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Technical Interviews….

Today, we’re going to share some great articles about. 4 Follow- up email templates every recruiter should have handy, The simple phrase LinkedIn’s head of recruiting uses to grab candidates, The best technical interview of all time for non- techies, 4 reasons why you shouldn’t Ignore your Linked in background image. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

4 Follow- up email templates every recruiter should have handy: One of the quickest and easiest ways to improve your candidate experience is to maintain regular, transparent communication with all of your candidates. When you make an effort to send warm messages throughout the hiring process, ….Read More….

The simple phrase LinkedIn’s head of recruiting uses to grab candidates: As a recruiter, you've likely had the experience of having a candidate “go dark.” Maybe they didn’t call you back or they failed to send something they promised to send. Understandably, this made you concerned. Did this mean they weren’t serious about the job? Did they lose interest? Or did something personal come up? …Read More…

The best technical interview of all time for non- techies: Last week, I was talking with a senior technical director who handles major defense contracts for advanced weapon systems. He lamented that he could not find enough top hardware and software engineers because the recruiters he is using are not strong enough to assess technical skills. …. .Read More…..

4 reasons why you shouldn’t Ignore your Linked in background image: The director of the career center for which I work recently sat in on one of my LinkedIn workshops in which I talked about how to use your whole LinkedIn profile to brand yourself. I thought I did well, and afterward I asked the director for her thoughts.She was happy with my performance, but she said I forgot one thing. I never mentioned how your LinkedInbackground image — the picture which sits behind your headshot — could be used as a branding opportunity. I should have known this, but it honestly didn’t occur to me until she mentioned it. Boy, did I feel like an idiot. …Read More…

Transforming HR……..

Today, we’re going to share some great articles about. Why Walmart expanded parental leave- and how to convince your company to do the same, How tech is transforming HR, Wearable technology is more than just a fashion statement, HR’s Role in employee career pathing. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Why Walmart expanded parental leave- and how to convince your company to do the same: Walmart will soon offer better parental leave than most U.S. companies. The new policy for biological parents, announced in January, will go into effect on March 1, according to a company spokesperson. The company already has rolled out a more generous policy for adoptive parents. …Read More…

How tech is transforming HR:    Three years ago HBR published a feature titled, “Why We Love to Hate HR…and What HR Can Do About It.” In it, Wharton’s Peter Cappelli argued that the current business environment, in which talent is an ever-scarcer resource, presents an enormous opportunity to change the common view of HR as little more than the enforcer of often-tiresome rules and regulations. ….Read More…

 Wearable technology is more than just a fashion statement: Bobbies are known for protecting the streets of London and their classic uniforms are about to get an upgrade. Thanks to a deal with BT, the officers will soon wear some of the hottest tech on the market: body cams that can record vital scenes in as the police go about fighting crime. While police forces across the United States widely use body cameras, the Metropolitan Police rollout is due to be among biggest in the world, with 22,000 cameras expected to be issued to officers …Read More…

HR’s Role in employee career pathing:  Think about the company for which you work. Can you envision your future with this organization? What might it look like? These simple questions make up a talent management strategy called career pathing, and it's something Irena Djordjevic-Behery knows a lot about. She's the Vice President of Talent Management for United Way Worldwide. "You have to really get creative in terms of what does [career pathing] actually look like," Djordjevic-Behery said. "We have a generational shift in the work place. I think painting a picture of what a career might look like… for however the time frame… it's important to have that vision." What is career pathing? ….Read More…

Why Diversity and Inclusion in the Workplace Matters: Tips for Successful Results

RecruitAlliance - Expanding diversityResearch shows that diversity and inclusion can attract more talent, help increase a business’ bottom line, drive innovation, and create more opportunities for growth. As such, organizations are more inspired to implement these initiatives and attempt to embed D & I in the workplace culture.

