Archive for January, 2015

Recruiters: How to protect your agency from a cyberattack, and leveraging technology to grow your business.

Comments Off on Recruiters: How to protect your agency from a cyberattack, and leveraging technology to grow your business.Written on January 28th, 2015 by
Categories: Third-Party Recruiters
RecruitAlliance provides technology for recruiters to grow their business.

Technology plays such a large role in any recruiting agency's operations. Imagine how your company would be impacted if you couldn't receive candidate resumes via email. What would happen if your Applicant Tracking System and/or candidate database was hacked?

In 4 email alternatives to lower your cyberterrorism risk, you'll learn some excellent pointers to help you reduce the possibility of stolen information as the result of a cyber attack. Read more.

While we're focusing on improving technology policies, there are a handful of simple fixes you can make to keep our search firm running efficiently. In 6 common tech tragedies you can avoid, you'll read practical tips to help keep your business fine tuned. Read more.

These days, recruiting in the IT space is 'hot', but regardless of what vertical or industry you specialize in, having the right team to identify and attract top talent is an on-going challenge. In Do you have the right talent for business growth, you'll gain insight about how to market key players to your clients, and attain a greater understanding of why they need your services, immediately. Read more.

When it comes to using secure recruiting technology to grow your agency, RecruitAlliance is a clear leader in facilitating quality partnerships between staffing companies and hiring organizations. Recruiter members, commonly referred to as Vendors, gain access to full-fee job orders posted by top employers. For those independent practitioners and agencies looking for split networking opportunities, members have the option to post split jobs or submit their candidates for other members' split job orders. For more details or to sign up for a free 30 day trial, visit

Hashtags and Recruiting: Enhancing your Social Media Sourcing Strategy

Comments Off on Hashtags and Recruiting: Enhancing your Social Media Sourcing StrategyWritten on January 28th, 2015 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters

No matter where you look today, hashtags seem to be everywhere. What exactly does adding a hashtag at the end of your social media post really accomplish? Why should you be starting to implement them in your own recruiting efforts, immediately? Let's start at the beginning.

What is a hashtag?

Hashtags are usually keywords inserted in a Tweet, either at the end of the message or within. The format consists of a "#" sign followed by the keyword. Tweets can often contain multiple hashtags. They can make a remarkable difference in how widely your messages travel across Twitter, which in turn, enhances your website's search engine optimization (SEO). On Twitter, the pound sign (or hash) turns any word or group of words that directly follow it into a searchable link. This allows you to organize content and track discussion topics based on those keywords.

Why use hashtags?

Once you understand the significance of using hashtags, there are many applicable uses for recruiters. If you're looking for networking opportunities, you can search #networking. Are you seeking marketing advice for your staffing agency? Once logged in to your Twitter account, search #marketing. If you want to locate business conversations held by prospective candidates, you can drill down further. If you're looking for attendee conversation from a recent American Marketing Association convention, you can search #AMA. The possibilities are endless, and your results - priceless.

Create your own hashtags and get started.

Hashtags are a great way to generate buzz around a marketing campaign. Whether you're an independent search practitioner or a large, multi-office International agency, learning how to properly use hashtags in your recruiting plan will create a positive impact on your results. There are a variety of creative ways you can use hashtags to gain followers and connect with the right people. Use hashtags for Twitter chats — invite an industry expert to answer tweeted questions from your brand's followers. Events are great opportunities for creating conversation around hashtags. You can create contests, games, and more - get creative! By leveraging this tool on Twitter for use with live events such as a conference, it allows users an easy way to listen in on what other attendees are talking about. If you turn on your favorite news program, you'll find they often feature hashtags to encourage discussion on Twitter. Think of all the ways you can use hashtags to uncover more candidates!

Tips to get started with hastags.

1. Be strategic.Your most tweeted hashtags should also be similar to the keywords you are targeting for your website's SEO.

2. Be descriptive. What are the one or two words that best describe the topic of your Tweet? Make sure your hashtags are descriptive about the content you are posting.

3. Be concise and consistent.

Keep hashtags to one word. Before using a new hashtag, run a simple search and see how this topic is usually tweeted. Make sure you are using the exact same verbiage and use the hashtag consistently in subsequent Tweets.

With a little practice, you'll find that hashtags will connect you to the right people at the right time!

HR Strategy Room: It’s All About the Recruiting Process

Modifying your internal hiring practices to work faster, smarter, more efficiently and effectively can be a tall order for any organization. In the HR Strategy Room, RecruitAlliance's weekly collection and commentary on the top news stories affecting Human Resources, you'll receive tips, advice, and insight to assist you in the daily trials you encounter in any busy HR department. We invite you to read, comment, and engage!

Assure your team understands the recent changes to the OFCCP laws and maintains compliance, while mitigating risk. Download the White Paper--OFCCP Update: How it Affects Your Third-Party Recruiting Strategy.

