3 tips to add top talent to your active candidate pool

No Comments »Written on May 14th, 2012 by Christina Archer
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Tags: , , ,
Let RecruitAlliance help you scout the best talent for your requisitions.From many hiring managers' perspectives, utilizing contingency recruiters is a last ditch effort to fill a position when the internal recruiting team could not. In order to remain competitive in the war on talent, progressive and forward-thinking companies understand they must constantly be in a state of scouting the best candidates to fill their key positions.

Does your organization focus exclusively on managing your active candidate pool, or are you looking ahead of tomorrow, and leveraging recruiting agencies to act as talent scouts on your behalf?

Many HR representatives and corporate recruiters are hesitant to engage external headhunters, because of high fees and the red-tape that goes along with the RFP process. In actuality, the true beauty of working with external recruiters and contingency agencies is the fact there is never a fee until you've hired the candidate. Why wouldn't every company leverage this third-party source of quality candidates? It's the recruiting agency that has the investment of time, money and energy to produce results. If you end up hiring an active applicant, or finding the right hire on your own - no harm, no foul.

More companies are utilizing recruiting agencies as a regular talent scout service, because they can't afford not to. There's no risk, it keeps the internal recruiting team on their toes, and it provides a more consistent flow of exceptional talent--which ultimately drives revenue for your company.

RecruitAlliance provides small, medium and large entities with a cloud-based recruiting solution at no cost. Simply log in to the portal, post your fee-eligible positions, and third-party recruiter members will submit their matching candidate referrals. Best of all, they agree to your terms and conditions prior to forwarding their first candidate, and keep you in control of the business relationship.

To learn more about RecruitAlliance, or schedule your complimentary demo, visit http://www.RecruitAlliance.com.

Strategic and Tactical Recruiting Solution for Hiring Leaders

No Comments »Written on May 7th, 2012 by Christina Archer
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
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RecruitAlliance eliminates the RFP process to leverage external recruiting agencies.

Working in a leadership role can quickly become stressful and daunting when there are key positions within the organization waiting to be filled. Often, requisitions can go for months without being filled--creating a hardship on your entire department. You've sat down with your HR and internal Recruiters to come up with a strategic plan to uncover and attract talent for your most pressing openings, but there has been limited success.

What solution do hiring leaders, HR managers and corporate recruiters turn to in this type of crisis for results?

RecruitAlliance is a strategic and tactical recruiting tool utilized by some of the most successful small, medium and large companies today. It enables hiring leaders to leverage the extended reach of an unlimited team of external recruiters--in just minutes.

Take your focus away from vetting recruitment agencies, and answering multiple questions from external recruiters. Simply log in to the RecruitAlliance website, post your requirements on the "members only" portal and see results.

Depending on the size of your company, you may have specific RFP processes in place that dictate your ability to work with outside talent acquisition companies. RecruitAlliance puts an end to this outdated procedure--every agency who submits a candidate to you has already agreed to the terms and conditions you set forth. The need to negotiate and manage fees with your recruiting vendors has been completely eliminated.

RecruitAlliance is a better way to work with third-party recruiters. As a hiring leader, it provides you with the ability to take more effectively deal with the strategic and tactical issues in meeting your talent requirements. To learn more about the RecruitAlliance solution and begin filling your toughest positions at no additional cost, visit http://www.RecruitAlliance.com.

Spring Clean your Recruiting Desk and Fill More Jobs with Quality Candidates

No Comments »Written on April 30th, 2012 by Christina Archer
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Tags: , , , , , ,
RecruitAlliance helps recruiters and employers spring clean their unfilled requisitions more efficiently.The flowers are in full-bloom and the weather is slowly warming up. Spring has sprung, and it's time eliminate those tough-to-fill requisitions and produce results. Whether you're a corporate talent acquisition specialist, hiring manager or third-party recruiter, Spring is the perfect time to clean up those unfilled reqs and become more productive.

RecruitAlliance is a cloud-based solution that saves hiring organizations and recruiters time while creating a more efficient workflow process.

    For Hiring Companies

1. There's no cost to utilize this solution.
2. Post the fee-eligible positions on the RecruitAlliance website you would normally send out to agencies. Don't worry, your jobs are not accessible by the general public.
3. Recruiter members send you highly qualified candidates who meet your parameters and criteria, and agree in advance to the fee you're offering upon fill.
4. Say goodbye to lengthy RFP processes and endless cold calls by recruiters--communication is done through the RA portal, unless you choose otherwise.

    For Third-Party Recruiters

1. Increase efficiency by decreasing time-spent on business development.
2. Membership expands your client portfolio, and offers you the option to place candidates in a variety of verticals.
3. Submit your matching candidates for opportunities directly through the RecruitAlliance website, and receive real-time updates when an employer accepts, rejects or hires your candidates.
4. Focus on income producing activities that increase your billings and grow your recruiting business.
5. Build new relationships through delivering results.

