Posts Tagged ‘agency recruiters’

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

Split Job Networking: 5 Tips to Protect Your Placements

Networking with other recruiters to successfully complete more placements, is one of the most basic and fundamental ways to rapidly increase your annual billings, with limited additional effort. Some search professionals avoid performing 'splits' because they have concerns of unethical behavior by other partners, they fear the possibility of being cut out of the deal, or they previously had a bad experience with another individual or agency.

How can talent acquisition specialists effectively leverage split job networking, avoid the risks commonly associated with split job partnerships, and how can they effectively increase this revenue stream to best grow their business?

Here are five essential tips to help you take your split job strategy from idle to overdrive in less than 24 hours:

1. Only work with split partners who you've had an opportunity to screen and qualify.
Let's face sharing your job order or candidate with another recruiter or agency, you are potentially opening your business up to potential risk and loss. You have to take precautions to protect your client and candidate from the very beginning of the partnership. Properly vetting and reviewing the credentials of prospective split job partners up-front, can help prevent you wasting time and money.

2. Always ensure your split fee agreement is complete, and signed by both parties before conducting business.
Remember to come to terms with all facets of the contract before disclosing information about your client and/or candidate. If you aren't able to agree on terms, continue your search for new split partnerships.

3. Discuss and implement a schedule for feedback.
When you're working with a split partner, you should expect to have access to obtain feedback on a timely basis. This allows both parties to mutually fine tune the search, and move closer to a potential placement. If either partner takes issue with connecting on a regular basis or as needed, reconsider the value of the split partnership.

4. Set up a system to track all candidate referrals and the activity of your split partners.
Working as a split job partner, whether you are the Job Order Recruiter or the Candidate Recruiter, requires staying organized and on-top of the activity. Providing prompt feedback can be challenging when you've lost track of candidates. Keeping on top of which candidate was referred to which split partner can become daunting, too. Make sure you can track, manage and measure the activity of your split partners, at all times.

5. Consistently grow your split job network, to ensure you always have a steady source of business beyond your regular clients.
Successful recruiters are always recruiting. Those professionals who regularly utilize 'splits' should always be networking to gain additional, quality partners.

Did you know.....SplitAlliance, powered by RecruitAlliance, can optimize your split job networking capabilities. This platform was designed by recruiters-for recruiters and addresses important concerns, such as:
~providing access to a network of screened and qualified split partners.
~allows members to seamlessly track and manage split relationships.
~automating your split recruiting efforts, saving you time and money.
~allows you to generate a quality pool of candidates in the shortest amount of time.
~empowers recruiters to work on more recruiting projects - simultaneously.
~enables your business to expand into new industries, niche markets, and serve more geographical areas.
~providing a viable alternative to hiring a team of recruiters, and the expenses associated with growing your agency.
~dual membership in RecruitAlliance provides you with access to new clients-with no cold calls or additional business development efforts.

Split job networking, done the right way, is one of the most profitable revenue streams in recruiting. By becoming a member of an organization like SplitAlliance, recruiters can easily remove the pitfalls associated with performing splits, and quickly begin making more placements.

To learn more about SplitAlliance and their services, visit their website at

Does social media produce better results in recruiting?

Comments Off on Does social media produce better results in recruiting?Written on June 18th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance puts your social media recruitment strategy on steriods.If you're a recruiter, you likely receive at least 1+ invitation per week to training webinars addressing how to leverage the latest social media website to come on the scene. Let's face the facts; unless you're a direct connection with that candidate, you likely only have access to their name, and if you're lucky, the company they work for. If you have a good database, you probably already had this information to begin with - so is social media really generating results for hiring organizations and third party recruiters?

Today, we're going to address the five most impactful ways you can leverage LinkedIn to increase your access to qualified candidates.

1. Determine which LinkedIn Groups your candidates are members of, and join them. You don't have to be direct connections to send messages to these individuals, and you have the ability to extend your reach and access a larger talent pool. You'll also have the ability to post discussions within your groups, and engage potential candidates in quality public conversation.

2. Use the search function to find candidates that meet your requirements, and call them directly. The LinkedIn people search function can lead you to additional results as part of your name sourcing efforts. If you're not connected - pick up the phone and call the candidate at work. There's more than one way to get to passive candidates.

3. Update your LinkedIn status regularly. Your connections that have opted to receive regular updates will see your name and hottest job opportunities if you're making regular updates to your LinkedIn status. Take advantage of having your name recognized by the candidates you are targeting and those you regularly work with.

4. Connect your blog and other social media to update automatically. You can edit your profile to include neat applications like your WordPress blog updates, or have your Twitter status update on LinkedIn. Take every opportunity to provide fresh content, so that candidates and visitors will want to return to your profile.

