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

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.

4 ways to differentiate your staffing firm with mobile recruiting

According to Pew Research Center, 90% of American adults have a cell phone. 42% of American adults own a tablet computer. 58% of American adults have a smartphone, and this number is increasing every day. With the rise of smartphone and tablet usage it's become crucial for staffing firms to develop and implement an aggressive mobile recruiting strategy.

What exactly is mobile recruiting, and how can an independent practitioner or agency establish themselves as leaders in this trend? What are the most effective ways to differentiate your search firm from the competition on the mobile front?

What is mobile recruiting?

Mobile Recruiting is the act of finding job candidates actively and passively through the use of mobile career pages and internet recruiting strategies through social platforms. Suprisingly, only approximately 20% of companies have mobile-optimized career sites, and a mere three percent have a mobile app. Clearly, mobile recruiting offers staffing firms an opportunity to differentiate themselves from their competitors.

4 methods to stand-out from your talent acquisition competitors

1. Have your website optimized for mobile. The stats provided previously speak for themselves. A lot of recruiters do not have a mobile site. If you're running your operation on a shoestring budget, there are a variety of services that will quickly convert your current website to mobile. Mofuse, BMobilized, and Mobify offer affordable and reliable service.

2. Leverage mobile video interviewing, and include the file for your clients with candidate submissions. This is a game-changing move that will make partnering with your agency more attractive. Imagine how this will assist your clients in reducing their time to fill, while giving you a winning edge over your competitors. Video interviewing tools are affordable, and adding this as part of your service will undoubtedly generate more business. Learn more about video interviewing tools.

3. Focusing on mobile recruiting techniques enhances "the candidate experience." When the candidate has access to your jobs through their smartphone, can complete an application, conduct an interview, and access your social media sites to learn more about your search firm--they rate their candidate experience far higher. Think of the time your candidate will save by choosing to work with you, versus a competitor. Implementing a well executed mobile strategy shows candidates you are forward-thinking, and that you can get them in their target company.

4. Use your Social Media channels to connect and engage candidates, consistently. Recruiters find candidates via Facebook, LinkedIn, Twitter, etc. everyday. While it's a great sourcing tool, these mobile-optimized sites offer far more than an opportunity to find relevant names for your current search. Recruiters can build a dynamic and candidate-focused brand by interacting regularly and on a timely basis. Virtual assistants can save you time and money in this effort, while providing an excellent ROI.

Creating and developing a solid mobile recruiting strategy can catapult your staffing from typical to extraordinary.

#recruiting, #RecruitAlliance, #mobilerecruiting

Recruiters: How to protect your agency from a cyberattack, and leveraging technology to grow your business.

RecruitAlliance provides technology for recruiters to grow their business.

Technology plays such a large role in any recruiting agency's operations. Imagine how your company would be impacted if you couldn't receive candidate resumes via email. What would happen if your Applicant Tracking System and/or candidate database was hacked?

In 4 email alternatives to lower your cyberterrorism risk, you'll learn some excellent pointers to help you reduce the possibility of stolen information as the result of a cyber attack. Read more.

While we're focusing on improving technology policies, there are a handful of simple fixes you can make to keep our search firm running efficiently. In 6 common tech tragedies you can avoid, you'll read practical tips to help keep your business fine tuned. Read more.

These days, recruiting in the IT space is 'hot', but regardless of what vertical or industry you specialize in, having the right team to identify and attract top talent is an on-going challenge. In Do you have the right talent for business growth, you'll gain insight about how to market key players to your clients, and attain a greater understanding of why they need your services, immediately. Read more.

When it comes to using secure recruiting technology to grow your agency, RecruitAlliance is a clear leader in facilitating quality partnerships between staffing companies and hiring organizations. Recruiter members, commonly referred to as Vendors, gain access to full-fee job orders posted by top employers. For those independent practitioners and agencies looking for split networking opportunities, members have the option to post split jobs or submit their candidates for other members' split job orders. For more details or to sign up for a free 30 day trial, visit

Hashtags and Recruiting: Enhancing your Social Media Sourcing Strategy


No matter where you look today, hashtags seem to be everywhere. What exactly does adding a hashtag at the end of your social media post really accomplish? Why should you be starting to implement them in your own recruiting efforts, immediately? Let's start at the beginning.

What is a hashtag?

Hashtags are usually keywords inserted in a Tweet, either at the end of the message or within. The format consists of a "#" sign followed by the keyword. Tweets can often contain multiple hashtags. They can make a remarkable difference in how widely your messages travel across Twitter, which in turn, enhances your website's search engine optimization (SEO). On Twitter, the pound sign (or hash) turns any word or group of words that directly follow it into a searchable link. This allows you to organize content and track discussion topics based on those keywords.

