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Human Resources

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

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…

Attention Employers: Join the Year-End Hiring Challenge, and get jobs filled now!!



Do you have jobs that have been open more than 30, 60 and even 90 days? Has your internal team struggled to fill those hard-to-fill jobs, but they also have to balance their time filling the jobs you have active applicants for, on a timely basis? Is sourcing for those tough roles taking up all of your teams' precious time? Then join RecruitAlliance's Year End Hiring Challenge!!

As the preferred talent acquisition marketplace for global companies, RecruitAlliance can help busy talent acquisition departments streamline and manage relationships with recruiting agencies. Whether you work with your current preferred vendors in the marketplace, or opt to begin new partnerships with other agencies in the network, you are in control of the fee you pay upon hire, and you only deal with one payee. Every placement comes with a 90 day, money back guarantee (*outlined in the terms and conditions), and instead of merely interviewing an active applicant pool, you'll gain access to passive top talent.

RecruitAlliance is risk-free (never pay anything if you don't hire through the marketplace), saves you time and money, and much more!

Learn more about the Year End Recruiting Challenge now!

Interviews,Talent and Attracting Best Employees ……….

Comments Off on Interviews,Talent and Attracting Best Employees ……….Written on December 1st, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about. Why it’s Important to turn an interview into an unstructured conversation, Congrats!  Amazon Picked Your City for HQ2 Now Get ready for Recruiting Pain, 10 Benefits and Perks for Attracting and Keeping The Best Employee, The Future Workplace: Building A Consumer And Digital HR Organization. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Why it’s Important to turn an interview into an unstructured conversation: I was having a conversation recently with a client who was asking my advice on interviewing for a key position on her staff, and it made me think of an unstructured conversation. She asked me how to know during an interview whether you can truly trust a person to deliver what you need in the role. What I often find is that interviewers will ask a series of questions about all kinds of things to get at skills, behaviors, problem solving, attitude, motivation, but they fail to ask the one most important question. Read More...

Congrats! Amazon Picked Your City for HQ2 Now Get ready for Recruiting Pain:  We’ve all been witness to the bidding frenzy by cities wanting to become Amazon’s second home. Lured by the promise to hire 50,000 workers with salaries at $100,000 annually, and an investment of $5 billion in new construction, 238 cities from around the U.S. and Canada have submitted proposals to entice the retail giant. We have seen offers of impressive incentive packages with multibillion dollar tax incentives Read More...

 10 Benefits and Perks for Attracting and Keeping The Best Employee: It does not matter if you are running a startup or a decades-old corporation. The benefits and perks included in your compensation package can sway potential employees toward saying "yes" to the job. Glassdoor’s 2015 Employment Confidence Survey revealed that benefits are a major factor in a future employee choosing your company. Further, 80 percent of employees would prefer add-on benefits over a pay raise. Consider the top five benefits employees check before anything else: healthcare insurance, paid vacation, performance bonus, sick benefits, and 401(k) plans.   Click here…

The Future Workplace: Building A Consumer And Digital HR Organization  Today, almost every company is undergoing a digital transformation. Cloud and mobile computing, artificial intelligence, and increasing automation have created the potential to transform nearly every aspect of a business. A survey of CEOs conducted by Fortune asked whether they thought their company was a “technology company” and 67% of CEOs said yes.  Read More…..

HR Leaders And Talent…

Comments Off on HR Leaders And Talent…Written on November 22nd, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about. 7 Podcasts Smart HR leaders know they should listen to, The right and wrong ways to manage people through technology, The right and wrong ways to manage people through technology, The challenges and opportunities of the 2017 holiday hiring season.  If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

7 Podcasts Smart HR leaders know they should listen to: The rise of self-taught HR practitioners has brought about a wealth of resources for professionals at any career stage. From newsletters to online communities, there’s no shortage of opportunity to learn the ins and outs of the field. As podcasts become increasingly popular, HR professionals have yet another channel to access thought leadership around people management, leadership, and business. …Read More…

A simple Formula for answering “tell me about yourself”  “So, tell me about yourself. ”What seems like such a simple question can really make you sweat, especially in an interview. What, exactly, should you share—not just to build rapport, but to show that you’re the perfect fit for the job? Fear not, job seekers: There’s a super-simple formula that will help you answer this question with ease. Watch this quick video as our CEO Kathryn Minshew gives a simple tip from our career expert Lily Zhang, then try it out for yourself! …Click Here…

