Archive for August, 2012

What’s new in talent acqusition: August 2012

RecruitAlliance helps recruiters move beyond social media recruiting, and connect with clients who have hiring needs today.This is a busy week in the news; Tropical Storm Isaac is churning just south of Florida and headed for landfall within a couple of days, the Republican National Convention will be convening, and America lost "the first man on the moon," - Neil Armstrong.

For corporate recruiters, staffing specialists and third-party talent acquisition professionals, the summer has had an influx of new tools, techniques and ideas to help recruitment professionals excel in their jobs. Here's the Recruitment News Review: August 2012.

The Latest Social Media Stats for 2012
...we researched a majority of the popular social media sites and online channels to provide a list of the most recent stats we could find. Think mobile isn’t growing? There are more iPhones sold in a day than there are babies born! Most of these stats were collected over the past 2-3 weeks so should be recent. Read more....

Rapportive: The free email tool that helps you know your contacts
For recruiters who regularly use Gmail, this is an excellent way to know what's going on with your contacts - before you send them that next communication.

You can immediately see what people look like, where they're based, and what they do. You can establish rapport by mentioning shared interests. You can grow your network by connecting on LinkedIn, Twitter, Facebook and more. And you can record thoughts for later by leaving notes. Read more....

Job Change Alerts: Always know the right time to reach out to your candidates

Receive a daily email that keeps you up to date on your network's job transitions, promotions and birthdays. This is another complimentary service designed to help you stay in touch with business acquaintances, grow your network, and automate the research needed to do so. Read more.....

OFCCP clarifies the rules of Internet hiring
You know the four criteria for defining an Internet applicant are:

An expression of interest (as in sending in an application);
Meets the basic qualifications (education, years of experience, geography, etc.);
You “considered” the individual for a job;
The person never withdraws from consideration.
Here's the clarification that make it easier to know what records to keep, and who's responsible for them. Read more....

RecruitAlliance; powerful business development tool for recruiting professionals.
Do you spend 50% or more of your day on building your book of business? Become a member of RecruitAlliance, and focus on uncovering top talent for your clients. It's a communications portal where recruiters submit their matching candidates that completely eliminates the need to negotiate contracts and fees. Best of all, you'll see where your submitted candidates are in the hiring process, every step of the way. To sign up for a free trial, click here.

Are headhunters and recruiting agencies becoming extinct?

RecruitAlliance connects employers with recruiters who specialize in their niche.Is your company currently utilizing the services of a recruiting agency, staffing service or headhunter to fill your "tough-to-fill" requisitions? Does a magic bullet exist that makes hiring retained search firms or contingency recruitment providers obsolete? Has the value of having the key roles within your organization completely dissolved?

Any company who hires a large number of employees understands the unique value that a recruitment solutions provider delivers to their bottom line. Let's face it - just because employers have more access to candidates through resume databases and social media than ever before doesn't mean their HR and internal recruitment team have the ability to attract and recruit top talent.

Here are three important reasons headhunters and recruiting agencies will not disappear, like the dinosaurs:

1. Software, social media, and advanced sourcing strategies find candidates - but can't recruit them. The internet has given all companies and human resources departments with great access to focused candidate pools, but the challenge lies in attracting them. Third-party recruiters have connections and extended networks that give them a large edge over corporate recruiters and employers, as a whole.

2. External recruiters are specialists in selling the value of working in your company. Your internal recruiters and HR representatives most likely are responsible for a large number of requisitions across a broad spectrum of positions. They primarily process candidates; not source and recruit them. Headhunters focus on strategic relationships and filling jobs within your given niche. They don't generally use job boards to uncover talent, so they're engaging an entirely different candidate pool than your internal counterparts.

3. Perm recruitment specialists can save employers time and money. Are you going to pay 20% - 30% of the candidate's first year annual salary when you hire the candidate presented by the external recruiter? Yes; but when you're looking at filling a requisition that your internal team hasn't been able to fill in the last 6 months or more, and that directly affects your company's profitability, it's time to call in the specialists.

Are you looking for a way to connect with high quality recruiting agencies, search firms and staffing specialists who specialize in your industry? Sign-up today for a complimentary employer membership with RecruitAlliance. To learn more, visit

Attracting top talent: How valuable is it to your organization?

Comments Off on Attracting top talent: How valuable is it to your organization?Written on August 13th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance puts your organization in the driver's seat to find top talent.Imagine if you went out to purchase a car. You know you want to have a fully loaded luxury car, with all the bells and whistles. Top quality, high performance are key in your decision. You locate and pick out your perfect vision of a vehicle, and when it's time to pay, the sales person tells you the cost. Keep in mind, this is exactly what you want and need in terms of your original goals and parameters.

Finding the right candidate to position your organization for growth, profitability and success is much like buying a luxury car. It's a long-term investment. Yes, you're going to pay more initially, but over time, this is the investment that doesn't depreciate and that keeps your organization running like a well-oiled machine.

Companies and candidates want to get the best value for their investment. High caliber candidates feel they invest their time and sweat-equity in building you a better organization. These aren't people who respond to a job board postings, or even become active applicants through your ATS. These are key players who have the ability to make your organization great, or make your competition superior.

When you're company is ready to hire top talent, it's time to log in to RecruitAlliance. RecruitAlliance is a website that connects hiring companies with third party recruiters who specialize in finding top talent within your industry. Membership to this cloud-based recruitment solution is free, and it eliminates the necessity for any RFP process, fee negotiations, or unwanted communications from recruiters.

Just how valuable is exceptional talent to your company? If you don't hire the best for key positions, your competition will.

To learn more about the RecruitAlliance platform as a viable tool for your business, visit

Third-party recruiter secrets to recruiting the highest caliber candidates

Comments Off on Third-party recruiter secrets to recruiting the highest caliber candidatesWritten on August 6th, 2012 by
Categories: Third-Party Recruiters
Have you ever met an executive recruiter, staffing specialist, or corporate recruiter who consistently finds and is able to attract top talent? If you've ever met one of these super-star recruitment pros, they seem to attract awesome candidates automatically, and have a loaded pipeline of industry winners.

What's their secret? What are they doing that you're not? How do they repeat their successes week after week; month after month?

Here are 3 tips from the "big dogs" of recruitment to help even the playing field.

1. Ask yourself why you would want to work for the company you recruit for. Do you know all the benefits and selling points of becoming a part of this organization? If you don't embrace these positives yourself, you really can't expect any candidates to buy into your pitch.

2. Are you excited about the location you're selling to candidates? Do you have a list of resource links you can provide to your interested candidates, Youtube videos from the Chamber of Commerce, information about local real estate and the educational system? The "big dogs" in the recruiting world anticipate the questions their candidates will ask, and come to the table prepared to wow them from the first interaction.

3. Stop recruiting and start connecting with your candidates on a more personal level. Would you be focused on a script if you were talking to an old friend on the phone? Every candidate you meet should be treated like a friend you've never met. Get to know them, find out what really matters to them as they explore new opportunities, and focus on helping them attain their goals - instead of just filling your open requisition. When you turn the focus from merely filling a job to changing people's lives by connecting them to the right position within your organization - everyone wins!

The best recruiters aren't performing miracles to produce results. The gap between a mediocre recruitment professional and the top producer lies truly in their ability to build relationships, and not just going through the motions of the job.

Have you tried RecruitAlliance yet? The trusted recruiting tool by corporations and recruiting agencies alike, this website connects third party recruiters with hiring companies offering fee-eligible positions to fill. To learn more, go to

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