Recruiting Candidates in a Driven Market…….

Today, we’re going to share some great articles about, Recruiters these 5 steps will make sure you and the hiring manager are o the same page, 4 Steps to a company career page make over that your whole team will be on, The secret to recruiting in a candidate driven market. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Recruiters these 5 steps will make sure you and the hiring manager are o the same page: This one is for all of the recruiters out there: Whether you’re a seasoned pro or just starting out, chances are you’ve been in a situation where you’ve spent weeks working on an open role, only for the hiring manager to toss all of your submittals into the “no” pile. Before you start to imagine all of the ways to secure the manager’s imminent demise (exploding box of glitter, compromising viral SnapChat, you get the idea), consider the fact that it doesn’t have to be this way. …Read More…

4 Steps to a company career page make over that your whole team will be on: Your careers page is, in most cases, your first impression to a prospective candidate. It’s the single most important page for your employer branding. It’s what can make a candidate fall in love with your mission and apply right away—or quickly bounce and never come back. …Read More…

The secret to recruiting in a candidate driven market: I want to share a story with you. It’s about a particular pain in the backside who has caused me no end of problems lately. Here goes. As you might have guessed, this story is about a candidate. I’d been working with ‘X’ for several weeks; we’d covered what salary he was on; what he was looking for; his ideal role and overall motivations. His type of profile is extremely sought after in my industry, so …Read More… “To improve is to change; to be perfect is to change often. Winston Churchill

Staffing marketplaces: 4 ways they help Recruiters increase their billings

RecruitAlliance.comFor talent acquisition professionals, recruiting marketplaces (also referred to as Vendor Management Systems from the Employer side) are websites where companies post their fee-eligible jobs and recruiters submit their qualified candidates.  The job posting employers update the candidates’ status in the marketplace, as they move through or are rejected from the hiring process.  How can recruiters leverage this emerging trend to make more placements and earn more money per year? Let’s take a look at the top 4 ways staffing marketplaces help recruiters increase their billings, while reducing the need to make additional business development calls.
  1. Jobs posted in marketplaces are real openings with urgent needs.  One of the most exciting parts of a recruiting marketplace is the fact any participating employer must post their fee-eligible jobs.  Employers agree (per terms and conditions of participation) that the job is a confirmed opening.  When recruiters work outside of a web-based platform, they may receive a job order, but once a candidate is submitted the recruiter never hears back.  Recruiting marketplaces help to ensure search professionals spend less time working on unqualified jobs.
  2. Recruiters can view hiring stats on the Employer, prior to submitting their candidates. Most marketplaces provide access to valuable data on the employer that shows how long they’ve been a member, how many jobs they’ve posted, what their average time is to provide feedback, and how many hires they’ve made through the marketplace.  When a staffing specialist sees an employer who is not receptive to candidate submissions, they can determine the value of that job order to their agency.   This insight allows the recruiter to focus on job orders they know they can fill, and thus increase revenue.
  3. Marketplace websites track all candidate submissions and hires. Outside of a marketplace, recruiters may email, fax or verbally present a candidate to the hiring manager.  That candidate may not be hired immediately, but months later the employer can opt to move forward.  If the recruiter is not tracking all of their past candidate submissions, this scenario can create high financial loss for an agency.  With staffing marketplaces, all activity by both recruiters and employers is tracked and managed, to keep all parties in compliance with the rules.
  4. Streamlined billing and payment system. Many recruiters find their Clients’ invoicing and payment process to be lengthy, and designed to hold up payment to the recruiter.  When working through a recruiting marketplace, most offer billing and invoicing that can be completed directly through the website—saving all parties time and money.  Instead of jumping through hoops to collect their fee, recruiters can spend only a few minutes to see that their invoice is submitted and know when they will receive their payment.
Recruiting marketplaces or Vendor Management Systems are quickly becoming the preferred way third-party agencies connect with top employers to gain access to their fee-eligible job orders.  While some recruiters feel they are giving up an element of control in the recruitment process, others are finding it’s an efficient and effective way to make more placements in less time—all while increasing their billings year over year.   RecruitAlliance is a recruiting marketplace that has been in business since 2001.  Recruiter members gain access to job orders with exceptional companies like Wells Fargo, Bayer, Wesco, and many more.  To learn more, visit http://www.RecruitAlliance.com.

Recruiter Connection: 4 Tips to writing more engaging sourcing emails

RecruitAlliance.comYou’ve just located a batch of candidates who match your Client’s requirements, and need to craft a compelling email that will garner the recipients’ interest.  Writing quality, engaging networking emails to target candidates is an art, much like that of building relationships in any other business endeavor.  Many passive candidates are not available or reachable by phone initially, so as recruiters, we must do a better job attracting top talent through the use of email.