 The right and wrong ways to manage people through technology: As we progress further into the Digital Age, many of us fear that the automation of processes through technology and the movement of HR into the cloud may cause us to lose the human relationships that lie at the heart of all good HR practice. What we need to realize, though, is that technology is useless unless there are people around to apply it. The outcome of any technology, good or bad, depends entirely on how we use it.   …Click Here…

The challenges and opportunities of the 2017 holiday hiring season: The holiday hiring season is here! Across industries, employers are gearing up for surging holiday business by hiring temporary workers. No holiday hiring season is without its complexities and obstacles, and 2017 will be no different. Low unemployment rates mean smaller talent pools, which in turn mean more competition between organizations as they scramble to recruit the best ahead of other companies.  …Read More…

Scalable Recruitment: Meet Headcount Requirements Starting NOW

Your talent acquisition department has just been tasked with hiring 350 employees to staff a new location for your growing company. Your internal recruitment staff is already struggling to reach their performance metrics, and their requisition count continues to increase on a weekly basis. Staff morale is quickly plummeting, because the team feels they are on a 'mission impossible'. As a Human Resources (HR) or Talent Acquisition (TA) leader, how do win this challenge?

You've looked in to hiring a Recruitment Process Outsourcing (RPO) company, but you're weary of handing over such a large project to an outside vendor. What if the RPO doesn't deliver? How will you explain to the executive leadership and the Board of Directors that you can't reach the headcount goals? You know that your internal recruiting team will scramble to attract and recruit candidates to fill the open requisitions, but will quality be sacrificed? This vicious cycle gets worse, and is perpetuated in the retention issues you'll have down the road.

Are you ready to find a solution that provides your company with a flexible, cost-effective option to put you in control of scalable recruitment?

Leveraging a Vendor Management System is the smartest way to accomplish your staffing goals, quickly and efficiently. Here are just some of the benefits of using a VMS:
  • Simple registration process.  Upon account activation, your internal recruiters can post jobs on the platform, and begin receiving candidates to review.

  • An easy way to work with your current recruiting and staffing vendors, or accept candidates from other members of the network.  Competition ensures recruiters submit only the best candidates, with urgency.

  • You control the terms of the relationship.  You stipulate the fee you'll pay upon hire.  You identify the guarantee period for the candidate.

  • Risk is mitigated.  Vendor Management Systems ensure you OFCCP compliant, and tracks all Vendor activity for reporting purposes.
  • Receive more understanding of Recruitment Partner performance through enhanced data and analytics.  See who's performing, and who your 'go-to' agencies are.

  • Enhance your diversity partnerships.  Some VMS's, like RecruitAlliance, enable employers to see which partners are certified Diversity entities.

  • Receive candidates for International job openings.  Make sure the Vendor Management System you use has the ability to handle a global talent pool, and assist you in filling those roles.

  • Scalable recruitment, without handing over the process to an RPO.  You remain in control of the hiring process.  Your internal recruiters view candidates and move them through the process, just as they normally would.  Pay the fee you set, only upon hire.

  • Centralized vendor payment system.  No more setting up multiple Vendors with Accounts Payable, or going through multiple credit checks with a variety of agencies.

  • Post unlimited jobs on the platform, and make unlimited hires.  Have recruiting support, on-demand.  Gain the flexibility to scale as needed.  There is no cost to use a VMS, like RecruitAlliance.  They only take a small portion of the fee paid to the Vendor.

If you're internal recruiting team cannot meet its hiring objectives, it's time to implement a viable solution that will save your organization time, money, mitigate risk, and improve your recruiting process.  Vendor Management Systems have been helping employers solve hiring problems, effectively and efficiently.  To learn more about a VMS you can implement today, click here.

RecruitAlliance is a Vendor Management System with an employer referred network of staffing agencies and recruiting firms, waiting to fill your most urgent hiring needs. Employers may sign up for their free* account and immediately begin posting jobs to the recruiting vendor network. Employers choose the fee they're willing to pay, the terms of the contract, and drive the hiring process. Recruiter members agree to all terms before a candidate is ever submitted through the platform. To learn more or get started today, go to www.RecruitAlliance.com.

