5 Steps to Differentiate Your Recruiting Agency from the Competition

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

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

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

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

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

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

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

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

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

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

Split Job Networking: 5 Tips to Protect Your Placements

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

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

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

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

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

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

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

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

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

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

To learn more about SplitAlliance and their services, visit their website at http://www.SplitAlliance.com.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

What Constitutes a Qualified Job Order Today? 15 Essential Questions Every Recruiter Must Ask Every Hiring Manager

One of the key differences between highly successful recruiting professionals and those who struggle to make ends meet is their ability to analyze the urgency of filling a job. Staffing specialists who spend their time working on requisitions that will not likely turn into a hire will quickly find themselves frustrated and left 'spinning their wheels'.

What should recruiters be looking for as they qualify new clients and their job orders? Are there specific questions to ask the prospective client or a checklist to easily follow during the conversation?

The good news is the nature of writing a job order has essentially remained unchanged over the history of recruiting. The purpose of your conversation with the employer is to determine 3 critical items:

  • The nature of the client's requirements.
  • The urgency of filling the position.
  • Your chances of successfully filling the order.
  • Your conversation with the hiring manager should be candid and honest. If you know they are attempting to hire a candidate and the client isn't open to offering a competitive wage, you need to ask yourself how successful you will be in filling this job. If the client will not provide you with timely feedback once you submit your referral to them, you have to question the urgency of filling the position. In order to develop quality relationships with your current and future clients, you must strive to work with companies who are serious about hiring. When working with a service like RecruitAlliance, you need to evaluate the position, salary offered, and job stats to determine urgency.

    Here are the most important questions every recruiter must incorporate into their job order discovery calls:

  • 1. What are the consequences of this position remaining open?
  • 2. How long has this position been open?
  • 3. How many candidates have you interviewed thus far, and why did you choose not to hire any of them? (This will help you drill-down on things they are really looking for, and what they want to avoid.)
  • 4. What is your timetable for interviewing and hiring?
  • 5. Why did the last employee in this position leave?
  • 6. Tell me the 'must haves' of the ideal candidate. (education required, certifications, technical skills, etc.)
  • 7. What special skills, knowledge, or abilities would benefit the candidate in this role? (determine soft skills required)
  • 8. What is the size of the team this individual will become a part of, and who will he/she report to within the company?
  • 9. Tell me about the company culture, and what attracted you to the organization?
  • 10. What is the ceiling compensation rate for this position? If the ideal candidate indicates a slightly higher salary requirement, should I submit the resume?
  • 11. Are you open to candidates who need an H1b transfer? Do you sponsor Green Cards?
  • 12. Do you and your client understand the timeframe in which candidate feedback will be provided? If you're working through a service like RecruitAlliance, does their customer support team assist you in obtaining feedback after a reasonable amount of time?
  • 13. Can you forward the job specs and benefits offered for this position today?
  • 14. Are you offering a relocation bonus (if open to non-local candidates) and are you open to video interviewing these candidates?
  • 15. Review their hiring process, identify key decision makers who are included in the interviewing process, and obtain interview dates/times.
  • These 15 questions will drive the conversation, while leading to additional, logical questions. Competent discovery questioning maximizes the recruiter's ability to secure solid information to effectively qualify the job order, and move forward, towards their next placement. If the course of the conversation does not indicate the employer's need is urgent, the nature of their requirements are not reasonable, or you believe filling the job is improbable-it's okay to professionally decline the search.

    While determining the quality of a job order has remained essentially unchanged for years, recruiters must always take steps to ensure they are focusing on recruiting candidates for jobs they can fill. The difference between success and mediocre results in this business starts with taking the time to qualify your job orders.

    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 www.RecruitAlliance.com.
  • 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. 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 RecruitingTrends.com, “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.com." TODAY. Today Money, 3 Sept. 2012. Web. 12 May 2014.
    Zappe, John. "Not Yet Video Interviewing? Now You Have No Excuse." ERE.net. ERE.net, 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 www.RecruitAlliance.com 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.