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Posts Tagged ‘ATS’

5 Ways HR leaders can improve Strategic Perspective

Comments Off on 5 Ways HR leaders can improve Strategic PerspectiveWritten on October 26th, 2017 by
Categories: Corporate Recruiters, Human Resources
RecruitAlliance.comIn Human Resources, your strategic perspective determines how your company views and solves important issues relating to HR. Organizations struggle to create, implement and carry out their visions because they lack a solid strategic perspective.  HR leaders strive to make better decisions on behalf of their company, to coincide with their understanding of the business’s strategic perspective.  They must consider the past, present and future of your business objectives, to provide them with the big picture. Senior management makes better decisions in all areas of the company, once it has a strong vision of its objectives.

Unfortunately, having a strategic perspective is much easier theoretically than in practice.  Today, we’re going to give five ways HR leaders can improve this important skill, and assist other leaders within their company to provide buy-in.

  1. Have a well-defined strategic thinking process, and share it with all members of the HR and Talent Acquisition team.  In the world of science, the scientific method is the gold standard “thought process.”  In HR, it’s important for leadership to apply a strategic process to all problems, to ensure issues are addressed consistently, efficiently and quickly.  Do you conduct brainstorming sessions with other leaders within the company?  Are you leveraging if-then flowcharts, to provide continuity in decision-making?  Just as HR leaders must create policies and procedures for other matters, it is just as important to create and follow a strategic thinking process.  If your company lacks this infrastructure, why not create a committee to work on this issue?  The only mistake you can make is not getting started.


  2. Observe and find trends that affect your business.  HR and recruitment is the first line of defense in seeing trends in the talent pool.  When Compensation identifies rising salaries, and your company is slow to address the change, your organization loses out on hiring the best people.  This one issue negatively affects every aspect of your company.  Human Resources leaders are in the ideal position to monitor trends, and and strategize on getting ahead of future problems that will result.  Are you setting hiring benchmarks and monitoring the results.  Does your ATS and VMS provide that important data, so your process is simple?  Staying in front of the talent trends can empower your company to become more profitable.


  3. Gain an understanding on what perspective adds to your organizational goals. All businesses strive to become and remain profitable.  HR is gaining more accountability for their role in increasing the bottom line, through their direct impact on recruiting, retention, and reducing the costs associated with acquiring the most impactful human capital.  HR leadership must begin to troubleshoot problems from a strategic perspective, to ensure they have the tools and resources to attract top talent, provide competitive salaries and benefits packages, and retain those employees in a more long-term situation.  For example, your company may regularly use recruiting agencies to fill C-level and director level roles.  Have you evaluated that process?  Have you reviewed which agencies are worth using in the future, and who has the most competitive fees? With talent, we often find ourselves willing to pay any fee, because our internal team could not produce results.  To add strategic perspective to this problem, think deeper.  Do you have a Vendor Management System that streamlines the process of working with agencies?  Are you in control of your Vendor contracts, and you set the fee?  Are you accessing data and analytics to help you determine which agencies are providing the talent that makes retention problems a non-issue?  Learn more about Vendor Management solutions.


  4. Is HR leveraging the digital intelligence perspective?   An effective and practical perspective requires accurate information. Gaining competitive intelligence through the internet has been a typical way of information gathering since the it was introduced.  This highly useful method of obtaining data from other companies and end-customers is an increasingly important way to drive business decision making.  If you aren’t already, consider optimizing your talent communities and having feedback mechanisms built into your career-social pages.  As you review competitors’ websites, make note of how they approach information gathering.  This is a crucial piece that strengthens HR’s strategic perspective.


  5. Embrace conflict as part of your process. The quest to build your strategic skills can be uncomfortable.  HR leaders must learn to embrace challenges, and be prepared for opposition to their ideas.  Providing organizational leaders with factual information to support your perspective and showing them how your path positively impacts the bottom line is crucial to your success.  If others are opposed to change, you must continue showing the leadership the value of making the changes you are proposing.


Gaining strategic perspective starts by first changing your mindset. HR leaders and hiring managers have the unique power to impact the organization’s bottom-line, through the delivery of a clear, strategic contribution.  Adopting the five recommendations mentioned offer a starting point for aligning human resources and talent acquisition with the strategic vision of any business.

