — Your most senior staff members can save you precious time by helping process applications, screening resumes and narrowing the candidate pool.
  • Intensify your recruitment — Gone are the days when you could put up a job posting without any hiring strategies and watch the applications come streaming in. You need to cast a wide net to get the word out, using job boards, social media, networking and advertising.

2. Don’t dawdle with the interviewing

In a tight labor market, you don’t have months to hem and haw over candidates. If you wait, your competitors will swoop in and lure them away. When you spot top performers, you should act quickly — but not rashly — to bring them on board.

Make sure your interview process is efficient and productive with these tips:

  • Conduct phone and video interviews — A 10- or 15-minute phone interview is a good way to pare down the list of candidates and weed out possible bad hires before you invite anyone for in-person interviews. Using a video conferencing service like Skype, you have the added advantage of evaluating business etiquette, professionalism, speaking abilities and interest in the position.
  • Create a list of effective interview questions — You’ll want to ask each candidate the same questions to ensure you have a basis of comparison for gauging responses.
  • Cut down or combine rounds — You could lose your favorites with too many steps, so whittle your interview list to the top three to five candidates and look closely at the number of interviews and stages of approval you’ll require.
  • Stay in touch — Candidates can lose interest if you keep them waiting. Provide updates and respond promptly to any questions they have.

While you’re at it, test the office waters to make sure candidates mesh with your corporate culture. Aside from evaluating technical expertise, experience and soft skills, such as communication and presentation, have your chief contenders meet with the person who would be their direct supervisor and potential coworkers.

3. Perfect your hiring strategies for closing

Once you determine your top pick and have all your approvals, prepare an attractive — and flexible — compensation package.

With candidates commonly receiving multiple offers, more employers are willing to engage in salary negotiation. But to succeed, hiring managers need to stay up to date on the most current pay rates for finance and accounting professionals. Make sure your offers are in line with those of your competitors, and decide beforehand the upper limit of what you can offer. IPA has a list of job candidates and opportunities located on its RMS system. If your not a member, you should be! Contact our office.

Also, don’t forget that money isn’t the only factor people consider when choosing a job. If you’ve asked the right questions during the interview, you’ll know what matters most to the professionals you are recruiting — flexible hours, extra vacation time, tuition reimbursement and the opportunity to work remotely, for example. Be creative with employee perks beyond the paycheck.

4. Partner with a financial recruiter

You don’t have to do this alone. In fact, you may want to make this your first step in the process of finding and hiring skilled professionals.

Leading specialized staffing agencies know the current employment trends and have large networks of skilled professionals to meet your hiring needs. Top job recruiters will also have solid business alliances.

Take a good look at your hiring strategies and make sure they work for you and the organization. Companies that understand how to do it right will have an advantage in today’s job market. IPA is here to assist you with split placements and your recruiting needs. Recruit with the best!

What is your most innovative recruiting tip or hiring best practice?

You can learn a lot from years of hunting and hiring.

The Trick is to Know What You’re Hunting For

When you set out to hire, you need to know exactly what type of candidate you want. List all the traits that candidate would have. Do they need a certain number of years of experience? Should they be willing to travel? Do they have an MBA or another graduate degree?

Create your list, and always keep it in mind. You have to understand who you’re looking for before you start, otherwise you may wind up with someone who doesn’t fulfill your requirements.

Know What To Ignore

You should know what you don’t want in a candidate, too.

I know a CEO who gave the keynote speech at a COO training seminar, simply because he wanted to scout for a COO. He ended up writing off nearly everyone at the convention because they showed up late to the training seminar. He didn’t want someone who would brush off training, and he stuck to that—even when it meant getting rid of a lot of otherwise qualified candidates.

Knowing what you don’t want in a candidate is just as important when scouting for the right hire.

Don’t Be Afraid To Leave With Nothing

When hiring, don’t choose a candidate you don’t like because you’re desperate for anyone.

Remember, it’s always better to leave with nothing than to leave with the wrong candidate.

Preparation Is Key

A lot of companies put themselves in the opposite situation. They only hire when a gap appears. At that point, patience is no longer possible. They need someone now.

To avoid this, map out your hiring needs for at least one year out. Why? Because scrambling to hire someone is a sure-fire way to get the wrong candidate. Filling holes as they open leads to compromises, quick decisions, and less-than-ideal hires.

Have a plan in place for low growth, average growth, and hyper growth, so that you’re prepared for any situation.

IPA can help with your recruitment needs with a network you can trust! Recruit and list some fantastic employees with our unique RMS system. We are only a click away! Happy Recruiting!

How to Keep Second-Place Candidates Interested in Your Company

Every once in a lucky while, you’ll reach the end of the interview process with two candidates who would both make a great addition to your company. While you might have a hard time deciding between them, ultimately something will tip the scales in one candidate’s favor — perhaps one has more experience under their belt, or possesses hard-to-find skills. It can be tough to let that other candidate know that you’ve chosen someone else for the job — but the good news is, you don’t need to let them go entirely.

It’s always beneficial” to nurture relationships with second-place candidates. “‘Second place’ candidates have many times been the one to receive the offer, for a wide variety of reasons — the first place candidate withdraws[…] or the first place candidate doesn’t pass the drug or background check. Also, the next assignment that comes in may fit the second place candidate so nicely they become the first place candidate for the role!

But how exactly can you keep a second-place candidate interested if you don’t have an opportunity for them at the moment? Here are a few of the top tips.