Sourcing for Jobs with Candidate Shortages: 4 Tips to Find “Purple Squirrels”

Comments Off on Sourcing for Jobs with Candidate Shortages: 4 Tips to Find “Purple Squirrels”Written on November 7th, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance empowers you to uncover purple squirrels.Sourcing for Jobs with Candidate Shortages: 4 Tips to Find "Purple Squirrels"

You've just been assigned a new requisition that has gone unfilled for the past 18 months. It's a straight-forward position, but you know there is a highly limited pool of candidates who even meet the minimum qualifications. Worse yet, your executive leadership is looking to you to fill the job at a lower salary than what is being offered in your area. From a corporate talent acquisition perspective, purple squirrel requisitions hurt a recruiter's metrics. You can be a recruiting super-star, and never fill this position—under these circumstances. From the search firm's perspective, you have two options; you can either meet with your client and discuss changing the parameters of the search (backed with supporting data), or politely decline a losing TA battle.

Have you ever received a "Purple Squirrel" assignment from your company? Have your "success metrics" been clouded by factoring in the negative results from your "Purple Squirrel" search?

Here are 4 Tips to help any company or recruitment firm attract and acquire top talent, regardless of the difficulty of the search.

1. Leverage the power of a Vendor Management System. VMSs allow you to post your requirements, include the fee you're willing to pay, all on your contract terms. Recruiting Vendors compete to fill your open requisitions. They are required to agree to your terms, or cannot submit their candidates. Vendor Management Systems can be the best way to get your "purple squirrel" job in front of the maximum number of Recruiters' eyes. When you're dealing with the law of large numbers, this provides better assurance that a Vendor will locate and submit a matching candidate.

2. Analyze the job requirements with the hiring manager, and re-examine the minimum requirements. Are there areas they will take a little less on education and more on practical experience? Would they consider a candidate who is short on experience, but has more education? Will they consider training an internal candidate who can be groomed for the position? Have a deep conversation with the hiring manager, and see where small changes in the requirements will be acceptable.

3. Cold-call, cold-call, and then do more cold-calling. The general rule of thumb is "purple squirrels" do not have to apply for jobs. They are almost always recruited by a firm. Therefore, their resumes are not in databases, and you're often lucky if you find them on social media. These types of searches require intense names' sourcing through a variety of methods and picking up the phone to chat with the candidate. For this reason, most corporate recruiting departments leverage recruiting firms to receive prompt results.

4. When you connect with a "Purple Squirrel"--do something different than your competition. If your candidate is local, offer to take him or her to lunch. Take the steps to create a business relationship that will result in hiring the candidate or receiving referrals. Send these people out a birthday card each year. Find simple and special ways to keep the doors of communication open. For recruiters, these relationships are worth their weight in gold.

Remember, when the talent pool numbers are low for a specific search, there is no quick fix. These are unique assignments that require thought, time, and dedication....all before you even start calling the candidates! Set practical expectations for "purple squirrel" searches, and don't waste your time using typical sourcing strategies, like job boards, career fairs, and Google Ads. Focus more on identifying the pool, getting their contact information, and connecting.

RecruitAlliance is a Vendor Management System with an employer referred network of staffing agencies and recruiting firms, waiting to fill your most urgent hiring needs. Employers may sign up for their free* account and immediately begin posting jobs to the recruiting vendor network. Employers choose the fee they're willing to pay, the terms of the contract, and drive the hiring process. Recruiter members agree to all terms before a candidate is ever submitted through the platform. Learn more.

Ways To Communicate With Confidence….

Comments Off on Ways To Communicate With Confidence….Written on November 6th, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about. Having trouble hiring the right employee? Maybe is your techs fault, 5 ways to communicate with confidence, 6 ways to create better candidate experience:, 10 benefits and perks for attracting  and keeping the best employee.  If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Having trouble hiring the right employee? Maybe is your techs fault?: Are you having trouble hiring employees? Well, it’s probably your fault. In today’s world, with the help of technology, it’s become easier than ever to get business done through email or over the internet. While technology has helped make processes more efficient, depending on it too much can have its downsides. Especially when it comes to the hiring process. …Read More…

     
5 ways to communicate with confidence: Communicating with confidence is the difference between telling your boss that you need the day off and asking if it would be possible to take the day off. While you shouldn’t act self-righteous or disrespect your superiors, it is important to take charge and act on what you need.  It can be a hard to communicate with confidence, especially if you aren’t used to actively telling people how you feel and what you need. However, once you learn how to communicate confidently, you’ll notice an immediate difference in how others treat you – for the better.  …Read More…

6 ways to create better candidate experience:  Why do some staffing firms struggle while others keep their candidate pipelines consistently filled with qualified talent? The answer lies in the candidate experience.  Fostering a positive candidate experience is critical, as it translates to a positive working relationship and an improved reputation. If you want to improve the candidate experience, you need to assess every aspect of your process from before you even speak with a candidate to long after you’ve placed them in a role.  …Read More…

