Archive for August, 2016

Improving Employee Engagement…..

Comments Off on Improving Employee Engagement…..Written on August 31st, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about. To improve employee engagement, try actually engaging your employees, 3 Reasons why going Aboard could be good for your career, The Walking Mentorship, Day 1: Speed, Time, and Curiosity. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

To improve employee engagement, try actually engaging your employees: Have you ever stayed in the office until the wee hours of the morning to hit a deadline without receiving so much as a pat on the back the next morning? Have you ever racked up double digits in overtime hours in a single week without so much as a handshake from your boss? Recognition matters, and a “thank you” for going the extra mile – or even just for regular day-to-day work – goes a long way toward ensuring employee engagement and retention. …Read More…

3 Reasons why going Aboard could be good for your career: Want to take your career to the next level? You may want to consider heading overseas. If you’ve been thinking of starting a career abroad, then you’re no doubt aware of the challenges ahead. Moving abroad for work is not the easiest thing to do – but the rewards for doing it are high. As well as being a brand-new experience and a significant life event, moving abroad for work could well benefit your career in the long term. Here are three reasons why: …Read More…

The Walking Mentorship, Day 1: Speed, Time, and Curiosity: oão Perre Viana is the mastermind behind the Walking Mentorship program, an innovative one-week experience that helps people face their personal and professional challenges while taking a 120-kilometer (74.5-mile) hike along the Camino de Santiago.  “The purpose of this methodology is to help gain perspective on what is important (both personally and professionally), update our reality maps, and create an action plan for the future,” Viana says. …Read More…

“No great achiever – even those who made it seem easy – ever succeeded without hard work.” – Jonathan Sacks

The Evolution of Recruiting……..

Comments Off on The Evolution of Recruiting……..Written on August 29th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about. The evolution of recruiting industry and where it all fits in one picture, Your ultimate guide to social recruiting, These common SEO mistakes will make your HR content marketing fail. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

The evolution of recruiting industry and where it all fits in one picture: Not too long ago, recruiters had to sift through stacks of paper resumes and use tedious filing systems to manage their applicant pools. They’d call job seekers on their home phones over landlines – often at inconvenient times – to explain the duties of a role. Later, the application process came online. The ATS was created to help recruiters sort through large quantities of resumes more efficiently. …Read More…

Your ultimate guide to social recruiting: Social recruiting has become a wonderful way to attract millennial talent. Many companies have found that their most-skilled prospects don’t utilize traditional job-searching technologies or methods anymore, and recruiters everywhere have been trying to creatively strategize alternative ways to attract these candidates. Social media has turned out to be a key to doing just that. …Read More…

These common SEO mistakes will make your HR content marketing fail: Search engine optimization (SEO) is one of the most powerful processes you can adopt to improve your ranking and increase traffic to your site, which ideally leads to more conversions. The importance of SEO is reinforced by the fact that search engines are still the most popular tools for finding content. …Read More…

“I hope the millions of people I’ve touched have the optimism and desire to share their goals and hard work and persevere with a positive attitude.” – Michael Jordan

Having a Friend at Work….

Comments Off on Having a Friend at Work….Written on August 26th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, Having a friend at work is harder than you think, Transform your recruitment marketing, 2016 Ballot initiatives may push some employment law changes. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Having a friend at work is harder than you think? We’ve been told for years now, based on the Gallup research, that having a best friend at work is one of those anchors that will lengthen a person’s tenure with an organization. New research is proving this might not be as easy it sounds! Business Insider …Read More….

Transform your recruitment marketing: I’m headed off to Boston this fall, November 2-4 to Emcee the 1st ever Recruitment Marketing Conference, called Transform! Developed by the great team over at Smashfly, this is not a user conference this is a pilgrimage of the top recruitment marketing minds in the world being brought together …Read More…

2016 Ballot initiatives may push some employment law changes: According to Ballotpedia, 148 state ballot initiatives in 35 states (and a large number of city-wide ballot initiatives) are currently certified for the November 8 election, and many of them are directly related to employment law issues and concerns. …Read More….

“Start where you are. Use what you have. Do what you can. – Athur Ashe

Recruiting Candidates in a Driven Market…….