Let Them Down Gently

An interested candidate never wants to hear that they didn’t get the job, but if you message it correctly, you can leave them feeling good about themselves and open to future opportunities. It shouldn’t feel artificially cheery or phony, though — make sure you’re authentic in your response.

If we think the person is a good fit, we make that known. Often, we, or our recruiter, will have a phone conversation with them which goes like this: ‘We had lots of great candidates who applied for the position. We think you would be a great addition to our company, however, [we] have chosen to offer the position to another candidate. Would you be open to hearing from us in the future?

Explain the decision to go with another candidate[…] Offer any interview feedback if needed, but also say it was a tough decision on the team and would love to hire both but just don’t have the budget right now and that you’d [like] to stay close for future opportunities.

If you know a timeline of when that budget might come in, or when a role fitting their experience and skills may open, make sure to share that with them.

Establish Ongoing Communication

HR experts agree that the best way to keep a strong candidate interested in your company is to proactively engage with them.

Follow up with them every few weeks. This is often overlooked because it is cumbersome, but following up with a potential candidate every few weeks can not only keep [them] interested, it can also build their appreciation for your organization.

And of course, keep candidates in the loop regarding new opportunities.

Be Honest on Timing

It’s understandable to want to keep a candidate on deck, but if you’re interacting with them for months on end and have no idea when a relevant position will open, you need to let them know.

That being said, as long as you’re open about what the candidate can expect, there’s nothing wrong with engaging them as long as they’re still interested.

So the next time you have to choose between two stellar candidates, don’t lament having to let open of them go — see it as a valuable opportunity to grow your talent pool.

7 Tips to Becoming a Better Recruiter in 2019

Being a recruiter allows you the freedom to be creative in your profession. Many recruiters love their jobs because they build a world around them — a world of career-minded, driven, money-motivated, and competitive professionals.

The world of recruiting is full of endless opportunities, doors flying open and fulfilling success that you could have never imagined. Perhaps you want to travel the world, build a family or maybe you want to become a subject matter-expert in something you are passionate about.

What Makes a Good Recruiter?
As recruiters, we are gregarious, assertive and curious by nature. A recruiter is essentially a sales person — presenting top talent to leading organizations who are looking for the missing piece of their puzzle. One of our top recruiters in the big data space describes it best: her candidates are so rare she often refers to “finding a unicorn” when she identifies the perfect fit for a role.

If you are strong willed and personable with a passion to succeed, then you have what it takes to get started in the world of recruitment. There is no exact formula for success as a recruiter, it takes hard work, dedication to your industry and of course, you have to earn it.

1. Become a sourcerContact other staffing firms in the area you would like to recruit for and learn the style that they are using. This will allow you to master the screening of resumes, conducting phone interviews, and see how this firm conducts the client interview process.

2. Network on LinkedIn with like-minded people. Join groups relevant to your education, interests and geographical region. Maximizing the number of groups you are in will also maximize your network and you will be able to view and connect with more professionals who are relevant to your desired career path. Many people post available positions to their alumni groups and you then have a direct contact regarding the position.

3. Attend as many networking events as possible. While LinkedIn and career pages make it much easier to apply and learn more about available positions, nothing replaces the power of an in-person intro and exchange of business cards. IPA conferences offer a good networking opportunity. Stay up on your local events via a variety of organizations: www.meetup.comwww.eventbite.comwww.bizjournals.com.


4. Market your agency with a sell sheet. Your resume is undoubtedly a place to sell your work history, but this can also be done on a company wide basis. How many job seekers are “organized?” Break the mold and showcase expertise and personality to really stand out to candidates and clientele.

5. Pick up the phone. Following up with a phone call after you submit a job ad or placement. This will ensure that you are staying front of mind and aren’t throwing your resume into cyber space.

6. Ask for help. You might not know everything about getting into the recruitment industry. Ask questions of people you know who are familiar with the industry, as well as friends of friends who might be able to get in touch with the right person. The IPA Recruiter Network is the perfect avenue!

7. Do your homework. Research companies that have good reputations and are known for hiring people new to the industry.

If you want in, then get in! Get those postings on the RMS to maximize your chance at getting splits. Let’s make 2019 the best yet!

How Promoting a Client’s Company Culture Can Help You Find More Candidates

Have you ever wondered how to get more candidates for job openings, or candidates more suited to the needs of your clients? It can be tough, especially in a market with very high employment, such as the one we’re currently in.

Ah, but there’s a secret weapon. It’s the company’s organizational culture. Culture is what determines whether a workplace is friendly and open or a place where everyone minds their own business. It can determine the degree of flexibility in a workday. It’s reflected in whether people would rather hike on the weekends or binge-watch television. If you create a “cool” culture in the working environment, your way ahead of the game!

You can potentially attract more candidates by focusing on a company’s culture. You’ll need to elicit aspects of the company’s culture from your clients, of course.

Here are three questions to focus on in building awareness of your company’s culture:

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3 Tips You Need to Know About Split Sharing

Split sharing, sometimes called split fee recruitment, is a valuable and productive model used in the staffing business. It’s a revenue-sharing model that builds the network of everyone involved. In split sharing, often one agency contracts recruitment out to other recruiters. The recruitment fee is then split between the recruiters and the agency.  This is one of the greatest benefits of being a member of IPA.  You share in the profits with a partnering agency.  Read our three tips below:

Here are three tips you need to know about split sharing.

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