10 benefits and perks for attracting  and keeping the best employee: It does not matter if you are running a startup or a decades-old corporation. The benefits and perks included in your compensation package can sway potential employees toward saying "yes" to the job. Glassdoor’s 2015 Employment Confidence Survey revealed that benefits are a major factor in a future employee choosing your company. Further, 80 percent of employees would prefer add-on benefits over a pay raise. Consider the top five benefits employees check before anything else: healthcare insurance, paid vacation, performance bonus, sick benefits, and 401(k) plans.  …Read More …

Qualitative Talent Acquisition: 6 Steps to Strategic Improvement for HR and TA Leaders

RecruitAlliance delivers quality candidates.Another recruiting tool just hit the market.  Should you be excited this time? Is this one different than all the others you’ve evaluated over the past year--promises you’ll have candidates delivered to your inbox who will be knocking down the doors to be key contributors to your organization? Yeah, right.

Sure, you’ve got access to every active candidate out there through job boards, LinkedIn, Facebook, and an array of other web search methods. You have your own career website, but the level of talent applying is not the best. Your Human Resources/Talent Acquisition department is scrutinized more and more by the Board of Directors and the Executive Leadership of the company. You’ve got to take the pressure off, and come up with a comprehensive strategy that will ensure the delivery of quality candidates. To add to the stress, you want to improve retention ratios, and keep the good people.

You’re pressured to fill openings across the entire organization, the new employees better be top notch, and by the way--you’re expected to reduce cost per hire, so you have less budget to work with than ever before. Sound like a typical day in the office?  It’s time to transition to a Qualitative talent acquisition strategy!

Qualitative talent acquisition is a process in which you focus only on hiring the right candidate, versus increasing headcount. Whether you’re a small operation or a Fortune 1000 organization, this plan can be put in place immediately. The results of implementing your new strategy are seen almost immediately. Here are the basic steps to get started:

  1. Analyze and discuss your recruiting budget with your DirectorHow much has the budget decreased over the past five years? How much has it decreased in the past year? If it’s increased, are you using all of your resources to ensure you tap into the highest quality talent? Do you have enough internal recruiters to adequately manage their requisition load? Are your internal recruiters able to meet their metrics on a monthly basis, without feeling overworked and stressed out? Can you identify where deficiencies lie that are preventing you from reaching your goals, from a budgetary standpoint?  Where are you spending the bulk of your budget, and are you getting a good ROI?  If you are not receiving the anticipated return on investment, will you stay status quo, or will you make a bold change?  The first step is challenging, confrontational, and necessary. Improvement cannot occur without pushing the current boundaries.


  2. Evaluate and optimize your internal recruiting team Is their process effective and efficient?  Are they spending enough time on the phone speaking with candidates, or are they screening out potentially good candidates without a conversation?  As the Talent Acquisition leader, you must set up checks and balances to ensure that all the time, money and effort used to attract candidates is not lending itself to rejecting qualified candidates.  Sure, there are always going to be unqualified candidates applying to roles they will never be considered for.  We’re not talking about that animal.  We’re referring to those marginal candidates who, meet the educational and certification requirements of the job, but may meet less of the hiring manager’s qualifications.  Are your internal recruiters having quality conversations with the hiring managers? In order for your internal recruiters to provide the hiring manager with an acceptable level of confidence, recruiters must first, be interviewing more marginal candidates.  Second, the recruiter must be willing to think about what’s best for the company, and present the hiring manager with those candidates who can be molded to be the right fit.  Your recruiters need to put all candidates into one of three baskets:  Basket one is the candidate who matches all or most requirements.  Basket two is the candidate who meets the education and certification requirements, meets some of the experience requirements, but has exceptional communication skills and is moldable to the position.  Basket three are the candidates who will be rejected.  Your internal team should be trained specifically on identifying the candidates for Basket two, and the right way to present these candidates to their hiring managers.    


  3. Implement a policy for working with external recruiting firms.  Whether you utilize external staffing firms for contractors or as needed for tough to fill, permanent roles, every organization should be leveraging agencies. How much is it costing your company to run without a quality employee filling an important job?  Multiply that number by the number of key openings across your business, and the fee associated with a search firm is nominal.  Where many companies fail in using outsourced recruiters is they lose control of the relationship.  In a qualitative talent acquisition strategy, you are empowered to control the terms of the contract, risk is mitigated, and you meet all compliance standards as required by law.  You are no longer spending hours conducting job scopes with multiple search partners.  Communication is conducted through a simple, cloud-based solution that allows you to manage and track every aspect of your relationship with external recruiters.  A quality Recruiter Management Tool provides you with useful data and analytics, so you can regularly evaluate your relationships with specific recruiters, and see who is delivering the talent you need.  This allows you to maximize your results, on-demand.  


