Archive for January, 2012

What Social Media Recruiting Won’t do for your Organization

Comments Off on What Social Media Recruiting Won’t do for your OrganizationWritten on January 30th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance is your cloud-recruiting solutions.Since 2009, Social Media has been termed "the game changer" in the world of recruiting. Candidates and their contact information is more widely accessible than at any other time in history, and all employers have to do is create engaging content to easily reel in top talent. Has this been your company's experience? Are the A-players in your space knocking down doors to join your company, because you have a presence on social media sites, like Facebook, LinkedIn, YouTube, Twitter, and blogs like WordPress or Blogger?

Here are three things Social Media will NEVER accomplish for your recruiting efforts, and the one tried and true way to hire top talent in any environment.

1. Social media is like a huge Rolodex; if you don't reach out to your target prospects, you can't recruit them. In the old days, headhunters and staffing specialists used the phone book to find candidates. Sites like LinkedIn and others are merely another way to gain access to contact information. If your company can't attract and hire these candidates before your competitors do, the social networks have really only taken over where the Yellow Pages left off.

2. Does your internal recruiting department have time to research and reach out to target candidates on the social networks, one by one? That doesn't sound like a reasonable solution for most HR departments. It's more likely that your job posting activities have transferred from print ads and online job boards, to one or more social networks. Essentially, you're still connecting with those active candidates you probably would have gained access to previously.

3. Social media allows you to build a more engaging employment brand, but that's not free. Creating, updating, managing, and maintaining profiles on all the major social networks is time consuming and costly; not to mention the fact it requires that someone consistently engage in reputation management. Now more than ever, disgruntled employees or customers can post negative things on your social networks and the web in general, that must be addressed immediately. In days past, complainers contacted the Better Business Bureau, where these types of matters were investigated before being added to your file. Today, individuals can post whatever they want, without challenge.

While the unemployment numbers have remained high, there's been no shortage of candidate flow for most organizations. Most of us in recruiting realize good candidate flow does not always equal quality talent options. While social media has provided employers with greater access to candidates and their contact information, the problem remains--how to take those individuals from just another entry in the "social media rolodex" to a new hire.

Certainly, social media has a place in recruiting, but it only takes organizations a step closer to the best of the best candidates. Essentially, it provides unlimited access to the candidate pool you always had access to. Third-party recruiters and agencies continue to remain one of the top solutions for companies who want to fill key positions with exceptional talent. Employers can simplify the process of working with external recruiters when they utilize their complimentary membership with RecruitAlliance. To learn more about this powerful, cloud-based recruiting solution, go to http://www.RecruitAlliance.com.

Recruit Smarter 2012 (part 4): The Emergence of Applied Analytics

Comments Off on Recruit Smarter 2012 (part 4): The Emergence of Applied AnalyticsWritten on January 23rd, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance provides analytics to help you measure recruiting success.A quality analytics program is the corporate and third-party recruiter's best friend. With such a high influx of information created by recruiting programs, choosing which metrics to focus on is an incredibly overwhelming task for any professional. As a rule of thumb, to improve the quality of your recruiting analytics program, it's essential to target the fundamentals.

Here are the top 5 tips to begin incorporating applied recruiting analytics in your organization, for a more effective and efficient hiring process in 2012.

1. Think proactively, and stop problems before they have the opportunity to start.
Have you ever encountered a problem in your recruiting process, that "snowballed" to the point you lost control of the situation, altogether? When you implement a quality recruiting analytics program, you have the ability to gain insight into problems before they ever begin. By having access to these analytics, you can solve problems immediately, as they surface, versus putting out fires after the fact.

2. Utilize recruiting analytics, to optimize your candidate flow.
Analyzing your candidate flow enables your company to examine the fairness and inclusiveness of your recruitment efforts. Applicant flow data refers to the analysis of differences in selection rates among different groups for a particular job. In addition, it aides companies in establishing how they will spend their money, time, and recruiting resources.

3. Know and understand your best source of applicants.
It's critical that your company track where your applicants are coming from, and their conversion rate from applicant to hire. Are your top-tier candidates coming from your membership with RecruitAlliance, where agency recruiters compete to fill your posted open requisitions, or is there a high number of applicants that are employee referrals? Transfer your recruiting focus, where you obtain the best results.