Diversity breeds innovation and innovation breeds business success. It is critical to an organization’s ability to adapt to a fast changing environment. It brings about a fresh and new outlook to perspectives, experiences, culture, gender and age. Companies with a diverse workforce perform better financially. Attaining a diverse workforce includes but is not limited to employees of different age, ethnicity, class, gender, physical abilities/qualities, race, sexual orientation, as well as religious status, gender expression, educational background, geographical location, income, marital status, parental status, and work experiences. A McKinsey Analysis Report says that 15% are more likely to outperform in a gender-diverse company and 35% are more likely to outperform in an ethnically diverse company.

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  RecruitAlliance helps companies reach diversity goals. Diverse companies are better able to win top talent, improve decision making, position themselves well with their customers. Diversity and inclusion creates a global mindset and cultural fluency within companies.

Successful organizations build diversity into the fabric of their firm. It all starts with a strategy or plan, and develops to become a mentality and a cultural movement. A business with a sound D & I strategy who makes this a priority will outperform their competitors.

In order to see results from diversity initiatives, it requires companies remain steadfast in their commitment to achieving the goals. Measuring results of the program is a critical component of success. Third-party companies, like RecruitAlliance can help organizations reach their diversity objectives, without increasing their talent or diversity partnership spend.

Why do 41% of companies still say they are too busy to focus on diversity? In reality, companies who opt not to focus on D & I will lose to their competition. Here are some helpful tips:

RecruitAlliance - expand diversity across your organization

  • Make it a team effort. Get support, insight, and feedback from other leadership members. Getting commitment from them creates a way for everyone to encourage diversity throughout the company.

  • Create a committee. This could be a small group of team members or managers that collaborate to establish diversity within the workplace. This group should be diverse in employee race, gender, age, etc.

  • Use third-party companies. Today, diversity is a group effort in that organizations of all types and in every industry are trying to be more inclusive. While it might unveil some of your own shortcomings, looking to others who are succeeding can inspire new ideas for your own company and help you start on your own path to a more diverse workforce.

  • Implement an equal opportunity policy. Make sure all employees understand how it works and know everyone has the same chance to progress.

  • Rethink how you do business. Think globally, act globally, and be known for not only diversity hiring but for a having a culture of diversity.

  • Communication is critical. Diverse individuals need to know they and their differences are respected and valued.

  • Training and education. Management must ensure that all employees understand where the other is coming from in their interactions in order to avoid conflict due to cultural misunderstandings or unconscious bias.

  • Ensure transparency in hiring. This will let current staff know diversity hiring is not about quotas but added value.

  • Work on your retention. If a minority employee decides to leave, find out why and correct any misstep.

  • Be flexible. Multiculturalism means just that. Diversity employees have different needs and expectations.

  • Have an open-door policy. This will swiftly head off any issues that might arise by making your hierarchy less rigid. Listen to new ideas.

  • Collaborate. Offer plenty of collaborative-type opportunities and give autonomy wherever possible to teams or individuals.

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Do you have a D & I success story you'd like to share?  Please leave a comment!

Minority-owned Tech Firm Aims To Revolutionize Talent Acquisition With Single Payee Option

RecruitAlliance

Florida-based HR technology firm RecruitAlliance, Inc. (RA), which specializes in optimizing the recruiting process for global hiring organizations, was recently acquired by a partnership lead by Lorentine Green, a committed professional dedicated to client service excellence. He excels at building winning teams and is focused on giving RA’s clients the results they need.

Atlanta, GA (PRWEB) February 07, 2018

Florida-based HR technology firm RecruitAlliance, Inc. (RA), which specializes in optimizing the recruiting process for global hiring organizations, was recently acquired by a partnership lead by Lorentine Green, a committed professional dedicated to client service excellence. He excels at building winning teams and is focused on giving RA’s clients the results they need.

Green states: “We want to thank our team, our clients, our partners, and our army of thousands of recruiting agencies for believing in us for 17 years. We are excited about our ability to serve your talent acquisition needs across all industries and around the world.”