  4. Optimize your career page, job descriptions, and job sharing ability. While it is typically out of the scope of a Talent Acquisition Leader’s job to optimize a company website, your input on the career page is crucial. Is your company’s career page attractive to candidates?  Is it easy to navigate, and find job openings?  Does your career page provide background about your company, why it’s a great place to work, and what’s in it for the candidate?  If you aren’t satisfied with the general look and feel of your career webpage, get with your Director and discuss next steps to optimize it.  What about the job descriptions you post for candidates to read? Is it a boring, out-dated list of tasks and duties that was written in the 1990’s?  You know it’s a candidate market out there, and there’s a war for top talent.  Stop trying to attract the brightest and most qualified candidates with something that clearly isn’t working. Every job description on your webpage should articulate the culture of your organization, provide a potential applicant with the features and benefits of working for your awesome company, and differentiate why they will love hanging their hat at your office or facility, versus with your competitors.  If you and your internal team aren’t completely sold on why your company is the best in the business, candidates will detect it.  As the talent acquisition leader, are you jazzed about your job, and are you excited to tackle the challenges most days?  The unspoken messages in recruitment are sometimes the loudest--your job descriptions must speak to the candidate, and stop listing a bunch of duties that are just going to change as business needs change, anyways.  Talent acquisition is in the business of selling jobs to the most highly qualified people.  Can the candidates you attract to your website easily share the opportunity with their colleagues?  Simple sharing buttons solve the problem.


  5. Streamline your recruiting process.  In talent acquisition, we focus on service delivery levels.  You assign benchmarks to your internal recruiting team, and meet with them on a regular basis to discuss whether they met the goal, how far they are from meeting the objective, and how they can improve in the future.  These are very important components of the process. If we shorten the recruiting process, and focus on simple, strategic measures to move candidates quickly through the process, your company will win.  What is an acceptable amount of time for a new application to sit without receiving a rejection notice or a phone call?  Are your recruiters following through on each candidate that applies to their requisition?  If they are not, why?  Can you identify the time wasters in their process, and eliminate those tasks?  Do you need to hire a departmental assistant to help with administrative tasks, or perhaps contract an outside sourcing company to provide a steady flow of applicants?  Is your internal team’s weekly reporting requirements taking away from their ability to adequately service candidates and hiring managers?  Look at each element of your talent acquisition process, and adjust accordingly.


  6. Review the Talent Acquisition - Compensation connection.  When you consider what it costs to attract and retain the highest quality candidates, it can be overwhelming.  You research and invest in new tools that promise to deliver the talent you need.  With few exceptions, they typically do not deliver the ROI you expected.  One progressive way to become the employer of choice, and ensure your employee referral program explodes is to offer compensation that is slightly above your competition.  Word of mouth is powerful. You will always be investing in recruitment marketing, but it may be beneficial to explore increasing starting wages for new employees.  As candidates become more savvy about their value in the market, evaluating the talent acquisition - compensation connection is a tool to instantly increase the value of working for your company.  If you’re already offering compensation that exceeds your competition, you should evaluate the ROI in making that investment.  Are you getting the word of mouth referrals?  Are candidates trying to get into your organization?  The talent acquisition - compensation connection can offer companies struggling for talent with an alternative to budgeting more money for recruitment marketing, and can set your business on a path to attracting a better talent community.
Focusing on qualitative talent acquisition in any organization is a simple plan, but never an easy fix.  It requires the fortitude to manage relationships with internal and external customers--all with different personality types.  HR and Recruitment Leadership must focus on working smarter and stop maintaining status quo policies that do not produce results.  Are you ready to take the steps to begin an era of qualitative talent acquisition in your organization?

RecruitAlliance is a Vendor Management System with an employer referred network of staffing agencies and recruiting firms, waiting to fill your most urgent hiring needs. Employers may sign up for their free* account and immediately begin posting jobs to the recruiting vendor network. Employers choose the fee they're willing to pay, the terms of the contract, and drive the hiring process. Recruiter members agree to all terms before a candidate is ever submitted through the platform. To learn more or get started today, go to www.RecruitAlliance.com.
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