RecruitAlliance creates a win-win for both employers and recruiters alike. To sign up for a comprehensive demo of the site, go to www.RecruitAlliance.com.

Get ready for a new look with many upgrades--coming soon!

Competitive edge in talent acquisition: Get it now.

No Comments »Written on April 23rd, 2012 by Christina Archer
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Tags: , , ,
Regardless of your industry or market segment, finding new and creative ways to gain competitive edge is a constant challenge faced by all organizations. The ability to source, recruit and retain high-caliber talent is the one resource that most deeply impacts any organization's bottom-line.

Today, we're going to examine 4 strategies your company can quickly implement to effectively gain competitive edge quickly and efficiently.

1. Engage in an aggressive passive sourcing strategy. In today's candidate pool, recruiters must carve out time in their schedule to connect with passive candidates. While the active pool may be large and create a high-volume of work for HR departments on it own, spending a portion of the week on passive sourcing is a critical piece of winning the war for top talent.
2. Leverage technology to improve company branding and visibility. Is your organization utilizing video for interviewing and promotion? Numerous case studies indicate video shorten recruiting cycle, and incorporating promotional videos through sites like Youtube and Vimeo create a greater presence for your employment brand.
3. Social media allows your company to connect with candidates on a deeper level. Facebook, Twitter, LinkedIn, and blogging are just some of the most prevalent ways to increase your candidate reach on a reasonable budget. While the rules of social media change frequently for businesses, the ROI is well worth it.
4. RecruitAlliance helps hiring companies utilize third-party recruiting resources in a one-step process. Simply log in to your employer account, post your fee-eligible positions along with the fee your willing to pay, and receive only on-target candidates from vetted third-party recruiter members. RecruitAlliance reduces your time to fill, and increases your quality of hire.

In order to stay on top of your competition, it's imperative your organization focus on hiring the the best talent. Passive sourcing, leveraging technology, maximizing social media, and incorporating RecruitAlliance as part of your overall recruiting strategy can greatly differentiate your company from your competitors.

Increase quality candidate flow in less than 20 minutes per week

No Comments »Written on April 16th, 2012 by Christina Archer
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Tags: , , ,
RecruitAlliance creates better quality candidate flow.Is your HR department spending time each week connecting with current and new third-party recruiting resources? Obtaining weekly updates, vetting new agencies, adding new parameters to the search after reviewing candidate referrals--these are all time consuming activities associated with utilizing staffing and recruiting agencies.

There is a viable and seamless solution to effectively leveraging and managing your relationships at no cost.

RecruitAlliance is a cloud-based, third-party recruiter relationship management solution that saves hiring organizations both time and money, while increasing quality candidate flow. Here's how it works:

1. Registered hiring companies post a detailed job description along with any specific screening instructions for the recruiters. (This process typically takes less than 20 minutes).

2. External recruiters submit their on-target candidates with matching skills and experience, who have been pre-qualified and pre-screened for the position.

3. The recruiters accept your terms and conditions PRIOR to submitting all candidates--no more haggling while effectively managing costs.

4. Your internal team reviews each candidate through the RecruitAlliance portal. With one click of the mouse, you have the ability to accept or decline each candidate submitted.

5. Pay only for results. When a recruiter member fills your position, they receive 100% of their hard-earned fee.

RecruitAlliance allows human resources and corporate recruiters to spend less time working with external recruiting agencies, so there's more time for productivity. Having an increase in quality candidate flow ensures companies spend more time in front of high-quality talent, versus sifting through and endless mound of throw-away resumes.

Are you ready to increase your candidate flow without adding additional duties and tasks to your calendar? Test drive RecruitAlliance, today.

Does Source of Hire Equate to Quality of Hire?

No Comments »Written on April 9th, 2012 by Christina Archer
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Tags: , , , , ,
RecruitAlliance ensure your quality of hire reduces your cost per hire.It is a fact....any organization who effectively manages their relationships with external recruiting agencies will see a correlation between source of hire (agency), and the quality of hire. The true challenge presented to internal recruiting teams and hiring managers utilizing third-party recruiters is evaluating the time it takes to fill an opening and having the manpower to adequately manage the relationship(s) to determine the true ROI.

RecruitAlliance is a cloud-based solution that is 100% cost-free to hiring organizations, and provides a powerful communications and relationship management solution that creates thorough transparency between agency performance and time-to-fill. With a user-friendly interface and real-time reporting available on-demand, employers and Human Resources professional are able to move past the quality of hire guessing game.