Corporations have increased their budgets to partner with recruiting agencies to fill mission critical, management, and technical roles enterprise-wide. Human resource teams and hiring managers realize the complexity of the hiring process to effectively attract, screen, and organize recruiting agencies to fill multiple job orders in multiple locations.

RA is a managed services provider of recruiting agencies to effectively acquire talent worldwide. RecruitAlliance.com, RA’s enterprise workflow and communication portal ensures employers gain access to top talent, while recruiters have a steady source of job orders from growing organizations. RA currently serves the following industries: Financial Services, Manufacturing, Pharmaceuticals & Life Science, Engineering, and Technology.

Also, with this acquisition, RA has added another benefit, minority business enterprise (MBE) status. Green states, “We intend to become certified as a MBE by the National Minority Supplier Development Council shortly. This will ensure that corporations can increase their diversity spend by having RA as a single payee to all talent acquisition agencies globally, thus offering tremendous value to our recruiting partners and clients!”

For the original version on PRWeb visit: http://www.prweb.com/releases/2018/02/prweb15165406.htm

This article was originally distributed via PRWeb. PRWeb, WorldNow and this Site make no warranties or representations in connection therewith.

The Key To Success…..

Today, we’re going to share some great articles about. Thought leaders and experts: They have good insights, but not all of the answers, The key to success? It’s getting the hiring manager to really trust their recruiters, Cybersecurity consciousness for human capital management, A CEO 10 directors and mop!.  If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

 Thought leaders and experts: They have good insights, but not all of the answers: No one denies the fact that our world needs experts,thought leaders, and world-renowned specialists. That’s because it’s clear that we DO need people who are capable of dedicating their entire time and efforts to gaining as much experience as possible for one important thing — so they can teach and help others. There are experts in every field known to humankind, and here in the Internet Age, we make great use of the expertise of these people. However, there is a huge “but” connected to that.  …Read More..

The key to success? It’s getting the hiring manager to really trust their recruiters: You’ve spent years in therapy attempting to identify yourself, yet you think you can know me in 30 minutes? That my entire being, my soul, passions, knowledge, abilities, and creativity, can be assessed by you and your stone-faced, unpassionate behavioral questions – because you’ve been given the working title of “Recruiter?”

The dystopian Myers-Briggs test questions that I have to answer are pedantic questions from you, and standard answers cannot just be explained. Life, like work, is not always black and white. …Read More

Cybersecurity consciousness for human capital management: The more the access points are there for a device, the more is the vulnerability potential. It’s shocking how 71% of cyberattacks around the world are targeted on small and mid-sized companies because of the low allocation of the budgets for cyber protection. Human capital management is heavily dependent on software, tools, and platforms to access documents, give feedback, recruit candidates, and other such activities. To say the least, the entire spectrum of a chief human resources officer responsibilities like compensation and benefits, talent acquisition, employee engagement, talent retention, performance analysis, feedback, succession planning, and employee experience- fall within the ambit of cybersecurity consciousness.  …Read More…

A CEO 10 directors and mop!:   Does that sound like the hierarchy in your organization? I hope not- because it certainly is the case with a few. Organizations today have parted ways with the never ending hierarchical structure of executives climbing the ladder to reach the top.  Most millennial companies boast of having a flat structure, open door policy and have done away with traditional job titles for good.  They have instead reinvented new names like CFO- Chief Fun Officer, Innovation Guru and Chief Geek.  ….Read More…

Carreer Outlook For Virtual Assistant…..

