Twitter and Recruiting: Candidate Sourcing Made Simple

Are you using Twitter to locate, identify and source candidates in your recruiting practice? If not, you may be missing out on thousands of dollars in placement fees annually.

How do you leverage this social networking site to effectively increase candidate flow? Today, we'll focus on how search professionals can utilize Twitter and begin uncovering more quality talent than ever before.

    First Thing First

If you haven't already done so, go to www.Twitter.com, and sign up for your free account. Once you've confirmed your email address, immediately take the time to upload your photo and complete your profile. This way, you are searchable within the network, and you're ready to begin tweeting as needed.

    Increase Interest in Your Jobs

You have up to 140 characters to capture the attention of potential candidates. Keep your job ads short and pithy, and be sure to use hashtags, so your keywords are searchable. Some of the most widely searched terms used by recruiters include: #job, #employment, #hiring, #salesjob, #recruiting, #career, #nursingjob, etc. Pick and choose your hashtags wisely, because they are a part of your total character count.

    Build a Following

The goal in using Twitter is to build relationships with clients and job candidates. To find these individuals, go to search.twitter.com, and search by industry, hashtag, location, etc. Using this method, you'll successfully source numerous relevant contacts. Follow targeted people, and they often will reciprocate.

Twitter is one social networking tool that can lead you to more canddidates and potential clients. Other sites, such as TweetMyJobs.com, further assist recruiters in sending their tweets to targeted audiences, with limited effort.

If you like this article, check out these related articles:

The Big List of Twitter Tools: 59 Free Twitter Tools and Apps that Fit Any Need
10 Twitter Tools Used by Social Media Experts
Why Twitter Is A Recruiter's Secret Weapon (And How To Use It)

How to destroy your talent brand (and tips to avoid it)

RecruitAlliance helps HR and hiring organizations streamline their workflow, and build a better talent brand.

RecruitAlliance helps HR and hiring organizations streamline their workflow, and build a better talent brand.

Today, companies and specifically Human Resources departments, work tirelessly to create a positive talent brand.  What types of situations can quickly damage their reputation and create a permanent, negative image in the minds of current employees, applicants, and prospective candidates?  Let's take a closer look.

Here are three essential areas that equal disaster, if not managed properly by HR and Senior Management:

1.  No Corporate Social Responsibility Policies

Corporate social responsibility (CSR) refers to a business practice that involves participating in initiatives that benefit society.  More organizations are implementing processes that allow them to lower pollution and resource use, increase recycling activities, and give back to the communities in which they do business.  With social media use so common and information instantly accessible via the Internet, it's easy for potential customers to see what their favorite companies are doing to better the planet.  With this trending focus on corporate social responsibility policies, failure to establish, maintain, and highlight what your organization is doing to meet objectives can hurt the organization, quickly.

2. Customer Service Failures

Nothing hurts branding worse than when your employees don't understand the impact they make on their external customers.  From inbound phone calls in HR, to insincere responses to consumer email inquiries, a negative experience by your customers can create major waves in your organization's reputation.  Those who have a poor experience may complain to potential customers and prevent them from working with a company or even take their issues to social media sites. This can cause a client's bad experience to go viral and hinder an organization's attempts to improve its reputation.  By providing teams with access to training and implementing a quality management strategy, customer service failures can be minimized.  This simple solution stands to protect and ultimately enhance your company's reputation.

2. Low Employee Satisfaction

As a company, if you're not focused on keeping your employees happy, you're not only harming your talent brand; you're profitability is likely suffering.  A Towers Perrin-ISR study found a staggering difference between high-engagement and low-engagement companies. Operating margin was 3.74 percent for high-engagement firms versus -2.01 percent for low-engagement firms. Additionally, net profit margin was 2.06 percent for high-engagement companies versus -1.38% for low-engagement companies. Satisfied teams are more likely to feel positively about their jobs and have a stronger sense of attachment to their employers. This makes it easier for them to encourage others to try a brand's products or services and promote the company even when they aren't on the job.  Brands with good reputations, such as Google, Whole Foods Market and Facebook, are often known for being some of the happiest places to work.