Here are the top three benefits RecruitAlliance brings to the table for any growth-oriented hiring organization:

1. Post your jobs on RecruitAlliance, and tap into an expansive pool of passive talent. In case you haven't heard, the war on talent has waged once again. As we enter the next economic cycle, hiring organizations will be fighting for top talent, and this process requires preparation. Are you leveraging every recruitment option in your sourcing strategy? RecruitAlliance seamlessly aligns with your internal efforts, to create greater productivity.

2. Receive only qualified resumes, while reducing your cost per hire. Think about the additional work that comes with posting your open positions on a CareerBuilder, Monster, or some other niche job board. You're left sifting through endless resumes, most of which are not qualified. Posting your fee-eligible requisitions on RecruitAlliance allows you to receive pre-qualified, pre-screened candidates, and effectively reduce your time to hire.

3. Reduce the number of unwanted cold calls from staffing and recruiting agencies. Once you become a member of RecruitAlliance and are posting your positions on their platform, simply refer those agencies who call in to the RecruitAlliance website, and they'll take care of the rest. It's like having your own personal vetting committee on-call, to determine whether an agency is worthy of your business.

Source of hire really can equal quality of hire. Third-party recruiters and staffing agencies spend 100% of their time on the cultivation of top talent--so it stands to reason they can produce results for your most urgent talent needs.

Three reasons the phone blows social networking away in Recruiting

No Comments »Written on April 2nd, 2012 by Christina Archer
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Tags: , , , , , ,
RecruitAlliance connects employers and recruiting agencies, to fill jobs faster.Facebook, Twitter, LinkedIn, etc., are all venues Corporate and Third-Party Recruiters are exploring to find candidates for their open requisitions. These social networking platforms offer millions of connections, and the possibility of communicating with top talent--without ever picking up the telephone to make a cold call. Social media has created an environment in which companies and their recruiters can literally avoid communicating directly with candidates, and thus garner interest in their open positions more efficiently. While leveraging social networks is an excellent long-term strategy, does it really make sense for those immediate talent needs? Let's take a look at three reasons the telephone should always be the recruiters' first choice when recruiting top talent for pressing opportunities.

1. Verbal communication with a candidate develops rapport and trust much faster than through social network messaging. Is it really possible to build a relationship via email or any other type of text messaging? While some might think so, there's something to be said for traditional telephone conversations. Once of the best things about speaking directly with a candidate is the fact you can determine whether or not they are interested in making a career move, without having to wait for their response.

2. As more recruiters utilize email and social media to connect with candidates, those who utilize the phone are differentiating themselves. When a candidate has a question or concern, they are not going to send you a Facebook Instant Message, or Twitter Direct Message--unless that's the only option they have. They're going to call you, so they can get answers. Likewise, the phone empowers recruiters to provide quality customer service to their candidates, with very minimal effort.

3. Short term recruiting is very different from long-term talent acquisition strategies. The phone provides recruiters with the immediate feedback to fill jobs ASAP, versus in three to six months. In order to be an effective recruiter today, professionals must utilize a variety of methods to create a consistent flow of quality candidates.

Since the very beginning of time, the phone has been considered the most important tool for Human Resources, Headhunters, and Staffing Agencies, alike. When immediate feedback and answers are necessary, there is nothing else that truly compares. RecruitAlliance is a tool that connects hiring organizations with recruiting agencies, in a convenient web-based platform. Employers post their positions and choose the fee they're willing to pay. Recruiters compete to fill those positions, and submit their top candidates through the website. Test-drive RecruitAlliance now.

Assessing Candidates for Quality Fit

No Comments »Written on March 26th, 2012 by Christina Archer
Categories: Corporate Recruiters, Human Resources
Tags: , , , ,
RecruitAlliance is a communications and relationship management solution for hiring organizations and recruiting agencies.Recruiting the right candidate for your most pressing requisitions is not just about meeting professional experience requirements and matching credentials. One of the most challenging tasks Staffing Specialists and Corporate Recruiters face is having the ability to size up a candidate's personality and soft skills for fit with the organization's and department's culture. Equally important is gaining an understanding of the individual manager's personality, and the type of new hire who will work best under this leader's direction.