Why use hashtags?

Once you understand the significance of using hashtags, there are many applicable uses for recruiters. If you're looking for networking opportunities, you can search #networking. Are you seeking marketing advice for your staffing agency? Once logged in to your Twitter account, search #marketing. If you want to locate business conversations held by prospective candidates, you can drill down further. If you're looking for attendee conversation from a recent American Marketing Association convention, you can search #AMA. The possibilities are endless, and your results - priceless.

Create your own hashtags and get started.

Hashtags are a great way to generate buzz around a marketing campaign. Whether you're an independent search practitioner or a large, multi-office International agency, learning how to properly use hashtags in your recruiting plan will create a positive impact on your results. There are a variety of creative ways you can use hashtags to gain followers and connect with the right people. Use hashtags for Twitter chats — invite an industry expert to answer tweeted questions from your brand's followers. Events are great opportunities for creating conversation around hashtags. You can create contests, games, and more - get creative! By leveraging this tool on Twitter for use with live events such as a conference, it allows users an easy way to listen in on what other attendees are talking about. If you turn on your favorite news program, you'll find they often feature hashtags to encourage discussion on Twitter. Think of all the ways you can use hashtags to uncover more candidates!

Tips to get started with hastags.

1. Be strategic.Your most tweeted hashtags should also be similar to the keywords you are targeting for your website's SEO.

2. Be descriptive. What are the one or two words that best describe the topic of your Tweet? Make sure your hashtags are descriptive about the content you are posting.

3. Be concise and consistent.

Keep hashtags to one word. Before using a new hashtag, run a simple search and see how this topic is usually tweeted. Make sure you are using the exact same verbiage and use the hashtag consistently in subsequent Tweets.

With a little practice, you'll find that hashtags will connect you to the right people at the right time!

HR Strategy Room: It’s All About the Recruiting Process

Modifying your internal hiring practices to work faster, smarter, more efficiently and effectively can be a tall order for any organization. In the HR Strategy Room, RecruitAlliance's weekly collection and commentary on the top news stories affecting Human Resources, you'll receive tips, advice, and insight to assist you in the daily trials you encounter in any busy HR department. We invite you to read, comment, and engage!

Assure your team understands the recent changes to the OFCCP laws and maintains compliance, while mitigating risk. Download the White Paper--OFCCP Update: How it Affects Your Third-Party Recruiting Strategy.

Does your company's recruiting process put you in a disadvantage in the war for top talent? Are the recruiting agencies you work with frustrated by the length of time it takes to gain vital feedback, to fine-tune their search and uncover the right candidate your organization has been searching for? In Speed Up Hiring Without Compromising Quality, you'll learn more about finding the delays in the recruiting process, and how you can best change the status quo to generate superior results. Read more.

Does your company take a "winner-take-all approach" to recruitment? Are you as competitive in talent acquisition as you are in sales, advertising/marketing, pricing and product development? In Hire to Hurt: The Boldest Recruiting Strategy of Them All, you'll see just how impactful this approach can be to gaining competitive edge in your industry. Read more.

Are you currently caught in the headcount trap? In HR, at the end of the day, it boils down to whether you have enough people to get the job done, and whether these individuals have the ability to execute their job in the most effective manner, right? In How You Can Avoid the Headcount Trap, you'll see just how easy it can be to develop a false sense of security, and three steps you can take to efficiently measure your organization's talent resources. Read more.

Nearly all organizations struggle with process improvement and streamlining the recruitment process; regardless of the number of technology-based solutions that flood the market. Does your company leverage a Vendor Management System specifically for working with third-party staffing and recruiting agencies? If you could reduce your talent acquisition costs by more than 30% across the board, improve the quality of your candidate pool, streamline the process of working with search vendors, and strengthen your ability to engage more certified diversity and small businesses--would it be worth your time to have a 10 minute phone conversation to learn more? Visit for more information.

Training your Recruitment Team to Increase Profitability

One of the things that differentiates a good recruiting team from a great one, is the initial and on-going training opportunities provided to them. For most agency owners, providing quality training is time consuming and takes away from production. Today, we're going to review and analyze some of the certification and education options you should explore, as you consider the impact this investment can make on your bottom line. Remember, your ROI can be substantial, but it's important to evaluate all of your options before choosing a program.

Recruiter training can impact your bottom line.