In 4 Ways to Prevent Damage to your Talent Brand, you'll learn that angry customers and bad product reviews certainly take their toll, but the worst publicity from a talent-brand standpoint comes from employees or former employees, who now have the power to broadcast their dissatisfaction through social networking.  Read more.

RA launches RecruitAlliance India, as part of International Expansion

RA Clear Crisp no shadow RA launches RecruitAlliance India, as part of International Expansion

RecruitAlliance is a Vendor Management Solution for hiring organizations that saves them time and money, while drastically improving their workflow.

Since 2001, RecruitAlliance has been connecting employers and recruiting agencies, through their proprietary, cloud-based, vendor management portal.  Headquartered in Jupiter, Florida, the company recently launched operations in Hyderabad, India.

In the U.S., RA’s recruiting tool has aided some of the world’s leading Fortune 500 organizations in reducing their spend per hire, mitigating risk, and optimizing the talent acquisition process, across their enterprises.

Over the company’s 15 years in operation, RecruitAlliance has helped employers and recruiting vendors successfully collaborate to fill more than 17,000 critical requisitions and earn millions of dollars in fees.   The website is user-friendly, while effectively tracking and managing candidate submissions for fee-eligible openings at entities of all sizes.  RA’s solution works alone or in tandem with other applicant tracking systems on the market.  Employers may join the website and utilize this powerful tool at no cost.

According to the company’s Director and Chief Technology Officer, Chandra Shekar Reddy, the decision to begin operations in India is the result of several key factors.  “India is a fast growing economy and with the recent change in government, the focus has shifted to employment, industry, and skill development.  The business community is very optimistic on high growth in both the short and long-term.   Massive growth in e-commerce has led to volume hiring, and successful organizations such as Amazon and Alibaba are already considering India as their next potential investment.”

Existing U.S. clients, such as Wells Fargo, Bayer, American Greetings, Dollar General, Wesco Distribution, TRW and others are poised to benefit from RA’s International growth, as they can access a single platform for their global talent acquisition operations.  Enterprises and businesses who are looking for expansion in both countries can use RA to quickly ramp up their headcounts and gain competitive edge.

RecruitAlliance offers a proven and validated vendor marketplace, reducing their cost per hire and time to fill ratios.  Employer members can build a network of recruiting partners who produce results, while positively impacting their organizational retention rates.  To learn more about RecruitAlliance India, contact their office directly:

Hyderabad Office:  +91-99084-66996

Email:  cs@recruitalliance.in or support@recruitalliance.in

Website:  www.RecruitAllianceIndia.com

Make more placements: 15 ways to build a candidate and client-based email subscription list

Email marketing can be an important component of every Staffing Agency's inbound marketing strategy. It is significantly cheaper than other advertising methods and, if done right, helps build loyalty and trust with customers. As a result, you generate more sales and more profits!

The foundation for successful email marketing is a targeted, permission-based email list. Marketers call contact lists their 'goldmine' because it can generate much of their sales revenue. If you've built up a list of opt-in subscribers that are qualified and interested in what you have to offer, then you've completed the first step and are on your way. Now it's time to 'mine' for gold!

Below you'll find several list-building and retention ideas that will help you get the best results from all your client and candidate email marketing activities:

Provide useful, relevant content. Your visitors will not give you their email addresses just because they can subscribe to your newsletter free of charge. You have to provide unique and valuable information that will be of interest or use to them.

Add a subscription form to every page on your website. Make sure it stands out so it is easy to find. If it doesn't look cluttered, you may want to include more than one on some pages. For instance, if your opt-in form always appears in the top-left corner of your site, you may want to add one at the end of your most popular articles.

Add subscription forms to your social media pages. Make sure that you don't waste this valuable source of revenue opportunities. Integrate your sign-up forms with Facebook and more!

Make it easy for readers to sign up. The more information you request, the fewer people will opt-in. In most cases, a name and an email address should suffice. If it's not necessary, don't include it here. You can always survey them once they're customers! We do recommend that you provide a link to your Privacy Policy however.