Does your company's recruiting process put you in a disadvantage in the war for top talent? Are the recruiting agencies you work with frustrated by the length of time it takes to gain vital feedback, to fine-tune their search and uncover the right candidate your organization has been searching for? In Speed Up Hiring Without Compromising Quality, you'll learn more about finding the delays in the recruiting process, and how you can best change the status quo to generate superior results. Read more.

Does your company take a "winner-take-all approach" to recruitment? Are you as competitive in talent acquisition as you are in sales, advertising/marketing, pricing and product development? In Hire to Hurt: The Boldest Recruiting Strategy of Them All, you'll see just how impactful this approach can be to gaining competitive edge in your industry. Read more.

Are you currently caught in the headcount trap? In HR, at the end of the day, it boils down to whether you have enough people to get the job done, and whether these individuals have the ability to execute their job in the most effective manner, right? In How You Can Avoid the Headcount Trap, you'll see just how easy it can be to develop a false sense of security, and three steps you can take to efficiently measure your organization's talent resources. Read more.

Nearly all organizations struggle with process improvement and streamlining the recruitment process; regardless of the number of technology-based solutions that flood the market. Does your company leverage a Vendor Management System specifically for working with third-party staffing and recruiting agencies? If you could reduce your talent acquisition costs by more than 30% across the board, improve the quality of your candidate pool, streamline the process of working with search vendors, and strengthen your ability to engage more certified diversity and small businesses--would it be worth your time to have a 10 minute phone conversation to learn more? Visit for more information.

Training your Recruitment Team to Increase Profitability

Comments Off on Training your Recruitment Team to Increase ProfitabilityWritten on January 14th, 2015 by
Categories: Third-Party Recruiters

One of the things that differentiates a good recruiting team from a great one, is the initial and on-going training opportunities provided to them. For most agency owners, providing quality training is time consuming and takes away from production. Today, we're going to review and analyze some of the certification and education options you should explore, as you consider the impact this investment can make on your bottom line. Remember, your ROI can be substantial, but it's important to evaluate all of your options before choosing a program.

Recruiter training can impact your bottom line.

AIRS is an organization that prepares recruiters, sourcers and other talent acquisition professionals for today’s competitive recruitment and sourcing market. There are seven major certifications your recruiters can obtain. The Certified Internet Recruiter (CIR) designation is the most widely recognized professional standard for modern-day talent acquisition. Advanced Certified Internet Recruiter (ACIR) is an elite designation prized in the industry and earned by few. It ensures you've attained the highest level of certification available to recruiters today. To become a Certified Diversity Recruiter (CDR) you must demonstrate a mastery of the tactics and strategies required to source, recruit and hire a diverse workforce. Certified Social Sourcing Recruiter (CSSR) is an elite designation that ensures you've attained a thorough and up to the minute understanding of sourcing via social media. Certified Social Media Recruiter (CSMR) is a designation that shows innovative knowledge of sourcing talent on line beyond Facebook, Twitter & LinkedIn. Professional Recruiter Certification - The Principles of Recruiting (PRC) provides the latest techniques, newest trends and best practices in the areas that matter most for recruitment professionals. The Elite Certified Recruitment Expert is the only certification in the industry that evaluates your expertise in all of these areas of recruiting; general recruiting, social networking, diversity, basic and advanced internet recruiting. Read more about AIRS certification options.

Other training options to consider include Top Producer Tutor, offered by Good As Gold Training. Barbara J. Bruno, CPC, CTS established Good as Gold Training in 1993 to provide on-demand and online training for individual recruiters and teams. This option only teaches processes and strategies proven and tested to provide results. This training is delivered over the web, and offers a great way to jump start new hires, increase the production of seasoned recruiters, while testing and confirming comprehension of new skills. Learn more about Top Producer Tutor.

The Dynamic Sale, a recruiter learning and development company, offers a plethora of free and paid tools to train your recruiters. From free recruiting training delivered to your email, to virtual bootcamps in perm and contract placements, to LinkedIn Mastery Virtual workshops, this option offers your team a comprehensive training option. Learn more about Free Recruiter Training.

In 6 Steps on How to Train a New Recruiter, you'll learn how to take a Newbie from an empty sponge to expert status, simply by follow the simply plan provided. Read more.

Whichever option you choose, having a well trained recruiting staff is key to increasing your agency's potential and overall profitability.

Intel is focusing on Diversifying its Workforce, and why your organization should, too.

Comments Off on Intel is focusing on Diversifying its Workforce, and why your organization should, too.Written on January 12th, 2015 by
Categories: Corporate Recruiters, Human Resources
RecruitAlliance helps organizations meet their diversity objectives.

RecruitAlliance helps organizations meet their diversity objectives.

