Inbound Marketing for Recruiters: How to Drive Quality Candidates to Your Website

Does your agency struggle to differentiate itself from your competitors? Are you still utilizing cold calling to reach out to candidates, only to leave more voicemails that go unreturned? Do you find yourself frustrated in the war on talent, because you're not sure what strategy works best today?

If you answered yes to any of the questions posed, it's time to begin leveraging a sound, well-planned inbound marketing system in your recruiting agency. Inbound marketing refers to recruiting/marketing activities that bring candidates in, rather than recruiters having to go out to get the prospect's attention. Inbound marketing earns the attention of potential candidates, makes the company easy to be found, and draws these individuals to your website by producing interesting content.

Creating a successful inbound marketing program in recruitment requires extensive planning, testing, and implementation; once initiated, it allows firms of all sizes to recruit and/or market on auto-pilot.

Staffing agencies need to capture the contact information of potential candidates. To accomplish this goal, it's critical to offer candidates who visit your website something of value to them, at no cost. Here are just some of the ideas you can incorporate into your inbound recruitment program to capture leads:

1. Email newsletter
2. Special 'state of the industry' report
3. Candidate white papers
4. Video interview preparation techniques
5. Podcasts
6. Candiate fact sheet
7. E-book focusing on the interests of your targeted prospects
8. How to 'ace the interview' webinar
9. Tele-seminar on writing a winning resume
10. Coaching conference calls

Creating an inbound recruitment plan requires making changes to your agency website. Your webmaster creates and adds a lead capture form and installs it on your site, the candidate enters his/her information, and after clicking submit--will be redirected to the free report, podcast, etc. Once you have the lead, you're able to pick-up the phone to learn more about that person, and gain additional intelligence about career goals, time frame for job change, and relocation.

Inbound marketing may extend to areas besides your recruiting agency website, too. Successful recruiters regularly use their blog, Facebook, Twitter, LinkedIn, Instagram, and other forms of social media to productively capture important candidate contact information, while providing those prospects with information or services that interest them.

Conversion: From Prospect to Candidate

The success of any inbound recruitment marketing plan hinges on your ability to convert the prospect from website visitor, to your candidate. To ensure you reach the desired outcome, recruiting agencies must include 'Calls-to-action'. Calls-to-action buttons or links encourage your visitors to take action, such as “Download a Whitepaper” or “Attend a Webinar.” If you don’t have enough calls-to-action or your they aren’t enticing enough, the probability of you generating leads diminishes.

Implementing a quality inbound recruiting and marketing system is crucial in today's war for top talent. In order for staffing agencies and executive recruiting firms to differentiate themselves from their competition, it's critical they align the content published with their candidate’s interests.

Split Placements: Waste of time or untapped gold mine?

Real estate transactions involve a buyer's agent and a listing or selling agent. The listing agent would love to find a buyer and receive 100% of the sales commission available; but time is money. Selling the home quickly, matters.

In recruitment, time is money. Recruiters and staffing professionals have the ability to fill more jobs for their clients and increase their annual revenue by leveraging split networking. In order to successfully implement split placements, it requires a commitment to offering split jobs, as part of your overall business model.

What are the pros and cons of utilizing split partners in the recruiting process?

How can recruiters effectively manage relationships with split partners, to ensure the relationship ends in a mutually beneficial placement?

First of all, if a split placement is done right, it is one of the most powerful ways to quickly increase your income, while continuing to work on filling your high priority searches. Choosing to work with split partners should be a continuous strategy, and not an occasional 'last resort' option. By opening the vast majority of your jobs for split business, you'll fill more jobs, more quickly.

There can be some negative aspects to working with split partners.

