Grow Your Agency: 5 Tips to Recruit Recruiters

Are you contemplating hiring one or more recruiters to build your team? When you ask most owners/managers how they can quickly boost their billings and increase profits for their agency, the conversation quickly turns to recruiting recruiters. What are the winning qualities to identify in recruiter candidates? Is there a magic formula that will ensure success, versus costing you a fortune in payroll?

Here are five qualities to look for when interviewing and qualifying new recruiters for your agency.

1. Does your candidate clearly display a positive attitude and solid people skills? The world of staffing and recruitment is a people business. One of the first and most important items for an owner to establish is whether or not their candidate can effectively communicate with all types of people. Does he or she display emotional maturity that will facilitate business relationships with executives in the field your firm specializes in? Does the prospective recruiter come across as someone you'd be friends with, or do they have a negative demeanor? If you leave the interview with any doubt in your mind on these questions, you reconsider hiring this individual.

2. Previous sales experience should always be a requirement. Corporate recruiters are essentially an extension of HR, and that's a different animal. In a search or staffing firm, having experience with 'a sales process', understanding metrics, and conversion creates a solid foundation to attain success. Since many agency recruiting jobs include a small base salary plus commission, or are 100% straight commission, it's imperative to only consider those individuals who understand the competitive and time-sensitive nature of running a full-desk.

3. Has your prospective recruiter ever worked on the phone? Since nearly 95% of an agency recruiter's time is spent cold-calling, screening and interviewing, making follow-ups, and marketing candidates by phone, it makes sense that an owner/manager should look for candidates with previous phone sales or phone customer service experience. While it's possible to train recruiters to work effectively on the phone, it can take some time to bring him/her up to speed. Phone experience goes a long way in determining the potential success of "the desk."

4. Does your candidate possess intermediate computer skills across basic business applications, and can they conduct research on the Internet? Since we're in the technological age, it may seem rare that there are candidates who aren't computer saavy. Even if you have a recruiting candidate who was previously a top performer in sales, has extensive experience on the phone, and great people skills--if they can't accurately access and input data in your ATS or reformat a C.V. in Microsoft Office, you'll have performance issues. To ensure your prospective recruiters can adequately use the computer for their job, many agencies opt to do pre-employment skills testing. Whether you own a small, boutique agency or a large firm, evaluating your candidates' skills up-front, is a wise investment.

5. Establish the fact your candidate is money-motivated. Let's face it--recruiting can be a tough business. If your candidate is not impacted by the amount of money they can make in this industry, it would be easy to walk away from your company. During the interview process, determine what motivates this person. Learn how your potential recruiter defines 'a win', and see if that fits your definition. Look at this individual's past earnings, and analyze whether your job aligns with what this person has earned previously. Ideally, it's best to locate candidates who get excited by generating high billings, but also enjoy helping their candidates change their lives, with a great new job.

You can grow your agency without hiring a recruiter-employee or contractor. SplitAlliance, powered by RecruitAlliance, is a split job network that helps search and staffing firms build their business, without the investment of hiring employees or contractors. The process is simple, effective, and safe:

1. Sign up for a membership on SplitAlliance.
2. Post all of the jobs you're not filling internally, and upload your split fee agreement.
3. Other recruiter members will begin referring their candidates to you for your evaluation and feedback.
4. If/when a split partner's candidate is hired by your client, you pay the agreed upon split fee.
5. Repeat the process over and over. All activity is tracked and managed, so you remove the potential of disputes or issues.

Sourcing, identifying, and hiring recruiters for your agency can be a challenging task. Knowing the traits necessary to be successful in the talent acquisition industry can help firm owners on-board the most qualified individuals, who will ultimately aide in the mission of increasing profits, over the long-term.

OFCCP Update: How it Affects Your Third-Party Recruiting Strategy


Is your organization aware of the recent changes made to OFCCP laws, and the level of impact it can create? Have you implemented a strategy to ensure your company reaches and maintains compliance, to prevent potential audits and fines? Do you have a system of checks and balances in place, to ensure your third-party recruiting vendors are documenting their searches per OFCCP guidelines?

Download - OFCCP Update:  How it Affects Your Third-Party Recruiting Strategy

This document will provide you with critical information on the following:

~ Learn the OFCCP's Internet Application Rule.

~ Gain an understanding of the impact of this rule on your organization's recruitment process.

~ Examine RA as a solution to ensure OFCCP compliance, while mitigating risk.

~ Gain access to additional Employer Resources, including links to the updated OFCCP manual from The Department of Labor.

This powerful White Paper will show you how to avoid potential audits, penalties, and fines for non-compliance.