Comments Off on Carreer Outlook For Virtual Assistant…..Written on January 22nd, 2018 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about. Career outlook for virtual assistants,  How working for yourself can actually be less risky than changing jobs, Are employers required to give workers meal and rest breaks, Your company’s future leaders may be right under your nose. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Career outlook for virtual assistants: I’m not sure if that is because it’s a new field or because the tasks done by VA’s are as varied as the VA’s themselves. One has to examine similar fields and skill-sets to see how VA’s will fare in the years to come. The career outlook for Virtual Assistance is above average if you look at similar fields.  The question of “Will this job still be around in 20 years?” is answered by looking at the services that a specific VA is offering. Compare the VA’s services to closely-related “traditional” employment positions. …Read More…

How working for yourself can actually be less risky than changing jobs:  Since setting up Davidson Gray to invest in and support recruitment business start-ups, I must have had hundreds of conversations with recruiters considering working for themselves. The biggest reason by far most recruiters settle for a new job rather than setting up, is the desire for security. However, is moving jobs really more secure? …Read More…

Are employers required to give workers meal and rest breaks:  Employers may have a difficult time figuring out which employees are entitled to take meal and rest breaks and what rules they have to follow when offering those breaks. Do workers have to be paid for breaks? Do breaks have to be taken at a certain time during the shift? Here's what employment law attorneys told SHRM Online.…Read More…

Your company’s future leaders may be right under your nose: Maybe she stutters or is nervous speaking in front of others and so doesn't come across as self-confident. Maybe he's quite overweight and so you discount him as lazy or undisciplined. Or perhaps she's very young and new to your company, and you assume she's not ready for more responsibility.  Regardless, these employees may have the potential to be leaders in your organization, and you could be overlooking them. That happens more often than one might think, says Steve Hrop, vice president of organizational development services at Caliper, a Princeton, N.J.-based company that specializes in employee assessments and talent management. ...Readmore...

Retaining Digital Talent…..

Comments Off on Retaining Digital Talent…..Written on January 18th, 2018 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about. To Develop and Retain Digital Talent in the digital age, challenge them, Why Corporate Sustainability Should Matter to Recruiters, Why Corporate Sustainability Should Matter to Recruiters, The Best Leaders Are Great Teachers.If you’re an agency recruiter or hiring company,stop by and visit RecruitAlliance.

To Develop and Retain Digital Talent in the digital age, challenge them: There isn’t much room in today’s market for businesses that don’t stay in touch with the latest technologies. The problem, however, is that many companies have trouble finding and retaining the talent they need to fully embrace the era and implement digital transformations in their organizations. More than half of companies report that their digital talent gap is widening, according to a new study from LinkedIn and Capgemini..Read More..

Why Corporate Sustainability Should Matter to Recruiters: Corporate sustainability – a strategy that takes into account how a business operates in ethical, social, environmental, cultural, and economic realms – can have a positive ripple effect on the environment, the economy, and our communities. In 2016, Harvard Business Review published “The Comprehensive Business Case for Sustainability,” which argues the benefits of corporate sustainability far outweigh the costs. Across all industries, the authors write, “embedded sustainability efforts clearly result in a positive impact on business performance.” …Read More…

7 Key Steps for Better Training And Development:  Training new and existing employees can be a company’s biggest challenge, especially in a rapidly changing business environment. When I was chief human resources officer at Mirage and Wynn resorts in Las Vegas, training and developing our teams could not have been more important. But that’s not the case at many companies, where the struggle to convince leadership to invest in training and development is ongoing. …Read More…

The Best Leaders Are Great Teachers: Kundapur Vaman Kamath was a teacher. But he didn’t work at a school or stand in front of a class. Instead, he delivered his lessons at the office—to the employees who served under him during his four decades as a senior executive at, and then CEO of, India’s ICICI Bank. Whether he was offering tips on stakeholder communication or explaining the importance of ambitious goals, Kamath treated each day as an opportunity to provide his direct reports with a customized master class in management. Over time, this approach transformed the company into a hothouse of leadership talent, accelerating its growth. ICICI became one of India’s largest, most innovative banks, and Kamath has been credited with molding a whole generation of the country’s banking executives.   ..Read More…

Download eBook: Inbound Recruitment Marketing 2018

Download RecruitAlliance's free eBook - Inbound Recruitment Marketing 2018Are you seeing your cold calling and outbound outreach sourcing efforts results diminish? Is your competition making offers to candidates you've also interviewed--only to accept their offer? Are your recruiters posting their open requisitions on job boards, only to receive numerous unqualified applicants? What is the secret sauce of candidate recruitment in 2018?

