Posts Tagged ‘corporate recruiters’

Talent Acquisition Fail – 6 Mistakes Your Company is Making and How to Fix Them Now

Comments Off on Talent Acquisition Fail – 6 Mistakes Your Company is Making and How to Fix Them NowWritten on July 6th, 2016 by
Categories: Corporate Recruiters, Human Resources
Talent Acquisition Fail - 6 Mistakes your Company is Making and How to Fix them NowTalent Acquisition Fail:  6 Mistakes Your Company is Making and How to Fix Them Now

Every small, medium and large business entity understands the importance of hiring good people.  Recruitment stands as one of the greatest expenses and operational challenges for most organizations.  Companies spend thousands of dollars per year to have the latest Applicant Tracking System, access the best job boards, and tap in to all of the niche resume databases.  They operate multiple career pages, manage social media platforms, and use staffing agencies—all to fill their jobs faster than their competitors.  What tools can companies’ leverage to gain access to top talent, while effectively managing the bottom line?  How can Human Resources and corporate recruiters expand their talent pool, without financial risk while focusing on retention—after the hire?

Let’s examine the top 6 mistakes most companies are making today, and discuss how to turn your recruitment process in to a well-oiled machine!

TA Fail #1:  Lack of a cohesive talent acquisition strategy.  When was the last time your TA team sat down to review the tools and systems currently in place?  Of those systems, which ones are providing the greatest return?  How often are you evaluating these methods, and getting rid of the ones that aren’t driving results?  In order to make a positive change that will impact the success of a company’s hiring process, you have to take a strategic approach.  Organizations’ who don’t adopt this way of thinking are sure to struggle in attracting, recruiting and retaining the right candidates.

TA Fail #2:  Under-utilization of staffing and search firms.  Recruiting agencies fill a lot of important jobs with top talent.  When you want to hire the CEO of your competitor, you’re not just going to give them a call and offer them a job.  (Imagine the talent war that action would start!) There are many examples of circumstances where agencies save the day and deliver quality hires—but the cost is directly related to the service they deliver.  When the Accounting Department is losing 15K per day in revenue because the CFO resigned, paying a 40K placement fee to fill the role seems like a bargain.  When your Emergency Department is down 11 nurses, and the 6 others on the team are ready to walk out because they’re being asked to work double-shifts without any days off, hiring Travel Nurses through an agency seems like a sound business decision.  There are tons of examples in the case to utilize staffing agencies.  You don’t pay unless you hire (unless it’s a retained search), and they offer guarantees that ensure you receive a reasonable ROI.  Forward-thinking companies today incorporate agencies in their overall recruitment strategy.

TA Fail #3:  No game plan for the internal recruiting team.  Let’s face it; recruiters today are inundated with apps, websites, tools, and more (usually with a cost) to source candidates.  Knowing what items work and what overlaps solutions you already have in place can be a daunting discovery process.  TA Directors and leaders should designate a point-person to review and demo new technologies, and share with the team before allowing individual recruiters to become distracted.  Always have the recruiting team focus on those areas that ensure results:  Direct communication with candidates, recruiter interviews and scheduled hiring manager interviews.

TA Fail #4:  Relying on an Applicant Tracking System to be the “Holy Grail” of recruiting.  Applicant tracking systems help employers save time and paper and help them stay organized. Without them, recruiters would have to spend much more time filing and shredding papers or moving and deleting emails. With applicant tracking systems, there is no risk of an employer accidentally deleting the email containing the resume of the applicant the company wants to hire. An ATS also makes it easy for employers to keep tabs on the hiring process and to communicate with applicants directly.  Those simple uses aside, ATS providers sell add-on modules that do everything from cross posting jobs to major job boards, email blasting the database, and even manage staffing vendors from within.  Has your team evaluated the ROI of your ATS?  Are you able to easily configure the system to do what you need it to, without spending thousands more on implementation, training, and roll-outs?  Applicant Tracking Systems are crucial in today’s business climate, but purchasing systems with too many add-ons may not be worthwhile in the end.