  • How do you distribute your requirements without spending hours on the phone or answering emails?
  • Do you know the character or integrity of the partners in your split network, or whether they're just wasting your time?
  • Are you tracking the candidate submission activity of each split partner, so you know who's getting results?
  • Has there been split contractual issues that prevent you from working together successfully in the past?
  • Do you regularly work with so many recruiters on split networking projects that you're simply overwhelmed?
  • SplitAlliance, powered by RecruitAlliance, solves all of these issues and more. Here's how it works:

  • Sign up for your free, 30 day trial at
  • Post all of your split jobs, and all approved recruiting vendors will have access to your requisitions.
  • Begin receiving referrals from screened and vetted recruiter members.
  • Receive an instant email notification when a new candidate is submitted.
  • Accept and present the most qualified candidates to your client.
  • When the candidate is hired, update their status in SplitAlliance, and your split partner will invoice you directly, for their portion of the fee.
  • Unlike other split networks, SplitAlliance never charges any start-up charges, brokerage fees, or posting expenses.

    Leveraging split partners to complete more placements is the fastest way to increase your income in the staffing and search industry. Finding the most advantageous methods to accomplish your personal, professional, and financial goals is the key to growing a successful recruiting agency.

    Do video interviews really decrease time to hire?

    In today’s busy HR office, there are increasingly more solutions to make your job easier, new technology to streamline your internal processes, and quite frankly, not enough time in the day to evaluate all of them. Add the challenge of having additional resources necessary to implement adopted software or cloud-solutions, and it only adds to the time taken away from your regular tasks.<br><br> Video interviewing has been rapidly gaining momentum since approximately 2011. For companies who focus on reducing costs associated with candidate travel, increasing candidate engagement, and reduce overall time to hire, the data on implementing video interviewing is positive.

    According to, “27 percent of organizations currently use video-enabled talent acquisition….for companies who have are not using it, 30 percent intend to invest in a video interviewing solution within the next 12 months.”

    While adopting new technologies in human resources and recruitment can lead to greater efficiency and overall effectiveness, it must be part of a greater strategy to implement change organization-wide. Oftentimes, slow adopters can stifle the intended results of integration and cost-reduction. This can negatively impact:

    • time to hire
    • accurate reporting and metrics within HR and with external staffing and recruitment agencies
    • loss of branding opportunities
    • personalization of the recruiting process

    Try a no-cost solution to manage relationships with external recruiting agencies that puts you in control of terms and costs.

    As hiring companies compete in “the war on talent,” they become more focused on consistently improving the candidate experience. While video interviewing is perceived negatively by some candidates with technology reluctance, most find it convenient, mobile, and time-saving.

    Many quick adopters of video interviewing believe it will replace the phone and face-to-face meeting in the near future.

    What are your thoughts on utilizing video interviewing?
    If your company has already adopted the technology, have you seen an impact to your department’s bottom line?

    Alibaig, Shahbaz. "Human Capital Institute." Video Interviewing Phenomena – Fad or Future? -. Human Capital Institute, 22 Oct. 2013. Web. 12 May 2014.
    Linn, Allison. "Companies Turning to Video Interviews Instead of Phone Screens - Money -" TODAY. Today Money, 3 Sept. 2012. Web. 12 May 2014.
    Zappe, John. "Not Yet Video Interviewing? Now You Have No Excuse.", 28 Mar. 2013. Web. 12 May 2014.

    The Future of Recruiting Lies in Diversity

    As the global population continues to change, organizations know their focus must transition to recruiting and retaining a multicultural pool of trained and qualified employees. Designing and implementing a successful diversity recruitment strategy requires quality planning and commitment. How can talent acquisition departments, Human Resources, and executive management accomplish this task in the most efficient and effective manner? What are the keys to clarifying the process of identifying, recruiting, hiring, and on-boarding multicultural candidates? Let's examine five areas to consider, when attempting to deliver a high quality diversity recruiting program.

    1. Eliminate perceived roadblocks before program implementation.

    Create a clear path to successfully hiring diversity candidates. Have established policies and procedures on important issues such as sign-on bonuses, relocation, job level, etc. Avoid any problematic situation that would cause your company to lose a quality diversity candidate.

    2. Develop an advantageous plan to attract and sell diversity candidates to your company.

    Take the time to find and utilize the best resources for locating and connecting with these candidates. Leverage the tools to their fullest extent, and revise your plan based on achieving desired results. Oversee that all team members are actively using all resources, and tracking activity.