We can’t continue approaching A-players with a “cold call” approach, and expect to have a productive conversation that leads to a hire.  Instead, it becomes important to generate a cohesive and consistent message that warrants further discussion between the candidate and yourself.  In effect, you are putting together the building blocks of a consultative relationship between yourself, the candidate and the Client.

How does a recruiter create an email that will receive a response?  What ways can an initial email motivate the candidate to click through the email or pick up the phone and call you?

Here are 4 tips to write better sourcing emails that will glean positive results in your active and passive candidate email campaigns.

  1. Conduct the appropriate candidate research and keep the message tone personal. You may have a list of individuals who hold the experience and credentials that would be considered for your opening.  Take the time to review their LinkedIn profile, and get to know more about them.  Incorporate specific, personal information about them in the email, and relate it to the Client or job opportunity so they can visualize themselves as the read the message.  The recruiter must frame the email appropriately, so the candidate will open, read and respond to it.

  2. Grab the candidates’ attention by following them on social media—then sending the email. One of the best methods of researching any candidate is by reviewing their LinkedIn, Facebook, Twitter, or other social media accounts.  Recruiters should follow target candidates, and in turn, there may be name recognition once an email is sent.  Always focus on creating a warm contact environment, versus having to do the infamous cold contact.

  3. Keep the messaging brief and to the point. Recruiters need to remember that candidates want to know what’s in it for them.  They are too busy to read your agency bio, learn about your career as a recruiter, or review any unnecessary information.  When you receive a resume, think of the amount of time you take to review it.  The candidate has those same six seconds to determine whether your communication is of interest or worth their time to read.  Recruiters have to generate messages that pack a punch in a very small amount of verbiage.

  4. Drive results and make appropriate follow-up. Create a sense of urgency, and always let the candidate know what they need to do next.  Instead of closing your email with an open statement; “I look forward to hearing back if you’re interested,” provide a closed statement assuming their interest, and provide them with three times to connect.  Those candidates who are open to new opportunities will follow your instructions.  Individuals who are not looking at the moment, may keep your contact information for future reference or provide you with referrals.  Always ensure that the emails you send are sharable, and request any referrals they may have.  If you don’t hear back within 3 days, send a follow-up message to the candidate that provides them with additional reasons to connect with you.  When no response is received from this message, always send a third and final attempt, letting the candidate know you are closing out the job and moving on with other candidates.  The final email provides the recipient with closure, and allows you to referrals for a final time.

Engaging candidates via email can be an effective way to source top talent, when you use the 4 simple tips provided.  The following tips will also increase the chances that a passive candidate will open and respond to an unsolicited e-mail:

Uncovering and locating A-player candidates can present its own unique challenges, but email can certainly provide you that initial introduction that opens the door to many more hires annually.

RecruitAlliance is a talent acquisition marketplace that connects Employers with full-fee job orders to agency and independent recruiters who are ready to submit their qualified candidates for consideration.  To learn more about RecruitAlliance, go to www.RecruitAlliance.com.

Recruiter Harder VS. Recruiter Smarter……

Today, we’re going to share some great articles about, Inbound recruiting is killing your talent, Recruiter harder VS. Recruiter smarter, Recruiter secret #36. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Inbound recruiting is killing your talent: Most recruiting done today is inbound recruiting. This is organizations posting jobs everywhere, people seeing these jobs and then applying. These candidates are coming ‘inbound’ to you in some form or fashion – into your ATS, into your email, showing up at your front door, ….Read More…

Recruiter harder VS. Recruiter smarter: I had a boss who used to love coming in and giving the generic management direction of “we need to work smarter, not harder”! Thanks, Einstein. Now, are you willing to tell us what the heck that actually means!? In the recruiting game today, I know …Read More…

Recruiter secret #36: Everyone wants to know the secret to great recruiting. Candidates want to know how to get into companies. Recruiters want to know each other’s secrets to finding great talent. No one seems to be sharing their secrets, but I will! Recruiting Secret #36. …Read More…

“We may encounter many defeats but we must not be defeated. Maya Angelou

HR- Checking References……

Today, we’re going to share some great articles about, 6 Things you didn’t know about reference checking, The art of negotiation: 5 Steps to getting the salary you deserve, Prepare for mass retirement with intelligent workforce solutions. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

6 Things you didn’t know about reference checking: What’s there to know about checking references? A lot more than you might think. Here are six things you may not have known about this very common — and very crucial — practice: 1. Reference Checks and Background Checks Are Not the Same Thing Do you do both? If so, make sure you’re getting useful insight from each and not just duplicating your work. For example, if you use reference checks to verify employment history, then you’re not learning anything new. You could have gotten that information from the background check. … Read More…