To receive your complimentary download now, click here.

Did you know RA's solution can help you build a stronger candidate pipeline (both permanent and contract), expand your organization's Diversity strategy, eliminate the RFP process, ensure uniformity of contracts, and effectively control third-party recruitment costs?  Visit our website, or contact us to learn more.

The Split Job Networking Strategy: Happy Clients, Content Candidates, and Increased Billings

SplitAlliance - Build a Better Network!

As an independent or agency recruiter, do you regularly engage in split placements?  If you aren't, you could potentially be leaving thousands of dollars on the table annually. How can you start leveraging this powerful recruiting technique, and quickly explode your revenue?

Download The Split Job Networking Strategy:  Happy Clients, Content Candidates, and Increased Billings.

This powerful White Paper focuses on providing you with the essential information you need to implement split networking into your current business strategy.  Gain a better understanding of how this critical strategy can work for your business, such as:

~ What is split networking, and how does it really work?

~ Learn the pros and cons of split partnerships, and understand how to properly qualify potential partners before working together.

~ Should 'splits' be an occasional occurrence, or part of a long-term business strategy, to maximize your billings?

~ How you can achieve transparency through tracking, and implement your own split networking strategy in less than 24 hours.

Whether you're new to staffing and recruitment, or a seasoned veteran of the trade--you can't afford to miss out on this valuable White Paper.

Download The Split Job Networking Strategy:  Happy Clients, Content Candidates, and Increased Billings - today!

Did you know that SplitAlliance, powered by RecruitAlliance, not only facilitates split placement between recruiters...but also connects you to full-fee eligible job orders, posted by clients?  Stop cold calling companies to market your best candidates, and submit them directly to some of the top companies from around the world.  Visit our website, or contact us to learn more.

Passive Candidate Search: Beginning Boolean Techniques

Passive Candidate Search - Beginning Boolean TechniquesHave you ever worked with an exceptional Sourcer, who can literally uncover lists of qualified, passive candidates in a very short amount of time?  Do you have to pay hundreds of dollars per month for subscription-based services that provide you with the very same information you could easily obtain, if you knew Boolean?  Have you always wanted to learn how to conduct Boolean search, but just never had enough time to get started?

SplitAlliance, powered by RA, would like to invite you to download our latest, complimentary White Paper.

Download - Passive Candidate Search:  Beginning Boolean Techniques today.

If you have not used this powerful search technique previously, this is the perfect place to start.  When you download this compelling document, you'll learn:

~ What is Boolean search, and how can recruiters effectively use it to identify passive candidates.

~ Which search engines are best for use with Boolean, and what are the differences between them when conducting a search.

~ Success tips, tricks, and best practices for the beginning Boolean user - with 'Plug and Search'

If you've always wanted to learn Boolean search techniques, this White Paper will give you the foundation you need to grow as a Search Professional.  In coming weeks, we'll also be offering an Intermediate and Advanced report.

Download - Passive Candidate Search:  Beginning Boolean Techniques today.

Did you know that SplitAlliance, powered by RecruitAlliance, not only facilitates split placement between recruiters...but also connects you to full-fee eligible job orders, posted by clients?  Stop cold calling companies to market your best candidates, and submit them directly to some of the top companies from around the world.  Visit our website, or contact us to learn more.

Candidate Marketing Tips – 3 Simple Steps to Create More Business for Your Recruiting Agency

Regardless of whether the economy is down or on the upswing, understanding how to market your most placable candidate(s) or MPCs, is one key driver of revenue for any staffing and recruiting agency. How can you identify the right candidate to market, and what steps can you take to get them placed in the shortest amount of time? How can marketing your MPCs lead to increased business for your entire firm, and place you ahead of your competitors?

Here are three easy steps to ensure your candidate marketing efforts lead to an expanded bottom-line.

1. Identify your most placable candidates using a very strict set of guidelines, and obtain their buy-in. It's critical the individual you spend time 'pitching' to prospective and current clients has been thoroughly vetted and understands you will be actively selling them to the 10 - 20 companies the two of you have mutually identified as target employers. It's your job to have on-going communication with this candidate, to assure he/she continues to be on-board with the process. Remember, your MPC is almost always a passive candidate you've uncovered, who has an exceptional background and experience-level. Put together your candidate marketing plan promptly, and begin calling target companies immediately, or you risk losing a potential placement.

2. Research, identify, and know who you're marketing your candidate to. It has happened before - recruiters attempt to present their MPC to someone other than the hiring manager or other designated decision maker, thinking this may expedite the process. If you're talking with someone who can't pull the trigger on the hire, or contribute undue influence on the process, you're likely wasting your time. If you haven't identified who the actual hiring authority is spend some time on the phone calling in to each target organization. Gatekeepers, operators, and administrative assistants can be an excellent source of information. Get creative. Leveraging on line tools like LinkedIn, Hoovers, or ZoomInfo can quickly provide additional information before making the presentation call.