4. Look at what happens to the candidates beyond the completion of the application process.
If you're department has a high-volume of fall-offs, or applicants that are not hired because they accepted a different job, perhaps it's time to review your internal hiring process. Does your organization take longer than your competitors to on-board new employees? Is the candidate experience as good, if not better than other companies in your space? Determine your deficiencies, and make improvements, if necessary.

5. Stop missing opportunities!
One of the most costly mistakes in recruiting is procrastination and indecision. Are your hiring managers making timely decisions on candidates? Are qualified candidates being interviewed on a timely basis? Are your offers being accepted, or rejected? These are the metrics that most heavily impact any organization.

RecruitAlliance can help you tackle the challenges of obtaining quality metrics while utilizing external recruiting agencies. Know which company is sending you candidates that result in hires, understand and manage your annual agency spend, and put an end to the RFP process. To learn more, visit www.RecruitAlliance.com.

Recruit Smarter 2012 part 3: Attracting Passive Candidates

Comments Off on Recruit Smarter 2012 part 3: Attracting Passive CandidatesWritten on January 16th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Recruit smarter in 2012, with RecruitAlliance.At the end of 2011, we learned the U.S. economy added 200,000 jobs. Interestingly enough, according to the Society of Human Resource Management (SHRM), and the survey results they obtained from HR professionals in the service and manufacturing sectors indicate there will be a low rate of job creation for the month of January. According to SHRMs LINE Report, the number of requisitions is going down, while the need to find qualified candidates continues to rise.

For third-party recruiters, corporate recruiters and staffing professionals, this means their focus must be to attract and recruit passive candidates in more creative ways. What's considered creative, in a world where active and passive candidates are inundated with your organization's message across the social networks, through email, in print ads, career fairs, and radio spots? Here are 3 new strategies you can implement, to begin recruiting the top passive candidates in your space.

1. Consider starting a LinkedIn Professional group that specifically caters to your field. Setting up a professional group is a simple process, and you have the ability to send out invitations to your network. It's a great way to engage active and passive candidates more efficiently. As the administrator of the group, you have the ability to send out one email to all of your members once per week; so you'll never lose touch. Consider including a your hottest job opportunities in your weekly email, as well as other engaging conversation.

2. Incorporate more high-touch techniques in your recruiting efforts. One of the greatest failures of HR departments and third-party recruiters is the fact they receive a candidate resume, and don't take the time to ever provide that individual with a quick call or personalized email. It may seem counter-intuitive to create more work for yourself, but even if the candidate you're contacting will never be hired by your company, you can't assume they won't refer you an amazing new hire. Add them to your weekly or monthly newsletter; and always create a positive business relationship with every candidate. Regardless of whether you intend to hire an individual, 2012 is the year to implement higher quality customer service in your recruiting process.

3. Know who's working in key positions with your competitors, and set-up Google Alerts on those A-players. Your VP of Sales just resigned, and you're frantically attempting to post the requisition on your website, and with the major job boards. You've contacted your approved agency recruiters, or posted the position on RecruitAlliance; to streamline your workflow. If you have Google Alerts set up on all of the key VP of Sales candidates in your geographic area and space, you can literally provide that list to your team to reach out to them. If direct contact with a competitor's employee is not within your company policy, simply provide the candidate and company names to your third-party recruiters, and they'll handle the process for you.

2012 is the year to Recruit Smarter. If your organization or recruiting agency wants to attract the best candidates in the market, it's essential to become creative and innovative.

What’s the Difference Between Applicant Tracking vs Recruiting Systems

Comments Off on What’s the Difference Between Applicant Tracking vs Recruiting SystemsWritten on January 11th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
By Kyle Lagunas

Most people know that, although they both work in talent acquisition, third party recruiters and internal recruiters serve very difference functions. As such, it makes sense to assume that each would rely on different technology to manage their own complicated and distinct workflows. As both tools are used in the arena of recruiting and hiring, though, many people lump applicant tracking software and recruiting software together. It’s certainly easy to confuse the two, and I thought it would be helpful to draw a clearer picture of what sets these two software systems apart.