TA Fail #5:  Not using a Vendor Management Solution to manage third-party recruitment agencies.  We just talked about what an ATS should reasonably do.  A vendor management system (VMS) is an Internet-enabled, Web-based application that acts as a mechanism for business to manage and procure staffing services – temporary, and, in some cases, permanent placement services – as well as outside contract or contingent labor.  Imagine working with 20 staffing agencies to fill a set of jobs.  You have to have initial meetings with each agency, engage in regular phone conversations with the recruiters, go through negotiating the contract (fees, guarantee and terms), get everything approved through the legal department, and then wait to receive candidates.  Since time is money, this is a time-consuming and expensive way to manage these important Vendors.  When you leverage a VMS like RecruitAlliance, you have one contract, one fee and one platform to streamline the entire process—at no cost and with no implementation fees.  Vendor Management solutions like RecruitAlliance allow employers to manage their recruiting vendors and their agency talent pool more efficiently and effectively.  They even offer managed billing service, so you only have one payee versus sending checks out to multiple agencies.

TA Fail #6:  Avoiding evaluating the Customer experience in the recruiting process.  Corporate recruiters and HR have two sets of customers; internal and external.  There is a lot of discussion around providing a quality candidate experience—but isn’t the hiring manager’s experience just as important?  Talent Acquisition departments everywhere have lost their way when the spotlight is placed exclusively on how the candidate perceives the hiring process.  To ensure all parties have the best engagement possible, recruiters must openly communicate and stop hiding behind email.  Introductions can be made via email, but deals are closed either on the phone, through video conferencing, or in person.  The personal touch will never go out of style!

Technology has changed the way human resources and talent acquisition teams recruit top talent.  It’s imperative that we stop allowing tools and resources to distract us from recruiting the most qualified candidates, and focus on implementing a quality strategy that produces results.  TA fails are really just examples of recruiting challenges left to be won.  Organizations who take their fails and upgrade them to wins will experience an expanded talent pool, higher quality hires and an increased bottom line.

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The Best of 2014: The Top Recruiting Take-Aways and Lessons

It's hard to believe that 2014 is coming to a close, and in less than a couple of weeks, we'll be ringing in the new year....with many new resolutions and goals to accomplish!

If you're a premium LinkedIn member, like most recruiters--get ready for a change to your InMail capability. If you aren't familiar with InMails, it's LinkedIn's private messaging system that allows members to contact individuals outside of their network. Each premium membership level comes with a certain number of monthly InMails. Previously, when you sent an InMail and did not receive a response, LinkedIn would credit you back one InMail after one week. This was an excellent way to reach targeted prospects, with relatively low-risk. In 2015, the new policy changes everything. Now, instead of receiving your InMail credit when the prospect does not respond, you will only be credited when the prospect replies to your message. Read more.

Speaking of LinkedIn, there is tons of advice and best practice tips available on the internet to make the most of this popular social network. Sometimes, along with knowing all the right things to do, it can be just as valuable to know what NOT to do on LinkedIn. Here are 5 LinkedIn Best Practices that simply don't work.

2014 was the year we saw more corporate recruiting teams tasked with the job of building an end-to-end talent brand. With the ever increasing role social media plays in the recruitment process, the best talent acquisition professionals work with marketing departments to regularly broaden the brand and attract top talent. Learn more about The 9 Hottest Trends in Corporate Recruiting.

Over the course of last year, many in the staffing and recruiting industry saw their clients of many years, implement an organization-wide, Vendor Management System. This technology assists the client in managing their relationships with third-party vendors, and poises them to maintain greater control over the hiring process with external search experts. While some recruiters get a little squemish at the thought of losing access to their valued client, 2014 shows us that agencies and employers can both be more successful if they embrace and leverage these systems, to their fullest extent. For the recruitment agency, the solution empowers them to refer their best candidates without the need to cold call, and we know that time is money. RecruitAlliance is one solution that unites employers and recruiting professionals to fill more jobs than ever before. Read more and see how RA can explode your billings in 2015.