The answer is a quality inbound recruitment strategy.

You can download the free eBook, presented by RecruitAlliance, and learn more about the following:

~ What is the Recruitment Marketing Funnel for an Inbound campaign?
~ What are the critical four stages of the Inbound Recruitment Marketing process?
~ How to engage candidates at each stage of your Inbound Marketing plan.
~ What are the most necessary skills for the recruiting team, in 2018?
Download your eBook, today!

Inbound versus interruption marketing - RecruitAlliance

Hot Technologies That May Disrupt Recruiting….

Comments Off on Hot Technologies That May Disrupt Recruiting….Written on January 8th, 2018 by
Categories: Third-Party Recruiters
Today, we’re going to share some great articles about. The good and the bad about hiring an overqualified candidate, 3 Hot technologies that will disrupt recruiting in 2018, How you promote people can make or break a company’s culture, How to hire. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

The good and the bad about hiring an overqualified candidate: Over the years of reading countless LinkedIn posts, which normally make no sense, there are always a few that group together and stand out. The group usually starts with a recruiter complaining that they gave a Hiring Manager the resume of someone that was “fully” but really an overqualified candidate for the job, and they can’t even begin to comprehend why the  …Read More…

 3 Hot technologies that will disrupt recruiting in 2018: It’s that time of year again when we dust off our crystal ball and try to gaze into the future of recruiting. So after making my standard resolution to lose that 15 pounds in the New Year, I’ve given the stars another gander to see what the future of recruiting will hold. …Read More…

How you promote people can make or break a company’s culture: Managing promotions effectively is one of the most powerful ways leaders can drive their company’s success. We surveyed over 400,000 U.S. workers in the past year and found that when people believe promotions are managed effectively, they’re more than twice as likely to give extra effort at work and to plan a long-term future with their company. They are also five times as likely to believe leaders act with integrity …Read More…

How to hire: I really dislike the term “A player.” It implies a grading system that can determine who will be best for a position. HR people always ask how Netflix, where I served as chief talent officer from 1998 to 2012, managed to hire only A players. I say, “There’s an island populated exclusively by A players, but only some of us know where it is.” …Read More…

Attracting Talent…..

Comments Off on Attracting Talent…..Written on December 27th, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about.  Predictions and Pitfalls In the Workplace: 6 Things to watch for 2018, Attracting top talent, When it comes to recruiting, It’s not about effort, but about value, Reconsidering The Corporate Structure.  If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

 Predictions and Pitfalls In the Workplace: 6 Things to watch for 2018: As the year winds down, it’s a good time to reflect on the year that was and the trends reshaping the nature of our work and workplaces heading into 2018. The main driver of this change? It continues to be the increasing scale and use of technological solutions to traditional and modern workplace challenges. …Read More…

 Attracting top talent:HR needs to recruit and develop individuals with the same level of business competence as those in other functions, e.g. marketing, finance.  To do this, salaries must be comparable to those in finance and marketing (not the lower ones that are currently offered).HR tends to have siloed career tracks; that is, individuals simply move up the hierarchy within HR departments, often specializing in one.  …Read More…

When it comes to recruiting, It’s not about effort, but about value: Recruiting isn’t about how hard you work, or how many late night interviews you conduct, or how many weekend networking meetings you attend. Recruiting, like everything in business, isn’t about effort, it is about value. I know some of you reading this have the mantra “I must work harder.” In fact, when judging someone to be a good person one of the first things we say is, “gosh, they were a hard worker.” …Read More…

Reconsidering The Corporate Structure: In the typical corporation today, HR spends a great deal of time on administrative activities, assisting managers throughout the organization with their personnel management activities.  Because it is demanding, this type of work almost always takes precedence over work concerning strategy development and analyzing how talent affects organizational performance. …Read More…
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