The art of negotiation: 5 Steps to getting the salary you deserve: Salary negotiation early on in one’s career has the potential to gain them anywhere between $500,000 and $1,000,000 throughout their working life, and yet only 37 percent of millennials report ever asking for a raise. Whether that’s because they got a raise before they asked for one, were uncomfortable negotiating, or don’t want to seem pushy, there’s a ton of money millennials are leaving on the table simply because they just didn’t ask for it. …Read More…

Prepare for mass retirement with intelligent workforce solutions: In a 2015 survey, the Society of Human Resource Management (SHRM) found that approximately one-third of employers were concerned that pending retirements would become a problem for their organizations. Why? Because according to the Bureau of Labor Statistics, 10 percent of the workforce will be eligible for retirement in the coming years. …Read More…

“Better three hours too soon than a minute too late. --William Shakespeare

Recruiter’s Attract Best Talent…….

Today, we’re going to share some great articles about, 4 Quick ways to optimize your resume for ATS’s, How independent workers can utilize the On-demand economy to find work, 3 Ways to help your recruiter attract the best talent. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

4 Quick ways to optimize your resume for ATS’s: If you’ve been applying for job after job without hearing anything back, there’s a good chance that applicant tracking systems, or ATSs, are to blame. Not quite sure what exactly an ATS is? During the recruitment process, most companies use them to filter applicants and find the most compatible candidates. The problem ….Read More…

How independent workers can utilize the On-demand economy to find work: The life of the independent worker, although rewarding, has always been plagued with uncertainty. Whether one has decided to embark on a more flexible career path by choice or has arrived there unwillingly (through loss of full-time work or the inability to find a full-time job in their field), the struggle to find steady gigs and earn a decent living while doing what you’re passionate about never really ends. …Read More…

3 Ways to help your recruiter attract the best talent: As an employer, you know that it’s not enough to fill empty chairs with disinterested bodies. You need to invest in people who will boost sales, innovation, and the company’s bottom line. But your recruiters can’t seem to pull the best talent. Why not? Many candidates feel that, despite recruiters’ best efforts, the recruitment process is impersonal and off-putting. These unsatisfied candidates are taking their talents elsewhere – to employers that provide more engaging and convenient recruiting processes. …Read More…

“All our dreams can come true if we have the courage to pursue them. ~Walt Disney

HR Technology Terrorizing Candidates……..

Today, we’re going to share some great articles about, 6 Reasons why you should consider working for a startup, HT Technology: Terrorizing the candidates, Employer advocacy, how a global software company is nailing it. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

6 Reasons why you should consider working for a startup: The thought of working for a small company that has just started might seem a little bit daunting. Everyone has heard the horror stories. Long working hours, lower salaries, tiny office space …Read More…

HR Technology: Terrorizing the candidates: Gullible HR executives have turned hiring into a big, noisy system by adding more and more technology to what’s really a simple task. Here’s how a good employer hires. …Read More…

Employer advocacy, how a global software company is nailing it: Employee advocacy. Everyone’s talking about it. But who’s actually doing it, and who has a story to tell? Let’s find out. I’ve spoken to Alli Soule of SAS, a global software company to learn more. Have a listen on iTunes, or keep reading for a summary of our conversation. …Read More…

“In order to succeed, we must first believe that we can” Nikos Kazantzakis

Smart Companies Going Remote…..

Today, we’re going to share some great articles about, 4 Reasons why smart companies are going remote, Looking for flexible work in 2016? Try one of these 5 job categories, Looking for flexible work in 2016? Try one of these 5 job categories. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

4 Reasons why smart companies are going remote: As someone who loves and is lucky to live near the ocean, I enjoy occasionally working remotely near the beach, with a cup of coffee and a laptop, enveloped in the soft sounds and cool breeze of the ocean. Fortunately, improvements in technology and new business mindsets have made it possible to do so much more often. …Read More…

Looking for flexible work in 2016? Try one of these 5 job categories: Flexible work, remote positions, and telecommuting arrangements are proliferating across industries, but according to FlexJobs, five job categories in particular are experiencing particularly quick growth in terms of flex work …Read More…

How you’re scaring away great talent: On a daily basis, recruiters hear stories about challenging interviews and horrible bosses. Recently, I met someone in line at the grocery store who told me about a marathon interview session he had just endured. He was sharp, had a great mix of work experience, and went to a good school. He was a top-notch candidate and could have his choice of job opportunities. …Read More…

“Once you have commitment, you need the discipline and hard work to get you there.” – Haile Gebrselassie