3. Prepare before you present. Write down a suitable candidate marketing script, and spend time practicing before you make the first call. Create your script around gaining the hiring manager's attention, eliminating spontaneous rejection, and quickly cultivating a mutually beneficial conversation.

Submit your most placable candidates for full-fee jobs with some of the top companies across the country. To learn more or get started, visit

Candidate marketing, when done according to these suggestions, ensures you'll make more placements on a regular and consistent basis. This not only impacts the bottom line of your agency, but serves to enhance your firm's reputation. When you deliver exceptional talent to any entity through your consistent marketing efforts, you're not only increasing your revenue and value in the industry--you're creating a culture of satisfied clients and candidates.

Recruiters and LinkedIn: Maximizing Results and Connections

For many staffing and recruiting specialists, LinkedIn is their social network of choice, for a variety of reasons. It can literally serve as a directory of both passive and active candidates across all industries, the number of members increases daily, and it's geared to professional networking audiences.

How can recruiting agencies, independent recruiters, and search consultant's set themselves up for success on LinkedIn, and optimize their use of this popular social channel?

Let's explore the top five ways you can take control of your LinkedIn account, to ensure you develop more meaningful business relationships.

1. Open a dialogue immediately upon notification a connection request has been accepted. Whether you sent the invitation or accepted one, it's always a good idea to send your new contact a quick message letting them know a little more about what you do, and offering to assist them in their networking efforts. This small effort will open the door to future communication, and will help differentiate you from other connections on LinkedIn.

2. Focus on inviting and accepting only strategic connections. If you exclusively recruit director-level and above professionals in the engineering space, you want to focus on building a strong network that includes your clients and candidates. It doesn't make sense for you to accept random connection requests, and networking efforts with professionals other than your focus will not result in future placements.

3. Leverage an automated drip-campaign, to turn-on the flow of communication. Each time a new user is added to your network, add them to your email list. There are a variety of email marketing companies who offer customized services to assist recruiters in keeping the discussion moving. If you choose not to utilize a paid service, you can set up a spreadsheet, and manually email your list on a consistent basis.

4. InMails - give them a reason to respond. One of the benefits of purchasing a premium membership with LinkedIn, is the ability to contact 2nd and 3rd level connections through LinkedIn's messaging system, called InMail. Just like sending any other communication, you must have a compelling subject line, and engage your reader by writing from the viewpoint of "what's in it for them." Remember, if they are a passive candidate, a great job opportunity is not something they are even considering at this point. In many cases, finding another reason (other than a job) is an excellent reason for them to contact you.

5. Groups - a quick way to extend your reach and connections. Currently, on LinkedIn you may belong to up to 50 groups. In each group, you have the ability to send private messages to all of the members. The only exception is when a member opts out of receiving group messages (which is far less prevalent). Groups are an excellent way to connect with candidates in your recruitment space, or hiring clients.

LinkedIn continues to be the recruiters' social network of choice, because it provides multiple ways to enhance communication with candidates, clients and prospective clients.

Other than LinkedIn, what is your favorite social media venue for connecting and working with new prospects?

5 Steps to Differentiate Your Recruiting Agency from the Competition

According to the American Staffing Association, the staffing industry generated approximately $122 billion in sales in 2013: 109.2 billion from Temp/Contract Staffing, and 13.1 billion in search/permanent placement services. Based on this data alone, we know there is a lot of opportunity in the recruitment field; but it's also a profession in which you can expect fierce competition.

How can your firm catapult itself ahead of your competitors, to gain a larger slice of the revenue pie? What steps should you take, to become the preferred agency in your vertical?

Here are 5 proven techniques to ensure your talent acquisition business stays a cutting-edge above the rest:

1. Choose a niche, and choose it wisely. Working as a search professional requires that you focus. What industries are hiring today, and more specifically, what specialties within those areas are employers struggling to hire? Do your research and determine what makes the most sense, based on current needs and your understanding of the space. It's important to look at the average fees within your chosen field, too. If fees are declining in your current target, look at other areas that are emerging and increasing. Be strategic, perform due dilligence, and select a niche that offers growth potential.