Comments Off on Recruiting Candidates in a Driven Market…….Written on August 24th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, Recruiters these 5 steps will make sure you and the hiring manager are o the same page, 4 Steps to a company career page make over that your whole team will be on, The secret to recruiting in a candidate driven market. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Recruiters these 5 steps will make sure you and the hiring manager are o the same page: This one is for all of the recruiters out there: Whether you’re a seasoned pro or just starting out, chances are you’ve been in a situation where you’ve spent weeks working on an open role, only for the hiring manager to toss all of your submittals into the “no” pile. Before you start to imagine all of the ways to secure the manager’s imminent demise (exploding box of glitter, compromising viral SnapChat, you get the idea), consider the fact that it doesn’t have to be this way. …Read More…

4 Steps to a company career page make over that your whole team will be on: Your careers page is, in most cases, your first impression to a prospective candidate. It’s the single most important page for your employer branding. It’s what can make a candidate fall in love with your mission and apply right away—or quickly bounce and never come back. …Read More…

The secret to recruiting in a candidate driven market: I want to share a story with you. It’s about a particular pain in the backside who has caused me no end of problems lately. Here goes. As you might have guessed, this story is about a candidate. I’d been working with ‘X’ for several weeks; we’d covered what salary he was on; what he was looking for; his ideal role and overall motivations. His type of profile is extremely sought after in my industry, so …Read More… “To improve is to change; to be perfect is to change often. Winston Churchill

Staffing marketplaces: 4 ways they help Recruiters increase their billings

RecruitAlliance.comFor talent acquisition professionals, recruiting marketplaces (also referred to as Vendor Management Systems from the Employer side) are websites where companies post their fee-eligible jobs and recruiters submit their qualified candidates.  The job posting employers update the candidates’ status in the marketplace, as they move through or are rejected from the hiring process.  How can recruiters leverage this emerging trend to make more placements and earn more money per year? Let’s take a look at the top 4 ways staffing marketplaces help recruiters increase their billings, while reducing the need to make additional business development calls.
  1. Jobs posted in marketplaces are real openings with urgent needs.  One of the most exciting parts of a recruiting marketplace is the fact any participating employer must post their fee-eligible jobs.  Employers agree (per terms and conditions of participation) that the job is a confirmed opening.  When recruiters work outside of a web-based platform, they may receive a job order, but once a candidate is submitted the recruiter never hears back.  Recruiting marketplaces help to ensure search professionals spend less time working on unqualified jobs.
  2. Recruiters can view hiring stats on the Employer, prior to submitting their candidates. Most marketplaces provide access to valuable data on the employer that shows how long they’ve been a member, how many jobs they’ve posted, what their average time is to provide feedback, and how many hires they’ve made through the marketplace.  When a staffing specialist sees an employer who is not receptive to candidate submissions, they can determine the value of that job order to their agency.   This insight allows the recruiter to focus on job orders they know they can fill, and thus increase revenue.
  3. Marketplace websites track all candidate submissions and hires. Outside of a marketplace, recruiters may email, fax or verbally present a candidate to the hiring manager.  That candidate may not be hired immediately, but months later the employer can opt to move forward.  If the recruiter is not tracking all of their past candidate submissions, this scenario can create high financial loss for an agency.  With staffing marketplaces, all activity by both recruiters and employers is tracked and managed, to keep all parties in compliance with the rules.
  4. Streamlined billing and payment system. Many recruiters find their Clients’ invoicing and payment process to be lengthy, and designed to hold up payment to the recruiter.  When working through a recruiting marketplace, most offer billing and invoicing that can be completed directly through the website—saving all parties time and money.  Instead of jumping through hoops to collect their fee, recruiters can spend only a few minutes to see that their invoice is submitted and know when they will receive their payment.
Recruiting marketplaces or Vendor Management Systems are quickly becoming the preferred way third-party agencies connect with top employers to gain access to their fee-eligible job orders.  While some recruiters feel they are giving up an element of control in the recruitment process, others are finding it’s an efficient and effective way to make more placements in less time—all while increasing their billings year over year.   RecruitAlliance is a recruiting marketplace that has been in business since 2001.  Recruiter members gain access to job orders with exceptional companies like Wells Fargo, Bayer, Wesco, and many more.  To learn more, visit http://www.RecruitAlliance.com.