    3. Obtain management buy-in for the program, and sustain that level of commitment.

    In order to create and maintain a diverse culture within your company, all leaders must communicate a clear mandate that diversity recruitment is an organizational requirement, with a transparent set of objectives and measurements. Keep this as topic of discussion in meetings, newsletters, and other forms of internal communication.

    4. Attach diversity recruiting to direct business goals.

    Start with your corporate website and all marketing materials, and make certain the diversity culture emmanates to all who review the literature. Utilize a diverse blend of people across all marketing channels. Train and encourage department managers and recruiting staff to interview multicultural candidates in a comfortable atmosphere where individuals can express their cultural norms.

    5. Drill-down on retention, and share your diversity achievement narratives.

    To manage an effective diversity recruiting program, the company must also identify why multicultural employees leave. Empower your business to serve as a benchmark by comprehensively analyzing this aspect. Knowing what “not to do” can be just as important as the opposite. Keep your diversity hiring successes 'front and center' at all levels and within every area of the organization.

    RecruitAlliance can assist your organization in its efforts to work with Certified Diversity Recruiting Agencies. Our robust platform facilitates quality relationships between hiring companies and quality talent acquisition firms/independent recruiters who drive results. To learn more, visit our website at for details.

    What has been the most important factor in your company's diversity recruitment strategy? Please comment below.

    Digh, Patricia. "Getting People in The Pool: Diversity Recruitment That Works. - Whitepapers - Resources - ASAE." Getting People in The Pool: Diversity Recruitment That Works. - Whitepapers - Resources - ASAE. ASAE, n.d. Web. 18 June 2014. "Recruitment for Diversity." American Library Association. ALA, n.d. Web. 18 June 2014. "Tips for Boosting Your Diversity Recruiting Efforts." Tips for Boosting Your Diversity Recruiting Efforts. National Association of Colleges and Employers, n.d. Web. 18 June 2014.

    Efficiently uncover top talent during the holidays

    RecruitAlliance 2.0 is the perfect place to uncover top talent during the holidays.

    The time between Thanksgiving and the first of the new year is traditionally challenging for recruiters. Prior to transitioning to a new role, candidates may prefer to remain in their present position or even take time-off while the kids are on winter break. For candidates who are looking for an immediate position, hiring companies often have budgetary constraints or they may not have the manpower for on-boarding, due to the increase of employee vacations during this time period.

    As a recruiter, it's imperative to engage your candidates, so they are ready, willing and able to start at the right time, for all parties involved.

    Here are 3 tips to uncover top talent during the holidays, while focusing on creating a positive candidate experience.

    1. Begin your recruiting calls earlier. During the busy month of December, many candidates leave the office earlier for holiday parties, family commitments, PTO, etc. Catch them first thing in the morning, and you have a better chance of scheduling a phone interview. For those candidates you plan to move forward in the hiring process after the holidays, and early morning "check-in" call is the perfect time to stay connected.

    2. Leverage SMS messaging (with candidate's permission), to stay in touch. Texting is a great way to send a quick reminder or check to see if it's a good time for a call. In today's mobile society, every recruiter should be obtaining their candidates' cell phone as early as possible in the relationship.

    3. Snail mail is the new "competitive advantage" for recruiters, during the holidays. A great way to keep your valued candidates engaged this time of year is by sending a holiday card to his or her home. Consider including a small calendar or other personalized item, so your candidate will have quick-access to your contact information after the holidays.

    Uncovering top talent during the holidays presents unique challenges, because it's such a busy time of the year for everyone. By making a few, common sense changes in your current workflow, you can keep your prized candidates engaged and ready to transition to their new position as soon as possible.

    Have you explored the new and improved RecruitAlliance 2.0 yet? Recruiters can spend less time in business development mode, and more time engaging top talent. To learn more, click here.

    FOR IMMEDIATE RELEASE: RecruitAlliance releases the new, improved version 2.0

    Comments OffWritten on November 26th, 2012 by Christina Archer
    Categories: Third-Party Recruiters
    Announcing the arrival of RecruitAlliance 2.0!  New, improved, with more functionality.