Do you feel you've learned any important lessons in 2014, and have you starting making your resolutions for the new year? Here are 3 Easy Yet Powerful Resolutions everyone should consider adding to their list.

Happy Holidays and here's to a successful and rewarding New Year!

Third-party recruiter secrets to recruiting the highest caliber candidates

Comments Off on Third-party recruiter secrets to recruiting the highest caliber candidatesWritten on August 6th, 2012 by
Categories: Third-Party Recruiters
Have you ever met an executive recruiter, staffing specialist, or corporate recruiter who consistently finds and is able to attract top talent? If you've ever met one of these super-star recruitment pros, they seem to attract awesome candidates automatically, and have a loaded pipeline of industry winners.

What's their secret? What are they doing that you're not? How do they repeat their successes week after week; month after month?

Here are 3 tips from the "big dogs" of recruitment to help even the playing field.

1. Ask yourself why you would want to work for the company you recruit for. Do you know all the benefits and selling points of becoming a part of this organization? If you don't embrace these positives yourself, you really can't expect any candidates to buy into your pitch.

2. Are you excited about the location you're selling to candidates? Do you have a list of resource links you can provide to your interested candidates, Youtube videos from the Chamber of Commerce, information about local real estate and the educational system? The "big dogs" in the recruiting world anticipate the questions their candidates will ask, and come to the table prepared to wow them from the first interaction.

3. Stop recruiting and start connecting with your candidates on a more personal level. Would you be focused on a script if you were talking to an old friend on the phone? Every candidate you meet should be treated like a friend you've never met. Get to know them, find out what really matters to them as they explore new opportunities, and focus on helping them attain their goals - instead of just filling your open requisition. When you turn the focus from merely filling a job to changing people's lives by connecting them to the right position within your organization - everyone wins!

The best recruiters aren't performing miracles to produce results. The gap between a mediocre recruitment professional and the top producer lies truly in their ability to build relationships, and not just going through the motions of the job.

Have you tried RecruitAlliance yet? The trusted recruiting tool by corporations and recruiting agencies alike, this website connects third party recruiters with hiring companies offering fee-eligible positions to fill. To learn more, go to

Superbowl of Recruiting: Corporate vs. Agency Recruiters

Comments Off on Superbowl of Recruiting: Corporate vs. Agency RecruitersWritten on February 6th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance helps corporate recruiters facilitate quality relationships with agencies.In Superbowl XLVI, the New York Giants and the New England Patriots battled it out on the field to determine the best NFL team for 2012. In the realm of recruiting, corporate recruiters and agency talent specialists battle it out to uncover the top talent in their target industries. Can these two types of recruiting specialists co-exist, to increase overall productivity for all parties involved?

If we were to sit down corporate recruiters from across the country and ask them what's the most positive aspect of their relationships with external staffing and recruiting agents, you might be surprised to know that most of them realize that external recruiters are better equipped to deliver exceptional talent for their most hard-to-fill positions. Sure, they aren't thrilled to field call after call from headhunters marketing their MPCs, but the majority realize that these specialists can deliver "the goods."

How can corporate recruiters build better relationships with the external agencies who can bring them the best candidates, when they are truly needed? Here are 4 tips to facilitate quality interactions with staffing and recruiting specialists, and how to maximize these partnerships to their fullest.

1. Leverage technology to manage and communicate with agency recruiters. RecruitAlliance provides a cloud-based, enterprise solution that allows corporate recruiters to more efficiently manage these important relationships. The solution is seamless to use, takes minutes per day to monitor, and allows companies to fill their positions more efficiently.

2. Put an end to unwanted headhunter calls. One of the greatest complaints of corporate recruiter is the constant flow of phone calls. RecruitAlliance serves as an organization's front-line defense against this internal productivity "buster." Companies provide instructions for agency recruiters on their career page, and they immediately know to visit the RecruitAlliance website to gain access to your fee-eligible positions, to quickly fill.

