Archive for February, 2012

Anatomy of a Recruiting Cold Call (Part 1)

Comments Off on Anatomy of a Recruiting Cold Call (Part 1)Written on February 27th, 2012 by
Categories: Third-Party Recruiters
RecruitAlliance removes the necessity of cold calling clients for recruiters.In today's competitive recruiting environment, cold calling remains an essential element in the successful professional's arsenal. At the end of the day, no other available tool closes more business than the telephone.

Let's break down the cold call, and discuss the best way to deliver a script that works right with any personality.

1. Introduction. You can't begin a phone call without identifying who you are, what firm you represent, and a quick description of the purpose of your call--whether you're speaking to a prospective client or candidate. The introduction sets the tone and expectation of the conversation.

Marketing call sample: "Hello Bob. This is John Doe with ABC Staffing. I noticed you are looking for a new Sales Director, and I wanted to introduce a results-oriented candidate with 6 years experience in SaaS sales, as both an individual contributor and manager."

Recruiting call sample: "Good morning Mary. This is John Doe with ABC Staffing. I'm an Executive Recruiter specializing in the Engineering space, and I have an opportunity in your area that I really think has your name on it."

2. Obtain permission to continue the call. Many clients and candidates get frustrated when a headhunter calls, simply because he or she fails to ask whether this is a good time to speak. As such, the call comes across as more of a disruption, than as a helpful communication. It's not only considerate to ask permission to continue the call before moving on, but this simple task contributes to the recruiter's overall professionalism.
Sample: "Do you have a couple of minutes to talk now, or should we set up a time that works better for your schedule, later today?"

To be continued...

RecruitAlliance removes the need for third-party recruiters to cold call clients, as part of their business development strategy. To learn more, visit

Recruitment Process Improvement: The S.I.R. Method

Comments Off on Recruitment Process Improvement: The S.I.R. MethodWritten on February 20th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Let RecruitAlliance serve as your S.I.R. partner in 2012.With the economy crawling to recovery, organizations must focus on creating long-term strategies that consistently improve their internal recruiting processes, to ultimately save time and money. The fear for candidates to leave steady employment has been lifted, and we're seeing more movement between organizations than in the past 3 years. What can hiring organizations do to engage in the "war on talent" and progressively recruit top candidates, while effectively managing recruitment costs?

Have you heard of the S.I.R. Method? The Streamlined Internal Recruiting method is one means to ensure your company develops beneficial and results-oriented relationships with external recruiting agencies, so your human resources/recruiting team can focus on your own efforts to hire the best. The S.I.R. Method empowers companies to leverage the power of third-party recruiting agencies as talent scouts who serve as consistent talent providers. Here are the top 3 benefits of implementing the S.I.R. Method:

1. You never have to worry about contingency recruiter fees - because you set them. Progressive organizations realize the value of utilizing external talent acquisition professionals, because there is no risk - the contingency agency carries the risk, because you never have to hire their candidate. RecruitAlliance offers a cloud-based solution to implement the S.I.R. Method, seamlessly. Their service serves as a comprehensive, external recruitment management system - at no cost to employers.

2. S.I.R. Method adopters essentially outsource their external recruiter calls to their S.I.R. partner, like RecruitAlliance. Sick of receiving endless calls from headhunters? S.I.R. organizations add one small banner to their career page that directs recruiting agencies to their partner's website to view their open requisitions that are fee eligible. When time is money, Streamlined Internal Recruiting makes perfect sense.

3. RFP's are completely eliminated with the S.I.R. Method. When you have an urgent search and your current recruiting vendors aren't producing results, it becomes necessary to cast a wider net. Logically, you must take time out of your schedule to screen new recruiting agencies, deal with a time-consuming RFP process, negotiate pricing, and essentially lose more of your precious time. Everyone in your department is stretched thin as it is, plus you're short handed; adding insult to injury. With RecruitAlliance as your S.I.R. partner, there's no longer a need to have an RFP process because all external recruiters agree to your contract. Everything is managed "in the cloud," so there's no need to install expensive software, or take up precious storage space on your servers.

No matter how you slice it, Streamlined Internal Recruiting will change your organization forever, and position you to gain a competitive edge in the war on talent.