Here are five ways Recruiters can assess candidate fit and fill more open jobs, efficiently and effectively:

1. Know the top five primary activities the candidate will perform in the new role daily, and the approximate percentage of time spent on each task daily. This not only gives the candidate an idea of the core skills he/she will be expected to utilize on a daily basis, but enables the individual to choose whether this is the right direction for his/her career.
2. Have a strong understanding of the hard skills the candidate already possesses, and know which ones can be learned or developed on the job. This is a critical piece of information to determine fit. When communicating with the hiring manager, find out which skills are "must haves" and what is considered a "deal-breaker" and they won't want to see your candidate.
3. Does the department offer specific training for specific skills a candidate may lack? Be mindful of educational opportunities within the company, that may serve to fill gaps in the candidate's experience.
4. Will the hiring manager consider extensive work experience, in lieu of meeting educational requirements? If so, what are the acceptable parameters surrounding this requirement? Depending on your company's sector/industry, there can be many qualified candidates that have relevant work experience, but lack their degree.
5. If this is not a newly created position, do you know why previous employees have left this role? Recruiters are often the first ones to see an internal issue, when certain managers can't keep quality people in their department. This supports the importance for Recruiters to understand the culture within the various departments they recruit for, and fine-tuning their search to include determining fit for a specific management style.

RecruitAlliance is a cloud-based technology that connects hiring organizations with recruiting agencies, and serves as a communications and relationship management portal for both parties. To learn more or schedule a demo, visit http://www.RecruitAlliance.com.

The Greatest Challenge for Third-Party Recruiters Today

No Comments »Written on March 19th, 2012 by Christina Archer
Categories: Third-Party Recruiters
Tags: , , , ,
RecruitAlliance helps third-party recruiters connect with hiring companies; reducing time spent on business development.The recruiting and staffing industry is in a constant state of evolution. New tools are being introduced in the market, at a higher rate than ever before. While many progressive companies attempt to evaluate new software as it is available, others have come to the conclusion their cost-per-hire begins to rise as they spend time and money involved in an endless evaluation stage. More interesting, is the fact that in spite of all the tools and technology being created, most forward-thinking companies are still actively utilizing headhunters to fill those positions that require talent from the passive pool.

What then, is the greatest challenge for agency recruiters today? A decade ago, hiring managers routinely hired your A-candidate with a mere recommendation and quality references. Today, organizations are more likely to run agency referred candidates through the same internal hiring process as the active pool. When was the last time your passive candidate interviewed?

That's right, interview preparation is the greatest challenge facing contingency recruiters today. Now more than ever, organizations embrace the behavioral-based interview. Without preparation, your A-candidate risks the possibility of failing, in spite of the fact he or she meets all of the qualifications of the position.

Preparing your candidates is as simple as spending 2 - 3 sessions simply going over the types of behavioral questions your candidate can anticipate over their phone and face-to-face interview. Your candidate must have the ability to articulate their unique value proposition by connecting the dots between their experiences, and the needs of the hiring company. Successful TPRs teach their candidates the following:

  • answer the interviewer's question as concisely as possible.

  • provide a recent example to illustrate your answer.

  • teach the candidate to discuss the positive impact their role played within the situation, and convey the results achieved.


    • RecruitAlliance connects agency recruiters with hiring companies, through a convenient cloud solution. To learn more, visit the RecruitAlliance website.

    How to attract talent, when your competitors have more to offer

    No Comments »Written on March 12th, 2012 by Christina Archer
    Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
    Tags: , , , , ,
    RecruitAlliance connects hiring organizations with search firms to uncover top talent.Whether you're an HR Generalist, corporate recruiter or staffing specialist, you realize it's not challenging to attract top talent when you have more to offer the candidate than your competition. In more cases than not, this is not the case; whether the position is in an undesirable location, the compensation isn't as high as your competitors, the hours or shift aren't as attractive, etc.

    What then, is the key to attracting top candidates, when you either aren't in a position to increase your budget or change the parameters of the position? Here are 4 ways you can attract great candidates, while improving your overall recruiting brand.

    1. Sell the job location. No matter where the position is located, determine what's unique about it, and articulate the positives of it within the job description. Is your position in a city/state with a low cost of living? What's unique about the climate? Is it a great place to raise a family, or enjoy that city's culture? Find all the positives about the location.

    2. Market the position around your company's vision. While compensation, benefits and location are of key importance to candidates, they are certainly not everything. The right candidate is looking for a professional home, where they can grow with your company. How can your candidates attain both personal and professional growth within your organization? Knowing this piece of information, and having the ability to articulate it to your prospective candidates is key.

    3. How do you define success? If you can't provide this piece of information to your candidates, you can never attract the best and brightest. Candidates want to align themselves with an organization who shares their own idea of success, and empowers them to meet the objective. As an HR representative or recruiter, defining success, as it relates to the open requisition, is of critical importance.

    4. Recruit and communicate with passion. If you aren't passionate about what you're recruiting for, it's not likely you're going to attract quality candidates. You have to believe in your company or client, communicate with transparency, and differentiate the positives of both the company and the position you're recruiting for.

    RecruitAlliance is a powerful cloud solution that empowers organizations to gain access to top talent in their industry. To learn more, visit http://www.RecruitAlliance.com.

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