Publish a Privacy Policy. Let your readers know that they can be confident you will not share their information with others. The easiest way to do this is to set up a Privacy Policy web page and provide the link to it below your opt-in form. (Note: If you don't have one, put the words 'privacy policy generator' into a search engine and you should be able to find a suitable form to use.)

Provide samples of your newsletters and Ezines. This lets potential subscribers review your materials before they sign up to determine if it's something they'd be interested in.

Archive past newsletters and articles. An online library of past newsletters and articles is both appealing and useful to visitors and builds your credibility as an authority. In addition, if your articles are written with good SEO techniques in mind, they can increase traffic to your website through enhanced search engine positioning.

Give gifts subscribers can actually use. Offer an opt-in bonus for joining your subscriber list! Write an ebook or provide a PDF business report, or even hire a programmer to create downloadable or web-based software. But don't limit yourself to offering gifts to opt-ins. Give them out when your readers fill out a survey, provide a testimonial, success story, or a great product idea. Let them know when they can expect the next gift offer. Everyone likes to get something for free! And if you pass out 'goodies' throughout the year, your subscribers will feel truly appreciated − and that's good for business!

Ask your subscribers to pass it on. Word of mouth is a powerful viral technique that works great with email marketing. If your subscribers find your content interesting, amusing or informative, they'll probably share it with their friends. This can be a great source of new customers, so make sure to remind them to 'pass it on'.

Let others reprint your newsletter as long as the content is not modified. If you're happy to share your content with the universe, then why not! Many webmasters and newsletter publishers are actively looking for high-quality content and, if they reprint your newsletter, you'll get new subscribers, and more traffic and links pointing to your site.

Include a 'Sign Up' button in your newsletter. If you're using plain text instead of HTML, be sure to provide a text link to your subscription page. You may feel that this is not required because the subscriber is already on your list, but remember that readers will forward your newsletters to others, or reprint them online. Make it easy for them to subscribe!

Add a squeeze page. A squeeze page has one goal − to acquire opt-ins and build your list. Think of it as a mini-sales letter to go along with your subscription or opt-in gift. It should feature a strong headline and a couple of powerful benefits that should make subscribers salivate to sign up! Once created, use a service such as WordTracker to find hundreds of targeted keywords, and promote your offer using pay-per-click advertising from Google, MSN and Yahoo. Now that should make a splash!

Include testimonials on your squeeze page. This is crucial. Put one or two strong testimonials from satisfied customers on your squeeze page. This can be in any format, but you may find that multimedia (audio or video) is more 'believable' and inspires more people to action. To further enhance believability, get permission to use actual customer names, locations and/or urls (Don't use 'Bob K, FL'). Add a note inviting others to participate. After all, it's free publicity!,

Blog religiously. Blogging is a great way to communicate with prospects and potential customers, and creates a nice synergy with your email marketing. Be sure to include your newsletter sign-up form on each page of your blog. You can start a free blog at Blogger or WordPress.

Post on other blogs. Post thoughtful comments and information on similar blogs with a link to your squeeze or opt-in pages. Also comment on others' blogs through trackbacks. In most cases, your comments will be posted on their blogs with a link back to your site. This is an easy way to generate new traffic and subscribers, and get your brand out there!

If you're looking for a solution provider to effectively set-up and manage your email marketing strategy, click here to learn more.

Recruiter Sales Tips: Improve your Sales Process and Increase your Billings

We all know that staffing and recruiting are sales, but maneuvering through all of the barriers can be challenging. When you're starting a new desk, one of the first things you'll have to master is the art of finding your comfort zone on the telephone. In 11 secrets for a winning cold call, you'll learn what it takes to have the right mindset to hit the phones and "dial for dollars" more effectively--every day.

When you're not on the phone, or you are repeatedly connecting with voicemail, leveraging email to get your message across to prospective clients and candidates is an effective means of communication. What happens when you're repeatedly reaching out, and never receive a response from your target? How can recruiters improve their chances of receiving timely feedback? In The Last Ditch Move to Provoke an Email Response, you'll learn how to write a "Hail Mary" email, and when it's appropriate to use it, and how to incorporate it in your sales cycle.