AIRS is an organization that prepares recruiters, sourcers and other talent acquisition professionals for today’s competitive recruitment and sourcing market. There are seven major certifications your recruiters can obtain. The Certified Internet Recruiter (CIR) designation is the most widely recognized professional standard for modern-day talent acquisition. Advanced Certified Internet Recruiter (ACIR) is an elite designation prized in the industry and earned by few. It ensures you've attained the highest level of certification available to recruiters today. To become a Certified Diversity Recruiter (CDR) you must demonstrate a mastery of the tactics and strategies required to source, recruit and hire a diverse workforce. Certified Social Sourcing Recruiter (CSSR) is an elite designation that ensures you've attained a thorough and up to the minute understanding of sourcing via social media. Certified Social Media Recruiter (CSMR) is a designation that shows innovative knowledge of sourcing talent on line beyond Facebook, Twitter & LinkedIn. Professional Recruiter Certification - The Principles of Recruiting (PRC) provides the latest techniques, newest trends and best practices in the areas that matter most for recruitment professionals. The Elite Certified Recruitment Expert is the only certification in the industry that evaluates your expertise in all of these areas of recruiting; general recruiting, social networking, diversity, basic and advanced internet recruiting. Read more about AIRS certification options.

Other training options to consider include Top Producer Tutor, offered by Good As Gold Training. Barbara J. Bruno, CPC, CTS established Good as Gold Training in 1993 to provide on-demand and online training for individual recruiters and teams. This option only teaches processes and strategies proven and tested to provide results. This training is delivered over the web, and offers a great way to jump start new hires, increase the production of seasoned recruiters, while testing and confirming comprehension of new skills. Learn more about Top Producer Tutor.

The Dynamic Sale, a recruiter learning and development company, offers a plethora of free and paid tools to train your recruiters. From free recruiting training delivered to your email, to virtual bootcamps in perm and contract placements, to LinkedIn Mastery Virtual workshops, this option offers your team a comprehensive training option. Learn more about Free Recruiter Training.

In 6 Steps on How to Train a New Recruiter, you'll learn how to take a Newbie from an empty sponge to expert status, simply by follow the simply plan provided. Read more.

Whichever option you choose, having a well trained recruiting staff is key to increasing your agency's potential and overall profitability.

Intel is focusing on Diversifying its Workforce, and why your organization should, too.

Comments OffWritten on January 12th, 2015 by Christina Archer
Categories: Corporate Recruiters, Human Resources
RecruitAlliance helps organizations meet their diversity objectives.

RecruitAlliance helps organizations meet their diversity objectives.

Intel's CEO has announced they will invest $300 Million to support Diversity recruitment and retention in technology and gaming. At the helm, Brian Krzanich further stated "he will tie executive compensation to the progress on building a more diverse workforce." What is prompting such a bold move in Intel's strategy? Is it time for more organizations to take a microscopic look at diversity in their culture, and make similar adjustments to their diversity recruitment strategy? Read more.

Companies that make diversity a priority are winning the war for talent. Not only are they recruiting people from underrepresented groups at a faster rate, but studies show young people—including straight, white, able-bodied men—want to work at inclusive workplaces. In What's Missing from your Diversity Recruitment Strategy, you learn what great companies like AT&T and Toyota are bringing to the table on this issue. Read more.

The business case has been made: workforce diversity will help your organization reach new markets and develop greater intellectual capital. Fortune magazine's "50 Best Companies for Asians, Blacks and Hispanics" continue to outperform the S&P 500. But to leverage diversity, you must first have it--at all levels. In Getting People in The Pool: Diversity Recruitment that Works, you'll see the business case for why your organization should look for diverse staff as well as gain access to information and tools you can implement immediately. This is "must-read" material for CEOs, department managers and association professionals engaged in human resources and staff recruitment. Read more.

Within organizations where diversity recruiting is recognized as a business case issue, many of them struggle with achieving the level of employee diversity desired or often required for success. Unfortunately, far too many hiring officials who are responsible for creating diversity in their organizations fail to realize that recruiting diversity is truly a science. In Strategic Diversity Recruiting Process: It’s the Process That Creates Success, you'll discover how failure to understand this basic truth leads to abortive and fruitless forays and the mistaken conclusion that the problem is one of “supply and demands” (i.e., too few diverse candidates to fill the large demand). The solution to the problem often lies in the process used for recruiting. Read more.

Key objectives for an effective recruitment strategy are:

  • Outreach to the most diverse candidate pools about your department’s employment opportunities at the time of posting or sooner
  • Attracting qualified candidates where the diversity of the applicant pool is less than desired, specifically with regard to women and minorities. The development of a diversity recruitment strategy should include a formal review of your department’s current business processes (i.e. internal controls) and modifying them to complement your current diversity recruitment strategy.

  • The University of Michigan has put together a Diversity Hiring Toolkit that serves as an excellent resource for companies of any size. Review the toolkit now.

    Intel's goal is to "lead by example" in the diversification of its workforce. If your organization has struggled in the War for Top Talent, it's time to take stock of your Diversity strategy.