Applicant Tracking Software and Recruiting Software: Difference at a Glance

At its most basic level, applicant tracking software is designed to automate the hiring process within a single organization from beginning to end. Recruiting software, on the other hand, manages the workflow in organizations hiring for a number of divisions, clients and job types (such as recruiting firms). There are some similarities in basic functionality, though. Before digging deeper into each system, it may help to take a look at them side by side.

Applicant Tracking Software Recruiting Software
Candidate Management x x
Document Management x x
Job Postings on Multiple Boards x x
Online Applications x x
Boolean Candidate Searching x x
Candidate Onboarding x
Job Requisition Management x x
Client Management x
Billing & Invoicing x
Sales Force Automation x
Better Suited For Internal Recruiters, Hiring Managers Third Party Recruiting Firms
Example Products Newton, AcquireTM, iCIMS Bullhorn, cBizOne, StaffingSoft


Applicant Tracking Software: Candidate Management

Though there are functions that both types of software can perform, the ultimate focus of applicant tracking systems is the successful management of candidates through an internal hiring process. Because these systems automate functions that fall under the umbrella of human resources, applicant tracking software is often best suited for companies managing an internal hiring process.

Although vendors offer users various levels of functionality, even the most basic packages will usually cover these core capabilities:

  • The ability to track candidate status through the entire interview and hiring process, often including the ability to rate candidates and share thoughts and opinions internally.
  • A branded company job board where employers post open positions and candidates can submit resumes and complete role-specific employment applications.
  • A central candidate database that makes it easy for users to find candidates using keyword searches and custom filters.
Recruiting Software: Staffing Management

Recruiting software is uniquely designed to manage the hiring process for multiple jobs in multiple organizations. Because recruiters also rely on it to manage relationships with candidates and clients, recruiting software also offers functionality found in sales force automation software and customer relationship management software. As such, recruiting software is often considered a business solution, rather than a human resources application. Third-party staffing and recruiting firms benefit most from these systems

Recruiting software makes it easy to manage the granular details of staffing. Beyond core functionality found in applicant tracking software, most systems offer these capabilities:

  • Tools for managing a large number of active candidates - including flagging top candidates for quick access, sending multiple candidate profiles for open jobs and tracking important documents (i.e., resumes, certifications, and I-9s and more).
  • Customer relationship management functionality for maintaining existing relationships, prospecting future business and billing for placements.
  • A streamlined job posting process, with the ability to post jobs on your website, commercial job boards, and via social media outlets
If you’re in the market for applicant tracking or recruiting software, of course you’ll want to do your due diligence. The main thing to consider is: Which applications and what type of functionality will benefit my organization most? Beyond this guide, you can check out a list of a few of my favorite web-based applicant tracking systems. Also be sure to check out product demos, and ask a lot of questions.

About the Author: Kyle Lagunas is the HR Analyst at Software Advice – a company that reviews human resources software and more. He blogs about technology, trends, and best practices in HR, recruiting, and talent management.

Recruit Smarter 2012 (part 2): Create an Enhanced Candidate Experience

Comments Off on Recruit Smarter 2012 (part 2): Create an Enhanced Candidate ExperienceWritten on January 9th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance can help you improve your candidate's overall experience.When it comes to attracting top talent, whether you're a hiring manager, third-party recruiter, or human resources representative, the only way to hire the best is to create an enhanced candidate experience for all applicants. The days of thinking your company is so attractive to prospective candidates they will wait three to six months for an offer, is over. In order to keep up with your competition who's hiring from the same talent pool, it's necessary to implement new standards of customer service for your candidates. Here are 3 tips to quickly up your reputation amongst top talent, and ensure those A-players don't get scooped up by your competitors.

1. Examine your internal hiring processes, and ensure candidates receive adequate communication about their status on a timely basis. Nothing is worse, in the eyes of an applicant, than spending 45 minutes to an hour completing your online application, only to receive a two sentence auto-response, and nothing more. Is your team recycling your candidates; considering them for other matching positions? Maximize every candidate potential, and always be considerate of their interest in your organization.