What the Grammy Awards and Recruiting Style have in Common

Comments Off on What the Grammy Awards and Recruiting Style have in CommonWritten on February 13th, 2012 by
Categories: Third-Party Recruiters
Let RecruitAlliance make your recruiting performance worthy of a Grammy Award.Last night was the 54th Annual Grammy Awards, and as per usual, all the stars came out in their fashionable outfits, to honor some of the musicindustry's best. Those individuals honored are the top performers, sell the most records, and in general, their teams have done a better job marketing them to the public. Do you see any commonality between the Grammy's and your personal recruiting style? Here are 4 lessons every recruiter can learn from watching the Grammy Awards show.

1. Each of the Grammy winners aren't afraid to let their true personalities come out. As corporate and agency recruiters, we often try to follow the company policies and scripts to such a large extent, that we often forget to enjoy the human interaction with candidates. Candidates enjoy connecting with a recruiter who they can build rapport with easily, and connect with. Like with any sales role, your customers buy from you, because they are BUYING YOU. Follow your company's recruiting policies and procedures, but don't let that inhibit your self-projection to candidates and clients.

2. Artists up for the coveted awards, have a strong desire to win. Recruiting is as much of a contest as an awards program. There are going to be winners who consistently place quality candidates, and others who tend to be less successful. Start everyday with a task that makes it possible for you to win, and focus on obtaining the intended results.

3. Recognition is important to Grammy Awards winners. If you're like most competitive recruiters, you don't just want to make placements to hit a quota, or to bill more than your peers; you want to be recognized as a top talent acquisition specialist. Remember, there are no accidental winners at the Grammy's, or in the recruiting profession.

4. Many artists win Grammy's year after year. Just because you made more placements this month than your entire office, or received a bonus for referring more candidates than your colleagues in the office, doesn't mean you'll never have to work that hard again. Superb recruiting specialists know they have to push themselves harder month after month, and be self-motivated to achieve their personal goals.

Congratulations to all of the winners of the 54th Grammy Awards--and here's to those Recruiters who take the time to implement the winner mindset. If you're looking for new and innovative ways to grow your billings for the next quarter, visit RecruitAlliance.

Superbowl of Recruiting: Corporate vs. Agency Recruiters

Comments Off on Superbowl of Recruiting: Corporate vs. Agency RecruitersWritten on February 6th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance helps corporate recruiters facilitate quality relationships with agencies.In Superbowl XLVI, the New York Giants and the New England Patriots battled it out on the field to determine the best NFL team for 2012. In the realm of recruiting, corporate recruiters and agency talent specialists battle it out to uncover the top talent in their target industries. Can these two types of recruiting specialists co-exist, to increase overall productivity for all parties involved?

If we were to sit down corporate recruiters from across the country and ask them what's the most positive aspect of their relationships with external staffing and recruiting agents, you might be surprised to know that most of them realize that external recruiters are better equipped to deliver exceptional talent for their most hard-to-fill positions. Sure, they aren't thrilled to field call after call from headhunters marketing their MPCs, but the majority realize that these specialists can deliver "the goods."

How can corporate recruiters build better relationships with the external agencies who can bring them the best candidates, when they are truly needed? Here are 4 tips to facilitate quality interactions with staffing and recruiting specialists, and how to maximize these partnerships to their fullest.

1. Leverage technology to manage and communicate with agency recruiters. RecruitAlliance provides a cloud-based, enterprise solution that allows corporate recruiters to more efficiently manage these important relationships. The solution is seamless to use, takes minutes per day to monitor, and allows companies to fill their positions more efficiently.

2. Put an end to unwanted headhunter calls. One of the greatest complaints of corporate recruiter is the constant flow of phone calls. RecruitAlliance serves as an organization's front-line defense against this internal productivity "buster." Companies provide instructions for agency recruiters on their career page, and they immediately know to visit the RecruitAlliance website to gain access to your fee-eligible positions, to quickly fill.

3. Stop wasting time vetting your agency recruiters. RecruitAlliance does this for you. Every external recruiter member has passed specific criteria to gain access to the site. This allows corporate recruiters and human resources professionals to focus on what they need to accomplish.

4. Realize that having access to quality recruitment professionals will ultimately benefit your organization. Third-party talent acquisition professionals can make your life much easier, when you least expect it. With RecruitAlliance, you're in control of setting the fee you're willing to pay, while eliminating the entire RFP process.

If the Superbowl were between Corporate and Agency Recruiters, the end result would be a tie. Both hold very important roles, and once they choose to work on the same team, all parties win.

© 2018 - - All rights reserved.