Recruiter Connection: 4 Tips to writing more engaging sourcing emails

Comments Off on Recruiter Connection: 4 Tips to writing more engaging sourcing emailsWritten on August 22nd, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance.comYou’ve just located a batch of candidates who match your Client’s requirements, and need to craft a compelling email that will garner the recipients’ interest.  Writing quality, engaging networking emails to target candidates is an art, much like that of building relationships in any other business endeavor.  Many passive candidates are not available or reachable by phone initially, so as recruiters, we must do a better job attracting top talent through the use of email.

We can’t continue approaching A-players with a “cold call” approach, and expect to have a productive conversation that leads to a hire.  Instead, it becomes important to generate a cohesive and consistent message that warrants further discussion between the candidate and yourself.  In effect, you are putting together the building blocks of a consultative relationship between yourself, the candidate and the Client.

How does a recruiter create an email that will receive a response?  What ways can an initial email motivate the candidate to click through the email or pick up the phone and call you?

Here are 4 tips to write better sourcing emails that will glean positive results in your active and passive candidate email campaigns.

  1. Conduct the appropriate candidate research and keep the message tone personal. You may have a list of individuals who hold the experience and credentials that would be considered for your opening.  Take the time to review their LinkedIn profile, and get to know more about them.  Incorporate specific, personal information about them in the email, and relate it to the Client or job opportunity so they can visualize themselves as the read the message.  The recruiter must frame the email appropriately, so the candidate will open, read and respond to it.

  2. Grab the candidates’ attention by following them on social media—then sending the email. One of the best methods of researching any candidate is by reviewing their LinkedIn, Facebook, Twitter, or other social media accounts.  Recruiters should follow target candidates, and in turn, there may be name recognition once an email is sent.  Always focus on creating a warm contact environment, versus having to do the infamous cold contact.

  3. Keep the messaging brief and to the point. Recruiters need to remember that candidates want to know what’s in it for them.  They are too busy to read your agency bio, learn about your career as a recruiter, or review any unnecessary information.  When you receive a resume, think of the amount of time you take to review it.  The candidate has those same six seconds to determine whether your communication is of interest or worth their time to read.  Recruiters have to generate messages that pack a punch in a very small amount of verbiage.

  4. Drive results and make appropriate follow-up. Create a sense of urgency, and always let the candidate know what they need to do next.  Instead of closing your email with an open statement; “I look forward to hearing back if you’re interested,” provide a closed statement assuming their interest, and provide them with three times to connect.  Those candidates who are open to new opportunities will follow your instructions.  Individuals who are not looking at the moment, may keep your contact information for future reference or provide you with referrals.  Always ensure that the emails you send are sharable, and request any referrals they may have.  If you don’t hear back within 3 days, send a follow-up message to the candidate that provides them with additional reasons to connect with you.  When no response is received from this message, always send a third and final attempt, letting the candidate know you are closing out the job and moving on with other candidates.  The final email provides the recipient with closure, and allows you to referrals for a final time.

Engaging candidates via email can be an effective way to source top talent, when you use the 4 simple tips provided.  The following tips will also increase the chances that a passive candidate will open and respond to an unsolicited e-mail:

Uncovering and locating A-player candidates can present its own unique challenges, but email can certainly provide you that initial introduction that opens the door to many more hires annually.

RecruitAlliance is a talent acquisition marketplace that connects Employers with full-fee job orders to agency and independent recruiters who are ready to submit their qualified candidates for consideration.  To learn more about RecruitAlliance, go to www.RecruitAlliance.com.

Recruiter Harder VS. Recruiter Smarter……

Comments Off on Recruiter Harder VS. Recruiter Smarter……Written on August 22nd, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, Inbound recruiting is killing your talent, Recruiter harder VS. Recruiter smarter, Recruiter secret #36. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Inbound recruiting is killing your talent: Most recruiting done today is inbound recruiting. This is organizations posting jobs everywhere, people seeing these jobs and then applying. These candidates are coming ‘inbound’ to you in some form or fashion – into your ATS, into your email, showing up at your front door, ….Read More…

Recruiter harder VS. Recruiter smarter: I had a boss who used to love coming in and giving the generic management direction of “we need to work smarter, not harder”! Thanks, Einstein. Now, are you willing to tell us what the heck that actually means!? In the recruiting game today, I know …Read More…