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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5 Effective Ways to Expand your Talent Pool

In the technological age we live in, it's ironic how difficult it is to attract and retain top talent, in any industry. The active candidate pool doesn't necessarily offer the highest caliber applicants, and for key roles--quality truly matters.

Building a solid candidate pipeline continues to be a struggle for nearly every organization. What if there were a way to effectively expand your talent pool, in a short amount of time? Today, we'll take a look at 5 ways you can begin expanding your talent pool, immediately.

1. Create and manage a talent community on Facebook. There are currently more than one billion active users on Facebook. The right candidates you are looking for are already using this social media tool. The problem with talent communities is most employers think about attracting applicants for their company, instead of delivering great content for the individual careers within their organization. For example, the information that interests someone in Information Technology is very different than content that would be suitable for someone in Accounting, Sales or even the C-Suite. To administer talent communities right, organizations need to create mini-groups that will cater to that specific pipeline. Think of it as a farming project. Pump out consistent and relevant content, conduct contests, and make your talent community fun. Watch how quickly your members share pages with other potential users. When it's done correctly, Facebook talent communities will provide needed exposure to your career brand.

2. Email blast candidates in your ATS. Companies often forget to leverage their past and present applicants to increase their candidate pool. Send out a bi-weekly or monthly newsletter with interesting content for potential candidates to re-engage them. Your newsletter can include items like a candidate referral bonus program, contests, hot job openings, and other interesting information. Leverage internal recruiters to manage this program, or hire an outside marketing firm to handle it.

3. Conduct regular virtual career fairs. In the past, employers had to spend lots of time, money and manpower to run a productive career fair. Today, with the help of the internet, companies can run a virtual career fair on a shoestring budget, and using limited resources. Simply pick a date and time, email blast your ATS candidates and everyone in your talent communities, have your website administrator place a strategic pop-up ad on your corporate career website, and have your recruiting staff share the information with their networks. To keep within a small budget, use a venue like GoToMeeting or another video conferencing platform. Create break-out rooms for specific departments, and have your recruiters prepared to present information on all the wonderful reasons why your company is the next step in their career. If you're team doesn't have time to conduct their own virtual career fair, you can check with an external marketing firm who will take care of it for you.

4. Leverage recruiting agencies as talent scouts. Search firms are able to attract candidates from competitors in a similar position, provide your organization's unique selling proposition, and move that individual through the hiring process, because that's their specialty. While more and more companies are trying to move away from using external recruiters, the fact is they deliver value and top talent. Internal recruitment teams and HR focuses on so much more than talent acquisition. As a business strategy, it doesn't make sense to have your internal team reach out to the competition to recruit them. This is one of the greatest values agencies offer to companies, whether it's a candidate or employer driven market. If you're not using recruiting agencies to scout top talent for you, you're losing competitive edge.

5. Use a Vendor Management System to managing your relationships with search firms. If your company regularly uses recruiting agencies to scout and place exceptional talent, you know that working with multiple firms can quickly become cumbersome. A Vendor Management System does not have to be a costly expense for employers. It doesn't have to include a long ramp up time for internal recruiters to learn how to use the system. A quality VMS will provide the employer with three key components: contract and fee control, simplification of communication with external recruiting partners, and time savings. Make sure the VMS you select can handle permanent and contract positions, and that you have the ability to distribute jobs on an International basis (if you hire overseas).

Technology is continually presenting new tools to increase the size and scope of your talent pool. Remember, often times the latest app or program may not deliver what is promised—quality candidates. Recruiting is a 'relationship business', so never lose sight of the human interaction that must occur in order to make a quality hire.

RecruitAlliance.com
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.

Headhunters versus technology: Who wins in the recruitment of passive talent?

RecruitAlliance helps organizations quickly identify top talent, while saving money.Headhunters, agency and independent third-party recruiters have one major advantage over any recruiting technology available today - they can interact with prospective candidates and effectively close the gaps where recruitment tools and technology leave off. When an organization requires tangible hiring results, the services of a professional search firm are far more likely to surface and refer viable candidates, versus any of the latest computer programs, job boards and cloud-based tools.

Why the push to find alternatives to staffing companies and third-party recruiting agencies when new recruiting technologies provide more access to higher quality candidates?