3. Stop wasting time vetting your agency recruiters. RecruitAlliance does this for you. Every external recruiter member has passed specific criteria to gain access to the site. This allows corporate recruiters and human resources professionals to focus on what they need to accomplish.

4. Realize that having access to quality recruitment professionals will ultimately benefit your organization. Third-party talent acquisition professionals can make your life much easier, when you least expect it. With RecruitAlliance, you're in control of setting the fee you're willing to pay, while eliminating the entire RFP process.

If the Superbowl were between Corporate and Agency Recruiters, the end result would be a tie. Both hold very important roles, and once they choose to work on the same team, all parties win.

Recruit Smarter 2012 (part 4): The Emergence of Applied Analytics

Comments Off on Recruit Smarter 2012 (part 4): The Emergence of Applied AnalyticsWritten on January 23rd, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance provides analytics to help you measure recruiting success.A quality analytics program is the corporate and third-party recruiter's best friend. With such a high influx of information created by recruiting programs, choosing which metrics to focus on is an incredibly overwhelming task for any professional. As a rule of thumb, to improve the quality of your recruiting analytics program, it's essential to target the fundamentals.

Here are the top 5 tips to begin incorporating applied recruiting analytics in your organization, for a more effective and efficient hiring process in 2012.

1. Think proactively, and stop problems before they have the opportunity to start.
Have you ever encountered a problem in your recruiting process, that "snowballed" to the point you lost control of the situation, altogether? When you implement a quality recruiting analytics program, you have the ability to gain insight into problems before they ever begin. By having access to these analytics, you can solve problems immediately, as they surface, versus putting out fires after the fact.

2. Utilize recruiting analytics, to optimize your candidate flow.
Analyzing your candidate flow enables your company to examine the fairness and inclusiveness of your recruitment efforts. Applicant flow data refers to the analysis of differences in selection rates among different groups for a particular job. In addition, it aides companies in establishing how they will spend their money, time, and recruiting resources.

3. Know and understand your best source of applicants.
It's critical that your company track where your applicants are coming from, and their conversion rate from applicant to hire. Are your top-tier candidates coming from your membership with RecruitAlliance, where agency recruiters compete to fill your posted open requisitions, or is there a high number of applicants that are employee referrals? Transfer your recruiting focus, where you obtain the best results.

4. Look at what happens to the candidates beyond the completion of the application process.
If you're department has a high-volume of fall-offs, or applicants that are not hired because they accepted a different job, perhaps it's time to review your internal hiring process. Does your organization take longer than your competitors to on-board new employees? Is the candidate experience as good, if not better than other companies in your space? Determine your deficiencies, and make improvements, if necessary.

5. Stop missing opportunities!
One of the most costly mistakes in recruiting is procrastination and indecision. Are your hiring managers making timely decisions on candidates? Are qualified candidates being interviewed on a timely basis? Are your offers being accepted, or rejected? These are the metrics that most heavily impact any organization.

RecruitAlliance can help you tackle the challenges of obtaining quality metrics while utilizing external recruiting agencies. Know which company is sending you candidates that result in hires, understand and manage your annual agency spend, and put an end to the RFP process. To learn more, visit

The Disconnect Between Hiring Managers and the Human Resources Recruiting Team

Comments Off on The Disconnect Between Hiring Managers and the Human Resources Recruiting TeamWritten on November 29th, 2011 by
Categories: Corporate Recruiters
RecruitAlliance helps corporate recruiters fill their positions faster.The human resource department is responsible for devising personnel strategies that align with the near and long term business goals of the organizations they support.

Sounds like an important corporate function … and it is. One part of the human resources team supports the organization with programs to nurture existing employees - a well-understood and valued corporate function. Another part of the team, human resources recruiting, supports the manpower needs of the organization by recruiting new employees - an undervalued and misunderstood corporate function. Why is there such a disconnect between the human resources recruiting team and the hiring managers they serve?

The importance of hiring the right employee is well understood. Get it right, and you increase the odds of reaching your business goals. Get it wrong, and the odds of reaching your business goals decline. To get it right, hiring manager’s turn to organizations that have a history of providing them with qualified candidates, human resources recruiting is not among them.