Intel's CEO has announced they will invest $300 Million to support Diversity recruitment and retention in technology and gaming. At the helm, Brian Krzanich further stated "he will tie executive compensation to the progress on building a more diverse workforce." What is prompting such a bold move in Intel's strategy? Is it time for more organizations to take a microscopic look at diversity in their culture, and make similar adjustments to their diversity recruitment strategy? Read more.

Companies that make diversity a priority are winning the war for talent. Not only are they recruiting people from underrepresented groups at a faster rate, but studies show young people—including straight, white, able-bodied men—want to work at inclusive workplaces. In What's Missing from your Diversity Recruitment Strategy, you learn what great companies like AT&T and Toyota are bringing to the table on this issue. Read more.

The business case has been made: workforce diversity will help your organization reach new markets and develop greater intellectual capital. Fortune magazine's "50 Best Companies for Asians, Blacks and Hispanics" continue to outperform the S&P 500. But to leverage diversity, you must first have it--at all levels. In Getting People in The Pool: Diversity Recruitment that Works, you'll see the business case for why your organization should look for diverse staff as well as gain access to information and tools you can implement immediately. This is "must-read" material for CEOs, department managers and association professionals engaged in human resources and staff recruitment. Read more.

Within organizations where diversity recruiting is recognized as a business case issue, many of them struggle with achieving the level of employee diversity desired or often required for success. Unfortunately, far too many hiring officials who are responsible for creating diversity in their organizations fail to realize that recruiting diversity is truly a science. In Strategic Diversity Recruiting Process: It’s the Process That Creates Success, you'll discover how failure to understand this basic truth leads to abortive and fruitless forays and the mistaken conclusion that the problem is one of “supply and demands” (i.e., too few diverse candidates to fill the large demand). The solution to the problem often lies in the process used for recruiting. Read more.

Key objectives for an effective recruitment strategy are:

  • Outreach to the most diverse candidate pools about your department’s employment opportunities at the time of posting or sooner
  • Attracting qualified candidates where the diversity of the applicant pool is less than desired, specifically with regard to women and minorities. The development of a diversity recruitment strategy should include a formal review of your department’s current business processes (i.e. internal controls) and modifying them to complement your current diversity recruitment strategy.

  • The University of Michigan has put together a Diversity Hiring Toolkit that serves as an excellent resource for companies of any size. Review the toolkit now.

    Intel's goal is to "lead by example" in the diversification of its workforce. If your organization has struggled in the War for Top Talent, it's time to take stock of your Diversity strategy.

    Strategic Recruiting Plan Tips for 2015

    Make RecruitAlliance part of your strategic recruiting plan.

    Make RecruitAlliance part of your strategic recruiting plan.

    When we think of a New Year, people typically think of a fresh start, doing things better than before, and getting it right. As independent, agency, and corporate recruiters, we are all looking for ways to do our jobs more efficiently, effectively, and proactively. Implementing a strategic recruiting plan is key to driving positive change in 2015. One of the problems many recruiters and HR professionals face is not taking the time to review past results, and develop a plan for improvement. To help you meet this challenge, we've put together some excellent tips to help you implement a quality strategic recruiting plan, today!

    Did you know companies that perform exceptionally well year after year have a well planned Renewable Operating System (ROS). Better than a strategic plan, an ROS creates a better way of doing business with speed, agility, and reduced effort, similar to the powerful processors in today’s technical devices. In The Alternative to Strategic Planning, you'll discover how you can program a fresh approach based upon where you’re at today, versus having your strategic plan end up in the bottom of a drawer. Read more.

    Creating your strategic recruiting plan (in theory) should have started about six months ago. Q1 is really the time to implement the changes, and gain positive results. Just knowing how to get started and what to expect as you develop your plan can be critical to your success. In How to Create a Strategic Plan for Recruiting, you'll gain insight about the six points you must consider as you move through the process, to force real thinking and challenge yourself to create a better tomorrow. Read more.

    Along with building a successful recruiting strategy, it's important to understand how you will measure the outcome. In 6 Easy Steps to Building a Recruiting Strategy and Successfully Measuring the Outcome, you'll gain access to an outline template to assist you in reaching your goals. This is not a one-size-fits-all solution, so companies must ensure that they tailor this model to meet their needs. Read more.

    In 2015, the pressure is on corporate recruiters and HR professionals to align their recruiting plans with organizational goals. In 10 Ways to Align Recruiting Plans with Your Corporate Goals and Strategy: How Recruiting Can Prove Its Business Impact, you'll identify 10 critical action steps that can lead to the recruiting function being considered as a corporate strategic hero. Read more.

    It's hard to believe 2014 has come and gone, but exciting to know that 2015 can be your best year ever in recruiting. Take the time to develop, create, and implement your strategic plan in the new year, and experience positive results!

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