2. Create, implement, and utilize a marketing strategy for your recruiting business. As the old saying goes, "Recruiters don't plan to fail, they fail to plan!" Do you have a marketing plan you're following on a day to day, week to week, and month to month basis? Are you regularly measuring the success of your marketing activities, and are you realigning those activities as necessary to ensure business increases? In order to move ahead of the competition, you have to focus on marketing as a daily activity. Some areas to analyze for marketing include social media sites, LinkedIn Groups, the company blog, Google Adwords, etc.

3. Take the consultative approach with clients and candidates. Many recruiters treat the talent acquisition process as a transactional activity. Do what your competitor's are not, and serve as a trusted advisor and their 'go-to' professional. Not only does this set you apart from others, but it builds strong, loyal business relationships that will continue to work for you, in the future.

4. Focus on the candidate experience. Have you ever encountered a candidate who refused to work with a head hunter? They'd rather fill out a web application and wait an extended time to hear back from HR (if ever) than work with you - all because of a bad experience. Treat your candidates the way you would expect and want to be treated. It's simple and powerful. When candidates have a positive experience, they share that information with their friends and colleagues - giving you a steady source of referrals and essentially separating you from other agencies.

5. Become a one-stop shop. Does your firm offer additional services besides perm placement? When a client asks if you can provide a candidate for a temp assignment, do you turn them away? In today's market, it's important to determine what services your current and potential clients need, and then deliver them. Otherwise, you open youself up to losing that client to someone else. Forward-thinking staffing and search firms provide additional services such as temporary and contract placements, talent community management, consulting services, video candidate interviewing, and more.

Notice we've not addressed fees as part of this conversation. When you differentiate yourself from other companies, you set the standard and increase the value of the services you provide. You can gain access to full-fee jobs with some of the top Fortune 500 companies, with no additional business development required. Learn more.

Competition in the talent acquisition arena continues to grow, and economic indicators show that isn't likely to change in the near future. Recruiters and search professionals who want to outshine the competition must stop doing what everyone else is, and implement positive changes to differentiate themselves to increase and exceed their revenue goals.

Split Job Networking: 5 Tips to Protect Your Placements

Networking with other recruiters to successfully complete more placements, is one of the most basic and fundamental ways to rapidly increase your annual billings, with limited additional effort. Some search professionals avoid performing 'splits' because they have concerns of unethical behavior by other partners, they fear the possibility of being cut out of the deal, or they previously had a bad experience with another individual or agency.

How can talent acquisition specialists effectively leverage split job networking, avoid the risks commonly associated with split job partnerships, and how can they effectively increase this revenue stream to best grow their business?

Here are five essential tips to help you take your split job strategy from idle to overdrive in less than 24 hours:

1. Only work with split partners who you've had an opportunity to screen and qualify.
Let's face sharing your job order or candidate with another recruiter or agency, you are potentially opening your business up to potential risk and loss. You have to take precautions to protect your client and candidate from the very beginning of the partnership. Properly vetting and reviewing the credentials of prospective split job partners up-front, can help prevent you wasting time and money.

2. Always ensure your split fee agreement is complete, and signed by both parties before conducting business.
Remember to come to terms with all facets of the contract before disclosing information about your client and/or candidate. If you aren't able to agree on terms, continue your search for new split partnerships.

3. Discuss and implement a schedule for feedback.
When you're working with a split partner, you should expect to have access to obtain feedback on a timely basis. This allows both parties to mutually fine tune the search, and move closer to a potential placement. If either partner takes issue with connecting on a regular basis or as needed, reconsider the value of the split partnership.

4. Set up a system to track all candidate referrals and the activity of your split partners.
Working as a split job partner, whether you are the Job Order Recruiter or the Candidate Recruiter, requires staying organized and on-top of the activity. Providing prompt feedback can be challenging when you've lost track of candidates. Keeping on top of which candidate was referred to which split partner can become daunting, too. Make sure you can track, manage and measure the activity of your split partners, at all times.

5. Consistently grow your split job network, to ensure you always have a steady source of business beyond your regular clients.
Successful recruiters are always recruiting. Those professionals who regularly utilize 'splits' should always be networking to gain additional, quality partners.

Did you know.....SplitAlliance, powered by RecruitAlliance, can optimize your split job networking capabilities. This platform was designed by recruiters-for recruiters and addresses important concerns, such as:
~providing access to a network of screened and qualified split partners.
~allows members to seamlessly track and manage split relationships.
~automating your split recruiting efforts, saving you time and money.
~allows you to generate a quality pool of candidates in the shortest amount of time.
~empowers recruiters to work on more recruiting projects - simultaneously.
~enables your business to expand into new industries, niche markets, and serve more geographical areas.
~providing a viable alternative to hiring a team of recruiters, and the expenses associated with growing your agency.
~dual membership in RecruitAlliance provides you with access to new clients-with no cold calls or additional business development efforts.