Mixed value - a term often used by hiring managers to describe the human resources recruiting organization. Third party recruiters, according to many hiring managers, are more effective at sourcing qualified candidates than their corporate recruiting counterparts. This view is held for several different reasons.

1. Relationships. Existing relationships with potential employees accelerate the recruiting process. HR recruiting organizations have few relationships. Third party recruiters have many relationships.
2. Marketing and Sales. Marketing and sales skills are required for successful searches. HR recruiting organizations have limited marketing and sales skills. Third party recruiters have extensive marketing and sales skills.
3. Knowledge. Specialized positions require knowledge of the specialized skills required to fill that position. Few HR recruiters possess this knowledge. Many third party recruiters focus their businesses on specialized skills.
4. Time. Successful searches require a great deal of time. The HR recruiting team is too busy with other matters to focus on a given search. Third party recruiters will devote the necessary time.
5. Compensation. Financial incentives generate results. HR recruiting organizations do not receive a financial incentive for placing an employee. Third party recruiters earn commissions for placements.

Third party recruiters have mixed feelings about the value of the human resources recruiting team as well, preferring to work directly with the hiring manager. These feelings are based upon a variety of factors, including:

1. Decision Makers. Third party recruiters prefer to work with a hiring decision maker, not an HR intermediary.
2. Candidate Visibility. Qualified third party candidates, submitted to HR recruiters, may never be presented to the hiring manager.
3. Attention. Corporate recruiters pay less attention to third party candidates than their own candidates.
4. Feedback. Corporate recruiters do not provide third party recruiters with accurate and timely feedback on the status of submitted candidates.
5. Fee Bias. Corporate recruiters prefer to work with candidates who do not require a placement fee.
6. Recruiter Bias. Corporate recruiters prefer to work with a select group of third party recruiters, leaving little opportunity for new third party recruiters.

Perception is reality. Not all value related issues raised by hiring managers and third party recruiters apply to every human resources recruiting organization. However, the human resources recruiting organization should strive to overcome these perceptions - by implementing programs to address them.

RecruitAlliance provides best practices solutions that address many corporate recruiting challenges, including: hosted application software to facilitate the corporate recruiting process, and consulting services that offer methodologies for improving the collaboration between corporate recruiters and third party recruiting organizations. Please contact us to learn more.

Software as a Service to Manage Third-Party Recruiter Relationships

Comments Off on Software as a Service to Manage Third-Party Recruiter RelationshipsWritten on September 14th, 2011 by
Categories: Corporate Recruiters

Thanks to the Internet and advances in supporting technologies, the availability of software as a service (SaaS) application software is growing ... and for good reason. These hosted turnkey solutions provide organizations with a means to utilize world-class software applications without the high cost of in-house implementation and support.

Corporate recruiters well understand the significant value, and challenge, of managing multiple independent recruiters in a standardized fashion. They know that traditional relationship management techniques simply do not lend themselves to a standardized approach. Fortunately, SaaS third-party recruiter relationship management solutions provide an answer. These hosted application software solutions, by their very nature, require conformity to a standardized approach - of great value to the corporate recruiters and third party recruiters who use the solution.

When considering a SaaS solution, corporate recruiters would be wise to develop a feature and functionality roadmap to guide their evaluation of available solutions. This roadmap should evaluate the SaaS solution from the perspective of the benefits derived by the two parties most impacted by its' use - the corporate recruiter and the third-party recruiter. Feature and functionality elements should include:

Candidate Related:

  1. Communication. Third-party recruiter access to corporate recruiters should be limited to those who have consistently proven their value ...  communication between them should be standardized, structured and electronic.

  2. Job Postings Control. Controls should be in place that enable corporate recruiters to limit third-party recruiter access to job postings.

  3. Job Postings Access. Access to corporate job postings should be limited to third-party recruiters who are invested in client success.