Here are three reasons your organization must focus on leveraging headhunters to fill your toughest positions as an ongoing strategy:

1. Your internal recruitment team does not have the manpower or the training to quickly identify the top candidates quickly. This is an ongoing problem across many small, medium, and large companies. Your team is so focused on filling entry and mid-level positions that carry a higher turn-over, the high-level searches are not approached appropriately. Search professionals fill this gap by providing you with pre-qualified candidates who are ready to meet with you; effectively reducing your time to fill.

2. The HR and Recruiting team process active applicants - not cold call and passively source. Your recruitment marketing budget drives candidates to your ATS, and the team is supposed to process them on a timely basis. In reality, most organizations would end up paying overtime to incorporate passive sourcing in their internal recruitment plan - driving up the cost-per-hire. Realistically, third-party recruitment solves this problem immediately.

3. Companies who pair technology with their use of external recruitment providers gain the highest level of results. RecruitAlliance is a powerful communication tool and recruiting agency management solution available to hiring companies at no cost. This solution provides power insights into the key metrics that assess performance - while empowering organizations to remove the RFP process and control costs.

To learn more about RecruitAlliance, click here.

Manage Recruiting Agency Relationships with Ease

Manage your recruiting vendors more efficiently with RecruitAlliance.It's no secret that executive search firms and niche recruiting partners provide access to some of the most desirable and sought-after passive talent available. Managing a high number of relationships with outside recruitment vendors can be both expensive and time-consuming. Adding vendor management "modules" to your current applicant tracking system may be a possible consideration, but most of these solutions are not set-up to specifically address talent acquisition vendors, while enabling your team to fill jobs faster, manage costs and completely automate the process.

RecruitAlliance is the web-based recruiting platform no business should be without. Organizations can obtain their no-cost membership, and gain immediate access to an army of professional, vetted agencies and independent recruiters who are waiting to refer their best qualified candidates. The user-friendly interface empowers hiring managers and Human Resources representatives to quickly receive referrals for their most urgent and difficult-to-fill positions. Best of all, employer members set the fee they are willing to pay upon successful placement, and THEIR terms and conditions, while the recruiters on the site agree before ever submitting their matching candidates.

If you have an established group of recruiting agencies you prefer to utilize, it's easy to continue utilizing their services on the RecruitAlliance platform. When you become an employer member, the RA staff contacts your preferred recruiting vendors, and brings them on to the site. It's a completely care-free process that makes working with agencies easier and more efficient.

When you have a job your regular talent acquisition vendors cannot fill, you can quickly make your open position available to additional recruiters with ease. This way, your company can "cast a wider net," and find the perfect fit for the job.

To learn more about the RecruitAlliance solution, click here.

Tools that enhance the recruitment process

Comments Off on Tools that enhance the recruitment processWritten on May 9th, 2011 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Unlike other professionals responsible for recruitment within your company, you see the need to evaluate new tools that shorten the talent acquisition cycle and make everyone's life a little easier.

As one of the hiring managers in your organization, you are constantly inundated with new tools to aide you in uncovering top talent.  New software, ATS add-ons, social media recruiting applications; it's truly enough to leave anyone in today's business world, overwhelmed.

What if there were a way for you to streamline the management of relationships with your third party recruiting agencies?  You know you spend time on the phone clarifying information, setting up interviews, giving updates, etc.  All this time away from your internal efforts makes using outside vendors labor-intensive, when it's supposed to make your life easier; resulting in a quick-hire.

RecruitAlliance is the premiere web-based platform that makes managing the recruiting process with third-party agencies seamless.  You just log in to your web-based account, post the jobs you want to want open to agencies, and headhunters compete to fill your requisitions.  The user friendly interface is simple to use, and external recruiters can easily communicate with you through the site.  Not only is it a more efficient way to manage the relationship, but it cuts down on interruptions in your work-flow.  By the way, there's no cost for employers to use it.

As new tools continue to emerge to help companies fill their jobs more quickly, it's important to keep in mind that there will never be a replacement for human-powered recruiting--those relationships with valued third-party recruitment agencies. Sure, other venues like social media and job boards may be a great place to extend your "employer brand," but they can't pick up the phone and interact with those high-level candidates your organization needs.  That will never happen.  RecruitAlliance empowers you to leverage your relationships with agency recruiters, to more effectively fill your most challenging positions with top talent.

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