Split job networking, done the right way, is one of the most profitable revenue streams in recruiting. By becoming a member of an organization like SplitAlliance, recruiters can easily remove the pitfalls associated with performing splits, and quickly begin making more placements.

To learn more about SplitAlliance and their services, visit their website at

Hiring Contractors: Are You Bridging Staffing Gaps in Your Company?

Comments OffWritten on August 25th, 2014 by Christina Archer
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters

As organizations assess their talent pool and evaluate the financial losses associates with key vacancies across departments, the concept of hiring and integrating contract workers becomes a viable and smart solution. According to recent research, up to 50% of all workers will be members of the contingent workforce by 2020. Human Resources and Corporate Recruiters understand how contractors can successfully bridge staffing gaps, while enabling their company to access important skills on demand.

Sourcing and hiring the most qualified contractors can be as time consuming and tedious as seeking permanent employees. Couple this fact with rising insurance costs and uncertainty due to the Affordable Care Act, and many employers will opt to leverage 3rd party recruiting and staffing agencies to fill their contract staff requirements. To manage costs and risks, organizations will increasingly utilize a blended hiring model that includes both contractors and direct hires, in order to remain competitive in their own markets.

How can your company maximize your contract talent pool, efficiently manage your recruiting vendors, and effectively track referrals and the success of the referring agencies?

RecruitAlliance has been assisting employers engage with search firms and staffing agencies since 2001, to meet both their permanent full-time and contractor needs. The user-friendly platform is easy to implement, and is a secure, cloud-based solution that puts your organization in command of your vendor relationships and candidate referrals. As the employer, you set the fee, terms, and the selection criteria to ensure you receive only the quality of candidates you require.

Are you ready to find a better way to take control of your relationships with recruiting agencies who can quickly and efficiently provide you with your contingent workforce members? Will on-demand talent, through the strategic use of contract workers help bridge the staffing gaps in your company-like so many others? If you answerd yes, it's time to call 1-800-936-3395, or visit

Affordable Care Act & Contractors
This episode spotlights how the Affordable Care Act will affect government contractors. Learn about the ACA's competitive implications and its impact on a company's pricing, recruiting, and compliance standards.

5 Tips to Launch Talent Acquisition into High Gear by Ditching the Job Description and Implementing Powerful Job Marketing Ads

According to the Small Business Administration, the job description is a written summary of the duties and expectations of a job, designed to ensure your employees and potential employees understand their role. While the formal job description is useful once a candidate moves through the screening and qualifying process, it is not necessarily a tool that initially attracts top talent.

How can corporate and agency recruiters optimize the job description to create a powerful, magnetic marketing machine, while building a crucial recruitment brand identity?

Here are five tips to launch your talent acquisition efforts into high gear, by simply ditching the traditional, formal job description, and implementing a quality, job marketing ad.

1. Write an ad using verbiage that is pithy, descriptive, and includes bullet points. Keep the format neat and clean, but ensure it speaks directly to the candidate. Providing potential candidates with a list of qualifications does not 'sell' you or your company.

2. Sandwich information about the job and your company, with enticing reasons why a candidate should want to work for you. A job marketing ad serves to gain initial interest, and does not constitute a complete description of all tasks and duties associated with the position. It's intended to get the candidate excited about the opportunity, and avoid providing too many unnecessary details that will be discussed during a phone, video or face to face interview.

3. Incorporate employee video testimonials in your job marketing ad. Savvy candidates want to understand why you should be their next employer. Nothing does a better job of making this case, than seeing and hearing your current employees briefly discuss why they love their job. Filming the video testimonials does not have to be a great expense. A webcam with a solid color wall for the background and a little editing can go a long way in making a high-quality testimonial.

4. Include links to your social media on the job marketing ad, so candidates can learn more about the topic of conversation around your company. Facebook has passed 1.23 billion users per month, and Twitter has more than 115 million active users per month. Other social media platforms are experiencing exponential growth, month after month. If you're not focusing on leveraging social media in your job marketing ads, you're not realizing the power of these dynamic recruitment channels.

5. Always include a 'Call to Action' in every job marketing ad. Unlike a traditional job description, the job marketing ad should be interactive. Including video, social media links, and a button or link where candidates can apply, on the spot, will ensure you increase your applicant flow quickly.

Recruiting the best candidates in today's competitive market requires moving outside of the traditional 'post and pray' mentality, leaving the formal job description out of the initial recruiting phase, and implementing a quality job marketing ad campaign. Taking these measures will make your talent acquisition department more effective, and ultimately, drive the best candidates to your jobs, while improving your recruitment brand.