5. Ensure your profile has searchable keywords your potential candidates and clients will be looking for. When you search for candidates, what terms are you using? Incorporate similar terms in your profile to ensure you're found within your niche.

LinkedIn and other social media can be helpful ways for recruiters to connect with candidates, if leveraged efficiently. Whether you use it as a name sourcing tool or as a virtual Rolodex, social media offers a rich way to connect with peers, clients and candidates.

Have you tried RecruitAlliance yet? Gain access to fee-eligible positions in your space, and save time in your business development process. To sign up for a complimentary trial, go to

3 Easy Steps to Quality Candidate Referrals

Comments Off on 3 Easy Steps to Quality Candidate ReferralsWritten on October 31st, 2011 by
Categories: Third-Party Recruiters
RecruitAlliance connects recruiters with fee-eligible positions; increasing your revenue.We've all heard the old saying, "it's not what you know...but who."  In staffing and recruiting, this is most certainly the case.  Today, we're going to talk about the top five time-tested methods every third-party recruiter can implement immediately to gain more traction with candidate referrals.

1.  Get three referrals from every recruiting call. The best way to accomplish this task is to stop asking "Who do you know that is looking for a new job?"  Instead, ask the individual who they know that's not necessarily looking at new jobs, but is open to considering new opportunities that are clearly superior to their current situation.  It's amazing how a small change in wording can make a big difference in results.

2.  Focus on connecting with candidates who you can place. As recruiters, we can sometimes get caught up in "social worker" mode.  We really want to help that nice lady or guy who is having trouble finding a job after months of unemployment.  The truth for agency recruiters is this is often a luxury you cannot afford.  You must focus on the "A candidates" and consistently ask for the "A referrals" that come from them.

3. Implement a candidate referral program that incentivizes candidates to refer their colleagues. This doesn't have to be a big expense; come up with a reward for great referrals you actually place.  It can be something as simple as a $25.00 restaurant gift card to a $100.00 gift certificate good at their favorite retail outlet.  When selecting the reward you will pay for referrals, keep in mind the difficulty you have when looking for this type of candidate, and pay accordingly.

Obtaining candidate referrals on every call is just one way to keep those cold calls warm, and increase your revenue from placements.  Another way to generate more income as a TPR is to join RecruitAlliance and gain access to numerous fee-eligible positions in need of winning candidates.  To sign up for a complimentary 30 day trial, visit the RecruitAlliance website now.

Recruiters and Staffing Specialists: Build a Book of Business Faster

Comments Off on Recruiters and Staffing Specialists: Build a Book of Business FasterWritten on September 19th, 2011 by
Categories: Third-Party Recruiters
RecruitAlliance can help you build a book of business - fast!Anyone in the recruiting and staffing industry knows that to be successful, you must have excellent organizational and time management skills. Finding time in a recruiters' typical day to cold-call candidates, utilize a multi-faceted sourcing approach, conduct interviews, and market MPCs can quickly eliminate a ten hour work-day.

How can a recruiting specialist build their book of business more quickly? Here are the top three strategies agency recruiters can implement today, to begin seeing results immediately.

1. Create a list of your top 50 "dream clients." When developing a list of target companies, be sure to look at such important parameters as company size, plans for growth, reputation and their current staffing needs. Once you place a prospective on your target list, be sure to manage the relationship, using a system like SalesForce or similar solution.

2. Write optimized blog posts about topics attractive to your prospects. This plan works well for both prospective clients and candidates. Use pertinent keywords in each blog post, and give them a reason to contact you or your firm.

3. Gain access to a list of clients who have fee-eligible jobs immediately. RecruitAlliance is a web-bsed platform that connects recruiters with employers who have jobs to fill, across nearly every vertical. Just login to the website, search for openings in your area of specialty, and submit matching candidates. Recruiters always earn 100% of the full-fee.

To receive a complimentary 30 day trial, take a moment to visit the RecruitAlliance website now. There's never any cost for employers who wish to post their most urgent and confidential positions.

Recruiting Tips to Earn a Candidate’s Trust in 10 Minutes or Less

Recruiters should be committed to creating a quality candidate experience.The best active and passive candidates are inundated with communication from your competition in the staffing and recruiting industry. With all the "white noise" from sites like LinkedIn, Facebook, the major job boards, and via email, it becomes a necessity that top talent acquisition specialists focus on capturing the candidate's attention immediately; gaining their trust within the first 10 minutes of their first conversation.

How can agency recruiters create a true connection with the most highly regarded candidates in such a short amount of time?

Here are three tips to help you build solid rapport with job candidates fast, and make more placements this month.

1. Immediately differentiate yourself from other recruiters.
Don't just tell the candidate about an immediate opening--take the time to learn about his or her short-term goals, target employers, and immediate reasons for considering a change at this time. Your interest in the individual will be a refreshing change from what they routinely encounter when dealing with other staffing professionals.