Speaking of email sales messages, it's important that you only use email as part of your strategic campaign. In If a Customer Won't Respond, Try This, you'll get great ideas on the follow-up emails that you send if your initial email does not get a reply from the prospect.

For recruiting professionals, the default website for leads is typically LinkedIn. When you are seeking the top passive talent in the market, you may have to get more creative. In 9 Easy Ways to Hone Your Lead Scoring Today, you'll read how many companies utilize a lead scoring system to determine who they will contact, and the nine criteria you should examine when implementing this in your process. For recruiters just getting started, this is an excellent method to assist them in finding a better niche to focus in, based on the market. To read more, click here.

If you're looking for new job orders to grow your recruiting agency, look no further than RecruitAlliance. This cloud-based tool connects you with full-fee jobs posted by some of the top Fortune 500 companies. It's also a powerful split network to increase your billings. To learn more or sign up for a free trial, visit http://www.RecruitAlliance.com.

How to Build a Better Talent Acquisition Process in your Organization

Regardless of the size or perceived prestige of your company, the chances are highly probable you are struggling to attract and hire top talent. Here are some interesting statistics to consider:

76% of job seekers want to know why the company is an attractive place to work
70% of candidates wish to know about compensation package details
60% of job seekers want to see an overview of the company's mission, vision, and values
62% of job seekers want details on the benefits package
55% of candidates want basic company details like office locations, number of employees, and revenue

Is your Human Resources department providing candidates with the information necessary to make a quality decision on a timely basis? Is your recruiting process well-defined and efficient, enabling you to provide your candidates with a hiring time-line that manages their expectations? Creating a positive candidate experience builds your talent brand while ensuring your company has the right people in place to move ahead of your competition. What improvements can HR make create the best experience for your internal and external customers?

Here are four tips to help you build a better talent acquisition process, across your enterprise.

1. Define your recruiting process. Train your team on their role in sourcing, screening, and hiring candidates. Leverage your external search partners to uncover those passive candidates who you won't otherwise gain access to. Making a great hire should be a simple, straight-forward procedure at all times.

2. Eliminate all candidate barriers from the recruitment process. From the time your candidate submits their application, they should feel like they have an open means of communication with you. If you aren't effectively communicating with your candidates when they want to work for you, how positive will the experience be as an employee? HR has the challenging job of creating a quality experience for all applicants.

3. Have a well-integrated Social Media campaign. Have your Social Media Manager personally invite your candidates to follow you on Facebook, Instagram, YouTube, LinkedIn, etc. Make your talent acquisition process as personal as possible for the candidate. A candidate referral is a valuable return for creating an amazing experience.

4. Consider implementing a program like Total Recruiter Management by RecruitAlliance - a no-cost solution to help you manage your external recruiting partnerships more efficiently and effectively. If working with third-party agencies is not centralized and managed, you are likely way over your recruiting buget. Total Recruiter Management helps you reduce costs, mitigate risk, use one contract - one fee, and offers a seamless and secure platform to facilitate mutually beneficial relationships with new and preferred recruiting partners. To learn more, click here.

Winning the war for talent requires eliminating inefficient processes and implementing solutions. When you focus on improving the candidate experience, building a better talent brand, and incorporating new technologies like Total Recruiter Management by RecruitAlliance, you're creating a win-win for your team and entire enterprise.

Attention Recruiters: The days of cold calling are over

Remember the days when recruiters had to pick up the phone book and call in to an organization to get information? Part of your daily process involved sleuthing to extract corporate hierarchical information, to help you locate jobs and candidates. Today, finding the names and titles has become a snap, thanks to the internet and social media. Compared to days gone by, every recruiter can not only know the decision makers that compile the corporate leadership--they can reach out to prospective candidates and clients with a strong level of confidence, because they have access to so much professional and personal data.

Cold calling is defined as the solicitation of business from potential customers who have had no prior contact with the salesperson conducting the call, therefore making the call cold. Cold calling is used to attempt to convince potential customers to purchase either the salesperson's product or service.

