Archive for August, 2014

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 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

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

Comments Off on Hiring Contractors: Are You Bridging Staffing Gaps in Your Company?Written on August 25th, 2014 by
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

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

Comments Off on 5 Tips to Launch Talent Acquisition into High Gear by Ditching the Job Description and Implementing Powerful Job Marketing AdsWritten on August 15th, 2014 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters

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

Comments Off on What Constitutes a Qualified Job Order Today? 15 Essential Questions Every Recruiter Must Ask Every Hiring ManagerWritten on August 6th, 2014 by
Categories: Third-Party Recruiters

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.

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