2. Build loyalty by being loyal.
Take the time to explain how you work, and be available to the candidate when you say you'll be. Check in with him or her on a regular basis, to increase rapport and increase trust. How many recruiters do you know who reach out to a candidate, only to never be heard from again? Make the way you conduct business different, and candidates will believe in the service you provide.

3. Describe your commitment to creating a quality candidate experience.
If you don't explain the reasons and benefits for this person to work with you, they won't. Most likely, they'll work with other headhunters who reach out to them, and ultimately risk your potential placement.

Successful recruiters know they must be committed to building trust and loyalty from the very first interaction with the candidate to ensure a more positive experience for all parties involved.

Build your clientele and place more MPC's this quarter. Try RecruitAlliance for 30 days free, and watch your commissions grow.

The Five Characteristics of an Exceptional Recruiter

Comments Off on The Five Characteristics of an Exceptional RecruiterWritten on June 27th, 2011 by
Categories: Corporate Recruiters, Third-Party Recruiters
Place more MPC's with RecruitAlliance.It seems that every time you power up your computer and access your email, you receive notifications of a new tool for recruiters to make your job easier. There are internet-based tools and recruiting software to assist you in sourcing, background screening, testing, interviewing, and all activities leading up to the placement. With all of the new technologies available to make your life easier in the world of talent acquisition, are you really making more money?

Exceptional recruitment professionals know what it takes to generate big billings. Let's talk about what it takes to be an exceptional recruiter, and how you can stop spinning your wheels and begin working "smarter."

Incorporate networking in your everyday activities. Powerful recruiting specialists don't punch a time-clock, and they never stop sourcing. Everyone they meet is a potential candidate, and they leverage those relationships on a regular basis.

Set time aside daily for social network building. LinkedIn and Facebook are just two of many powerful social networking sites recruiters regularly utilize. If you consider yourself an "old-fashioned" headhunter, it's time to embrace technology and get in the social media game.

Blogging for candidates. Are you attacking your recruiting gig from all angles? Maintaining a blog that offers valuable content for your target candidates is an excellent way to capture the interest and trust of your audience. Be sure to have a link to your career center or include instructions for potential candidates to forward their resume, and you'll increase your incoming resume volume consistently.

Continually develop your verbal communication skills. The writing is on the wall for agency recruiters. If you can't reach out and physically speak with your candidates in such a way that they WANT to work with you over your competition, you won't be able to compete in the marketplace. The recruiting component of your job will continue to be the differentiator that makes or breaks your success as an agency recruiter.

Focus on the money. Top recruiting professionals know they must focus on those searches that generate the highest billings. They choose NOT to work with clients seeking a discount opportunity. or who do not value the time and energy involved in an external agency's process. A higher number of larger fees equals a greater annual income--it's just that simple. One way recruiters can save time in their business development process is through RecruitAlliance. Employers post their fee-eligible jobs on the site, and recruiters can submit their matching candidates, without a time-consuming engagement process. It's a great way to get your MPC's in front of top hiring authorities you may not have an on-going relationship with. Recruiters interested in signing up for a complimentary month on RecruitAlliance, click here.

Leverage split-partnerships more efficiently

Comments Off on Leverage split-partnerships more efficientlyWritten on June 13th, 2011 by
Categories: Third-Party Recruiters
RecruitAlliance helps recruiters earn more money and build a bigger book of business.You've just received a call from your client, and they have a hot job opening that needed filled yesterday. You check your database, social networks, and realize this search is going to require additional effort above and beyond a typical search. You decide you will reach out to your recruiting colleagues, to see if they have a solid candidate who fits the bill. In an effort to save time, you send an email blast to those agency recruiters you have done splits with in the past.

Is there a better way to reach out to talent acquisition professionals interested in helping you fill your jobs, and make more placements this year?

How can you increase the quantity and quality of your split partner network, without taking your focus off your hottest job orders?

The answer is simple: RecruitAlliance. Helping third-party recruiters build a better business since 2001, RecruitAlliance is a powerful web-based platform that saves headhunters time and helps them earn more money. Members can quickly post their searches on the site, and connect with other recruitment professionals who have a viable candidate for the position.

Instead of making phone calls and sending emails to split-partners, simply log on to the site, post the specifics of the job order along with the details of the split, and receive real-time notifications of all candidate referrals.

Now you have the ability to multiply your efforts in minutes, with access to hundreds of vetted professional recruiters who just might have your clients' ideal candidate. You'll also successfully automate reaching out to split-partners; saving you time and money.

To learn more about all the ways you can utilize RecruitAlliance to build a stronger book of business, sign up today to check out the platform for yourself.

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