Based on this definition, and considering today's business climate, there truly are no cold calls required in recruitment. How can recruiters make a better warm call to their prospective candidates and clients, and how can they most easily build rapport? Here are 5 tips to help you improve your phone skills:

1. Begin your day with a well defined list of prospects. While many recruiters attempt to cast a wide net, this is not a good strategy. Focus within your niche, focus in your area, and do not procrastinate--especially during peak calling hours.

2. Let your script be your safety net. Many recruiters and sales professionals feel a script makes their call sound robotic - it's too predictable, and it's not natural. When you reach out to your prospect, the script keeps you on-track and prepared for whatever way the call can go. Preparation is the key to making quality calls with positive outcomes.

3. Avoid comparing yourself to a direct competitor. All recruiters provide similar services, but it is never okay to speak negatively of your competition. This comes across as very unprofessional, and no potential client will be interested in the negativity. Differentiate yourself exclusively by highlighting what makes you special. What does your agency do that others are not? What makes you special in the industry? Remember, you want to sell through positive methods only.

4. Stay away from pushy sales tactics. While recruiting is a sales business, it's not necessary to push anyone in to a decision. Your job is to educate both parties about inventory (jobs and candidates), and help them both make a decision that will benefit them. When you focus on what's best for the candidate and the client, you will position yourself as a trusted advisor.

5. Use LinkedIn to learn about your prospect before ever making a call. Are you able to truly connect with the candidate or client prospect during your first phone interaction? Yes, but you have to read their profile before you pick up the phone. Arm yourself with information to build rapport during the conversation, and you'll truly stand out from all of the other recruiter calls they receive.

RecruitAlliance facilitates mutually beneficial relationships between hiring companies and recruiters. Recruiting Vendor Members can log in to their account, review job orders, and submit their quality candidates, without making any client calls. To learn more about RA, visit http://www.RecruitAlliance.com.

HR Strategy Room: Solving the Procrastination-Feedback Loop – a Critical Element in Hiring Success

RecruitAlliance helps break the cycle of inefficiency.

It doesn't matter what job you hold or at what level, we all need feedback on a timely basis. For corporate HR professionals who are busy designing a new diversity recruitment strategy and forward a proposal to their CEO for approval--they need feedback. A Talent Acquisition Manager who wants to implement a quality Vendor Manager Solution needs prompt feedback from all decision makers. A Compensation and Benefits Manager who realizes their organization is not offering a competitive starting salary to their executives and requests an 'across-the-board' increase from the HR Director needs feedback.

Feedback drives business on every level. Without it, processes become inefficient and progress becomes stifled. Successful collaboration and enthusiasm in completing the task at hand are significantly diminished. The emotional ROI declines at a steady and rapid pace. When working with external recruiting partners or other service providers who are not provided with timely feedback, the probability of mutual goals is minimized.

Procrastination is defined as the practice of carrying out less urgent tasks in preference to more urgent ones, or doing more pleasurable things in place of less pleasurable ones, and thus putting-off impending tasks to a later time; sometimes to the "last minute," before a deadline.

Let's face it--in the typical fast-paced and demanding Human Resources department, there is no time to procrastinate. Requesting and providing feedback is critical to the success of your department and the company. The scenario is the same when working with third-party search professionals. Recruiters strive to provide hiring companies with quality candidates. They work for free unless a hire is made. It's a pretty big investment of time and energy on their part, with no guarantee of any return. Putting yourself in their shoes, isn't it only reasonable for your recruiting partners to request and anticipate feedback on their candidate submissions, promptly?

Here are the top four steps to put an end to procrastination, and start providing timely feedback to your internal and external customers, today.

1. Break work down to manageable chunks. Stop overwhelming yourself! Do one task at a time, and focus on it exclusively. Experts recommend working for 25 minutes, take a 5 minute break - and repeat the process.

2. Plan your day and work your plan. Calendars with reminders are an excellent way to manage your time and stay on-track. Leverage mobile tools, like Focus Booster, Mind42, or MyLifeOrganized (MLO) offer excellent time management assistance, on-the-go.