    With the release of version 2.0 of the RecruitAlliance (RA) platform, hiring companies can look forward to accessing more top talent while increasing overall recruitment efficiency. This cloud-based recruitment platform was released on 11/17/2012, and the new version offers a clean, sleek design, coupled with a user-friendly, intuitive interface.

    Since 2001, RecruitAlliance has helped employers and recruitment vendors successfully collaborate to fill over 17,000 critical job requisitions!

    Some of the world’s leading Fortune 500 companies are using RA across their enterprises – reducing their spend, while increasing their overall efficiency. Some of the new features of Version 2.0 include:

    ~ the ability to track and keep internal notes of referred and external candidates
    ~ automatic fee calculation upon hire
    ~ snapshot of where every referred candidate is in the hiring process
    ~ a simple, one-page posting form that makes posting all fee-eligible requisitions to preferred vendors absolutely seamless
    ~ the RA platform is accessible across the internal recruitment team, and automatically logs the last activity; ensuring everyone is on the same page
    ~ updated release saves hiring organizations more time and gains greater overall recruiting effectiveness
    ~ employers control their relationships with third-party recruiters and the need for RFP is eliminated
    ~ employers who receive recruiter calls can easily refer those agencies to work on their open requisitions, directly through the RA platform with one click

    Some of the benefits of joining and implementing RA across your enterprise include having a merit-based open market platform where recruiters can earn your business based on their performance, without having to cold-call your organization. Regular subscribers keep 100% of their fees and based on performance earn opportunities for exclusive and premium assignments.

    Based in Stuart, Florida, RecruitAlliance has been facilitating quality relationships between hiring companies and recruiting agencies with their powerful communications and recruitment portal since 2001.

    To learn more about RecruitAlliance 2.0, schedule a web-based demo by visiting

    How to find the right recruiting agency to fill the job

    Let RecruitAlliance connect your organization to recruitment agencies who produce results.

    Depending on the size of your organization, your open requisition count may fluctuate from relatively low numbers into the hundreds at any given time. Effective management of your internal recruiting teams' req load can often require the assistance of a quality contingency recruitment firm.

    How do you select the right third-party staffing company to efficiently increase your candidate pipelines, without wasting your time vetting outside vendors and haggling over fees and terms?

    RecruitAlliance, the comprehensive recruitment communications platform, offers solutions to save your hiring company time and money. Serving as a powerful portal that connects vetted agencies with fee eligible requisitions, employers simply post their positions available to agency – and agencies submit their qualified candidates who meet all of the criteria set-fourth in your posting. Participating agencies agree, in advance to the terms and fees your company sets, so there's never any last minute fee negotiations.

    Regardless of the number of recruiting solutions that continue to come to market, third-party recruiting agencies continue to be the number one source of top talent for most organizations. No software, social media, or email can replace the human interaction and connections that are created with external recruitment specialists.

    To schedule a complimentary demo of the RecruitAlliance solution, visit

    LinkedIn – What’s new for Corporate and Contingency Recruiters

    RecruitAlliance accomplishes recruitment results, where LinkedIn cannot!You may think you know all of the functions and features LinkedIn has to offer. Like Google, LinkedIn is involved in the race to remain competitive with all of the other sourcing tools available on the web today. There have been some new developments in the past week, and our article this week will serve as a resource for recruiters from a variety of backgrounds who rely on LinkedIn as one of their primary sourcing tools.

    For hiring companies and human resources departments who require the expertise of third-party recruiters for their toughest searches - RecruitAlliance is a free recruiting tool that connects qualified staffing and recruiting agencies with you - to meet your toughest recruiting challenges at your price, and on your terms. To learn more, visit the RecruitAlliance home page.

    Check out the news from this week with LinkedIn:

    LinkedIn launched a few new tools and tinkered around with some existing ones at this week’s 2,000+ person event in Las Vegas. But that’s not all we walked away with from the user-group conference, including this: Read 14 Things we learned at the LinkedIn Conference.

    Over the last two years, LinkedIn has used its fast-growing user conference to roll out products that have become such a part of the daily life of LinkedIn-o-philes that we barely remember when they didn’t exist. The idea of pushing really targeted jobs to passive job-seekers was highlighted in 2010. Read more about LinkedIn’s New Tools Measure Brand Power, and Get Your Job Listings Moved Up Top.