Mobile Recruitment: A Guide for Talent Acquisition

Mobile-Recruiting-BlogMobile Recruiting is a recruitment strategy that uses mobile technology to attract, engage and convert candidates. Whether your company uses such tactics as mobile career sites, mobile recruiting by text, mobile recruiting apps and social recruiting – or a combination of them all, this is one facet of search every company should invest their time in today. What is your company or staffing agency doing to leverage this trending technique?  How can an organization effectively increase their candidate pool through mobile recruiting?  Let’s take a look at the top 6 ways to utilize a quality mobile talent acquisition strategy.
  1. Candidates are 86% more likely to review your jobs on their mobile device than on their computer. A recent Deloitte survey revealed that 90 percent of people check their mobile device within one hour of waking up, 50 percent of people check their phones 25 times per day and 10 percent of us do it 100+ times per day.  The broad majority of candidates are already researching and applying to opportunities via mobile device and recruiters must be ready to instantly engage those individuals on any device, immediately. If your company or agency does not have an adequate mobile strategy now, you risk losing your candidate audience and being overtaken by your talent competition.  If you don’t have a mobile website, it’s crucial to invest and roll-out your fully optimized site as soon as possible.
 
  1. According to LinkedIn Talent, 74% of active candidates and 62% of passive candidates are opening and reviewing jobs sent to their inbox. Once you have your mobile site up and running, it’s important to incorporate a job alert option.  Candidates who visit your career page can search for jobs that match their background and experience, and elect to have new job openings sent via email on a regular basis.  Make sure all emails are automated and formatted appropriately for viewing across all types of mobile devices.
 
  1. SMS messaging is a quick and efficient way to connect and engage candidates after they have applied on your site. Over 60% of recruiters are using text messages to contact candidates, and it makes sense. Since most Millennials have their phone on or near them most of the time, recruiters want to reach them through their phones, using the same notification systems they use for contact with friends. It’s important to text candidates the right way, or you can turn them off to your company and your open position, very quickly.  For recruiters using an iPhone or Android mobile device, there are apps such as Text-Free Ultra, which allow you to set up a local phone number for texting and voicemail – so you don’t have to give out your private cell number.
 
  1. Utilize a tablet or mobile phone to capture talent at recruiting events. Whether you’re at a campus career fair or a networking event, leverage mobile Talent Network forms to easily collect candidate information via a mobile device such as a tablet.  Best of all, use CRM workflows to automatically tag and route candidate information into their own talent pipelines so you can engage with candidates when you get back in the office.
 
  1. Leverage social media pages to post jobs, and engage with current employees to grow your talent community. Posting job openings on social media is easy and free. Information spreads across your network and even if no one is interested or a good fit for that role, they might know a strong candidate. When building your online network, don’t forget your biggest resource: your current workforce. Everyone at an organization can support recruiting efforts. Internal recommendations and referrals are a great way to find reliable people. Having employees help announce job openings in their LinkedIn and Facebook status updates, expands your reach to people who aren’t directly connected to your company.  Social media recruiting doesn’t follow the rules of the old standard job posting: publishing a job ad and waiting for the inbound of resumes won’t work here. In this new environment, the best approach is to constantly work on building relationships that you can rely on when it’s time to hire, accessing a pipeline of candidates that already showed interest in working for you, or access trusted influencers that can help you connect to the right people.
Although many Fortune 500 companies have only begun to exploit the potential of mobile recruiting, innovators are plowing ahead with the next generation of mobile recruiting. RecruitAlliance is a Vendor Management portal that connects hiring companies with quality staffing agencies.  Employer access is available to qualified companies at no cost, and it simplifies the process of engaging and working with search firms and agencies.  To learn more, visit www.RecruitAlliance.com.    

Job Board Gets a Boost……

Comments Off on Job Board Gets a Boost……Written on August 10th, 2016 by
Categories: Third-Party Recruiters
Today, we’re going to share some great articles about, Job boards get a boost with Randstad’s acquisition of Monster, 4 Ways that I can tell if someone I’m Interviewing has a passion about the job, HR Technology Terrorizing the candidates. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Job boards get a boost with Randstad’s acquisition of Monster: Early this morning the news broke that staffing company Randstad is buying Monster Worldwide. The Trumpasaurus finally has a new home. After several years of looking for a new owner, Monster will stay a stand alone company under the Dutch …Read More…

4 Ways that I can tell if someone I’m Interviewing has a passion about the job: You want candidates who are passionate about what they do for a living, don’t you? Of course, you do. But passion for a profession is tough to get a grip on.  There’s a lot of fake passion out there. Enthusiasm is great, but it’s not passion. Passion is what keeps you grinding for days on a …Read More…

HR Technology Terrorizing the candidates: Gullible HR executives have turned hiring into a big, noisy system by adding more and more technology to what’s really a simple task. Here’s how a good employer hires. …Read More…

“Success is not final, failure is not fatal: it is the courage to continue that counts.” - Winston Churchill