3. Work in an inspiring environment. Where do you get the most work done? If you are more productive working outside at a picnic table in the sunshine, request special permission from your boss. Look at where inefficiencies exist in your current workflow, and change them.

4. Surround yourself with people who do not procrastinate and who inspire you. Everyone has peers who naturally motivate them to be more and accomplish more. Keep those individuals in your professional inner-circle, and move away from those peers that drain your energy-levels.

Timely feedback serves as a lifeline for every successful business process, and effectively inhibits the cycle of procrastination and inefficiency. RecruitAlliance is a Vendor Management System created exclusively to help organizations optimize their talent acquisition work-flow and maximize their relationships with third-party recruiting agencies…..all at no cost to your company. To learn more or schedule a demo, click here.

Four innovative ways to incorporate video in your organization’s talent acquisition plan

When was the first time your HR department began using video to recruit great candidates? Many companies are still holding off using this powerful tool. A decade ago, the only time you found video on a career page was if the company invested in a slick, professionally produced, corporate video--likely featuring the CEO's pitch on reasons to join their ranks. Thankfully, times have changed, and if you truly want to place yourself ahead of your competition, it's time to consider integrating video in your quest to attract top talent.

When people think of videos, YouTube or Vimeo usually come to mind. While these resources are certainly good (we’ve even included one below), don’t limit yourself to only these sites when looking for valuable business insights. As videos are becoming cheaper and easier to produce, there are new content sources appearing all the time. Here are four of the best HR video resources for motivated professionals. In 4 HR Video Resources You Never Knew Existed, you'll learn more about some of the tools your organization may not be currently accessing, and how video tools can help you with a variety of tasks. Read more.

How can busy human resource departments and talent acquisition specialists position themselves to gain access to top talent through innovative videography? Here are four creative tips you may have never considered.

1. Begin including a video job description with a compelling job ad on all of your job postings. If you've ever read a lengthy and boring job description without any sizzle, it doesn't take long to realize you're only going to attract active candidates. To truly engage top talent, hiring managers can create a video job description using their computer camera. Discuss the ideal candidate, what they'll be doing in the department, give a brief description of the culture, and even tell a little bit about themselves. It's a great way to engage prospective candidates on a whole new level, without any additional expense.

2. Rely on video provided by your local Chamber of Commerce or Visitor's Bureau to sell the work location for you. When you're looking at relocating candidates from outside of the area, you have sell the area. If it's not on a beach in a resort destination, it can become challenging to find reasons a candidate would want to work there. In nearly every city, you can access links to video footage from the Chamber of Commerce or your local Visitor's Bureau website. Why reinvent the wheel? Just include a link to this video resource on your job ad.

3. Leverage video interviewing as part of your hiring process. You can immediately drop your expenses by qualifying candidates through video interviewing. No more expensive air and hotel costs to bring individuals on-site, unless you're ready to make the offer. One interviewer can conduct the meeting, and share the video with all of the decision makers. Once feedback is obtained and the company wants to move forward with the candidate, additional video meetings can be scheduled or an on-site visit scheduled. Video saves organizations money.

4. Do you work with a network of external recruiters and search professionals? Create a video explaining the job specs and answer all of their potential questions from recruiters in advance of commencing the search. Email them the job description and a link to your video. Third-party recruiting relationships are valuable to most organizations. Why not enhance that relationship by providing your partners with a video job description, personal message addressing the concerns you know they'll have, and emailing that information to them before they get started. Recruiters will love to work with you if you go the extra mile, and in response, they'll deliver the top talent you're seeking.

RecruitAlliance is a Vendor Management System created exclusively to connect hiring companies with third-party recruiters. Employer members are able to post their fee-eligible jobs on the platform, and recruiter vendors will begin to submit qualified candidates for consideration. It's a better way to take control of the recruiting process, manage and reduce fees, and ensure compliance obligations are met, consistently. To learn more, click here.

Video is an excellent way to differentiate your organization from the others in your space. Whether you choose to implement one or multiple suggestions provided today, the video-talent acquisition trend is one that's here to stay.