    LinkedIn still has many flaws, but even with them, the power of the portal in the recruiting field is unmistakable. If you are a corporate recruiter and you are looking for a database or source that includes a large percentage of passive prospects, LinkedIn is simply alone at the top. Read more about the 20 Reasons Why LinkedIn Will Be the #1 Recruiting Portal of the Future.

    In the past few weeks, LinkedIn has announced a doubling of revenue, acquired SlideShare, and crossed the 100-million-user mark. Facebook, meanwhile, had its much-anticipated IPO, which fell far short of optimistic expectations. Read more about Facebook Vs. LinkedIn: A Look Back.

    LinkedIn has served as an exceptional tool for corporate and contingency recruiter for many years. RecruitAlliance has served the recruiting community as a liason between hiring organizations and third-party recruiters since 2001. Have you evaluated RecruitAlliance yet? The perfect time is now.....

    To learn sign up for your complimentary demo, click here.

    Does the next Presidential election determine the future of the recruiting industry?

    RecruitAlliance makes recruiting easy - in any economy!

    If you listen to the opinions of your local and national news programs and media outlets, you already know the public perception on the matter. If you look back in history, recruiting ebbs and flows with the economic cycles; but the need to acquire top talent has never left the "marketplace."

    Headhunters and third-party recruiters (TPRs) have created high billings in a variety of economic conditions. Having the ability to change direction and evolve to meet the needs of your clients' has always been the requirement that ensures success for recruiters.

    Since 2001, RecruitAlliance is the website that has been connecting quality organizations with professional recruitment agencies. Companies simply sign on to the platform to post their fee eligible positions, and recruiters receive an immediate notification of your talent needs. They compete to fill your jobs quickly and efficiently.

    RecruitAlliance accomplishes a task that few companies can deliver - they facilitate quality relationships between recruiters and hiring companies - instead of being that middleman who holds recruiters hostage for a hefty percentage of their commission.

    Learn how implementing RecruitAlliance across your company will:
    ~reduce costs
    ~eliminate RFP process
    ~put an end to fee negotiations
    ~save time
    ~create quality connections with well-networked recruitment professionals
    ~reduce your time-to-fill while increasing your ROI

    This November will likely be a historic election. While the Presidential race will determine the direction the country moves forward, there will continue to be a drive to obtain the highest quality talent within growth oriented companies and organizations in the U.S. To learn more about how to join RecruitAlliance, visit

    Third-party recruiters: Beef up billings and increase client-base in minutes

    Let RecruitAlliance help you increase your billings today.Are you spending tons of time on business development for your recruiting or staffing agency? Do you work independently, and strive to increase your earning potential immediately?

    Every time you check your email or search the internet, there's another new tool available that promises to help you work less and earn more. While technology has certainly changed the way talent acquisition professionals work, the influx of new solutions leaves one feeling overwhelmed, and unable to differentiate whether the ROI is positive.

    One recruiting tool that has been in place since 2001 and has provided proven success to agencies and third-party recruiters (TPRs) across the nation is RecruitAlliance. RecruitAlliance is a website that facilitates quality relationships between hiring organizations and TPRs. It's a powerful communications portal that provides real-time reporting on all of your candidate referrals, while minimizing the time spent on successfully obtaining feedback from your client. Unlike other recruiting platforms, RecruitAlliance strives to create a collaborative relationship between hiring company and agency - RecruitAlliance never takes a piece of your recruiter fees earned.

    Imagine the power of placing one additional candidate per month, without focusing on additional business development or making heavy marketing calls. Imagine removing contract negotiation out of the equation, and knowing up-front what the client is willing to pay for your candidate. RecruitAlliance can positively impact your recruiting and staffing business beginning today!

    You're invited to test drive the RecruitAlliance platform today. Learn what recruitment specialists love about this tool, and how they leverage it to work with some of the most prestigious organizations across the country. To learn more about how you can make 2012 your biggest billing year, visit