Recruiter secret #36: Everyone wants to know the secret to great recruiting. Candidates want to know how to get into companies. Recruiters want to know each other’s secrets to finding great talent. No one seems to be sharing their secrets, but I will! Recruiting Secret #36. …Read More…

“We may encounter many defeats but we must not be defeated. Maya Angelou

HR- Checking References……

Comments Off on HR- Checking References……Written on August 19th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, 6 Things you didn’t know about reference checking, The art of negotiation: 5 Steps to getting the salary you deserve, Prepare for mass retirement with intelligent workforce solutions. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

6 Things you didn’t know about reference checking: What’s there to know about checking references? A lot more than you might think. Here are six things you may not have known about this very common — and very crucial — practice: 1. Reference Checks and Background Checks Are Not the Same Thing Do you do both? If so, make sure you’re getting useful insight from each and not just duplicating your work. For example, if you use reference checks to verify employment history, then you’re not learning anything new. You could have gotten that information from the background check. … Read More…

The art of negotiation: 5 Steps to getting the salary you deserve: Salary negotiation early on in one’s career has the potential to gain them anywhere between $500,000 and $1,000,000 throughout their working life, and yet only 37 percent of millennials report ever asking for a raise. Whether that’s because they got a raise before they asked for one, were uncomfortable negotiating, or don’t want to seem pushy, there’s a ton of money millennials are leaving on the table simply because they just didn’t ask for it. …Read More…

Prepare for mass retirement with intelligent workforce solutions: In a 2015 survey, the Society of Human Resource Management (SHRM) found that approximately one-third of employers were concerned that pending retirements would become a problem for their organizations. Why? Because according to the Bureau of Labor Statistics, 10 percent of the workforce will be eligible for retirement in the coming years. …Read More…

“Better three hours too soon than a minute too late. --William Shakespeare

Recruiter’s Attract Best Talent…….

Comments Off on Recruiter’s Attract Best Talent…….Written on August 17th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, 4 Quick ways to optimize your resume for ATS’s, How independent workers can utilize the On-demand economy to find work, 3 Ways to help your recruiter attract the best talent. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

4 Quick ways to optimize your resume for ATS’s: If you’ve been applying for job after job without hearing anything back, there’s a good chance that applicant tracking systems, or ATSs, are to blame. Not quite sure what exactly an ATS is? During the recruitment process, most companies use them to filter applicants and find the most compatible candidates. The problem ….Read More…

How independent workers can utilize the On-demand economy to find work: The life of the independent worker, although rewarding, has always been plagued with uncertainty. Whether one has decided to embark on a more flexible career path by choice or has arrived there unwillingly (through loss of full-time work or the inability to find a full-time job in their field), the struggle to find steady gigs and earn a decent living while doing what you’re passionate about never really ends. …Read More…

3 Ways to help your recruiter attract the best talent: As an employer, you know that it’s not enough to fill empty chairs with disinterested bodies. You need to invest in people who will boost sales, innovation, and the company’s bottom line. But your recruiters can’t seem to pull the best talent. Why not? Many candidates feel that, despite recruiters’ best efforts, the recruitment process is impersonal and off-putting. These unsatisfied candidates are taking their talents elsewhere – to employers that provide more engaging and convenient recruiting processes. …Read More…

“All our dreams can come true if we have the courage to pursue them. ~Walt Disney

HR Technology Terrorizing Candidates……..

Comments Off on HR Technology Terrorizing Candidates……..Written on August 15th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, 6 Reasons why you should consider working for a startup, HT Technology: Terrorizing the candidates, Employer advocacy, how a global software company is nailing it. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

6 Reasons why you should consider working for a startup: The thought of working for a small company that has just started might seem a little bit daunting. Everyone has heard the horror stories. Long working hours, lower salaries, tiny office space …Read More…

HR Technology: Terrorizing the candidates: Gullible HR executives have turned hiring into a big, noisy system by adding more and more technology to what’s really a simple task. Here’s how a good employer hires. …Read More…

Employer advocacy, how a global software company is nailing it: Employee advocacy. Everyone’s talking about it. But who’s actually doing it, and who has a story to tell? Let’s find out. I’ve spoken to Alli Soule of SAS, a global software company to learn more. Have a listen on iTunes, or keep reading for a summary of our conversation. …Read More…

“In order to succeed, we must first believe that we can” Nikos Kazantzakis