2. Consider implementing or updating your mobile recruiting strategy. Some of the most progressive organizations have mobile recruiting sites, mobile interview scheduling, and even mobile interviews. For example, PNC uses a recorded audio interface to screen candidates more effectively and efficiently. Similar to a voicemail system, the mobile interview asks a recorded question then beeps, and then the candidate responds to the question. The applicant can complete the interview at his or her convenience and the recruiter can listen to his or her recorded answers later. Student applicants for jobs at PNC now participate in recorded video interviews to minimize travel, and the company is also piloting a live video interface for real-time interviews. 2012 is the year to get innovative.

3. Invest in heavily managing your company's "recruiting brand." Your team works diligently to connect with prospective candidates the social networks, at career fairs, and through creative job descriptions. In order to ensure your applicants have an exceptional experience, and continue to be attracted to your openings, you must monitor what's being said about working for your company. Whether you use Google Alerts, or pay for a premium service like Reputation.com, it's amazing how one candidate's bad experience can turn into a maelstrom for your hiring efforts. By focusing on providing a quality experience for each applicant, you protect your recruiting image, and ultimately remain attractive as an employer.

The one thing about recruiting that remains the same year after year, is the fact we must all treat candidates in the way we would want to be treated; or risk losing them to the competition. Your company can source higher quality candidates, faster than ever using RecruitAlliance. To learn more, visit the RecruitAlliance website.

Recruit Smarter 2012: Create a more compelling job description

Comments Off on Recruit Smarter 2012: Create a more compelling job descriptionWritten on January 2nd, 2012 by
Categories: Corporate Recruiters, Human Resources
Connect with better candidates in 2012.  http://www.RecruitAlliance.comWith the new year upon us, it's time for HR to dig their heels in and begin filling some open positions. Take a deep breath, pat yourself on the back for expanding in this tough economy, and get to work on a job description. It's the single step that begins the process – and makes it simpler, from start to finish. Planning out what to include in your job description is not just attached to recruiting the right candidates for the role; it's literally part of a larger corporate strategy that ties the new hire into the company's future revenue production goals.

Recruit smarter tip: Click here to learn how your organization can reduce third-party recruitment costs, and fill positions faster than in 2011.

Here are five tips to empower employers to formulate more engaging and effective job descriptions:

1. Include the nine essential details within the job description.
  • Job title and summary: define the position, write a brief description of the purpose and an overview of the position's main responsibilities. One to three sentences should suffice.
  • Key responsibilities: list between five and 10 responsibilities, and be transparent about how frequently a task will be performed.
  • Supervisor and department.
  • Qualifications and skills: include skills, years of experience, certifications, licenses, education level and necessary technical proficiencies.
  • Company overview.
  • Location and percentage of travel (if applicable).
  • Employment type: part-time, full-time, paid internship, unpaid internship, Per Diem, etc.
  • Salary range/benefits.
  • Contact information (when applicable).

  • 2. Embody your organization's culture. The goal is to attract people who are right for the position and the company. When putting the job description together, choose a writing style and words that match your company's values.

    3. Use direct language. Organize job responsibilities by hours or percentage of time spent on each. Avoid fuzzy descriptors, such as "often" or "sometimes" when distinguishing duties.

    4. Be very specific in your job description. Poorly written employee job descriptions add to workplace confusion, hurt communication, and make people feel as if they don't know what is expected from them. Your well-crafted, position narrative must clearly identify and spell out the responsibilities of a specific job, or risk potential problems down the road.

    5. Bullet points are your friend. A job description should provide clear and succinct details that will both entice potential employees and provide them with a fair picture of what the job entails and how they can be successful if they are hired. The most straightforward method to use for formulating job descriptions is a bullet point format.

    Recruit Smarter tip: Click here to easily manage candidate referrals and job orders.

    A job description is a basic HR management tool that can help to increase individual and organizational effectiveness. Begin 2012, by creating a more compelling job description; assisting in the development of successful recruitment campaigns that clearly articulates the duties to be performed, qualifications required by the organization, and how the position contributes to the mission, goals and objectives.

    In part 2 of the Recruit Smarter 2012 series, we'll cover emerging trends in working with third-party recruiters, and more effective ways to manage your recruiting vendors.