  4. Job Descriptions. Requirement to describe jobs in a standardized structured fashion.

  5. Submitted Candidate Feedback. Following submission of a candidate, corporate recruiter feedback to submitting third-party recruiter should be rapid, structured, and electronic.

  6. Interviewed Candidate Feedback. Following a candidate interview, corporate recruiter feedback to submitting third-party recruiter should be rapid, structured and electronic.

Administrative Related:

  1. Agreements. Third-party recruiters use of the SaaS solution should be contingent upon their acceptance of pre-established corporate recruiter terms and conditions.

  2. Fee Structures. Third-party recruiter use of the SaaS solution should be contingent upon their acceptance of published corporate recruiter fee structures.

  3. Corporate Recruiter Costs. The solution should be available at little or no cost to corporate recruiters.

  4. Third-Party Recruiter Costs. A monthly subscription based model is a favored approach, whereby third-party recruiters pay to participate.

SaaS hosted third-party recruiter relationship management software requires conformity to a standardized approach - of great value to the corporate recruiters and third-party recruiters who use the solution.

The Relationship Between Application Software and Best Practices

Comments Off on The Relationship Between Application Software and Best PracticesWritten on August 10th, 2011 by
Categories: Corporate Recruiters
Best Practices. Standardized techniques, methods or processes that have proven themselves over time to accomplish given tasks

Best practices. We read about it, we talk about it, consultants deliver lectures about it, organizations tout its value, industry experts define its components and we are told that we must do it. Corporate recruiter and third party recruiter relationship management - can application software provide a best practices approach?

Historically, application software has provided businesses with a means to manage and control their internal business processes using a repeatable best practices approach. The use of application software to manage and control the business processes related to corporate and third party recruiter relationship management is far more challenging. These business processes are dependent upon one another, yet independently managed and controlled:

  1. Internal recruiting processes are managed and controlled by corporate recruiters

  2. External recruiting processes are managed and controlled by independent third party recruiters

Application software designed to deliver a repeatable best practices approach to corporate recruiter and third party recruiter relationship management may simply not exist - for the reasons sited above. How then, can corporate recruiting organizations use application software to achieve a repeatable best practices approach? To do so, both parties must utilize the same application software.

Corporate recruiting organizations should require third party recruiters to use a specified application software solution if they wish to partner with you - the same solution that you use or another.  Four different approaches should be considered:

  1. Required Implementation. Restrict third party recruiter relationships to those partners who implement and use a corporate approved application software solution when working with you

  2. Provided License. Provide third party recruiter partners with a license for a corporate approved application software solution and require that they use it when working with you

  3. Required Subscription. Require that third party recruiter partners subscribe to and use a corporate approved hosted application software solution when working with you

  4. Provided Subscription. Provide third party recruiter partners with a subscription to a corporate approved hosted application software solution and require that they use it when working with you

It is important to identify the internal and external business processes associated with corporate and third party recruiter relationship management. These processes should be supported by your chosen application software solution and include: communication, agreements, fee structures, job descriptions, job postings, feedback for candidate submissions, feedback from candidate interviews, decisions on submitted candidates, and more.

Application software may be the key to implementing a best practices approach to corporate recruiting, but it may also represent the biggest challenge.

The Uneasy Relationship Between Corporate Recruiters and Third-Party Recruiters

Comments Off on The Uneasy Relationship Between Corporate Recruiters and Third-Party RecruitersWritten on June 21st, 2011 by
Categories: Corporate Recruiters

Corporate recruiters generally rely on trusted third-party recruiters to provide them with the best possible candidates to fill open positions. Ironically, the relationship between these two parties is often uneasy.

In an 'ideal' world, corporate recruiters provide third-party recruiters with detailed job requisitions containing pertinent, non-boilerplate, information, including: realistic salary targets, detailed "must-haves", and specific "knock-outs". Following candidate submission by third-party recruiters, feedback is provided in a timely fashion.

The 'ideal' agency recruiter fully understands the job requisition, thoroughly interviews and vets interested candidates, and submits only the most qualified candidates for a position. Once a candidate is accepted for consideration, the agency recruiter will: ask for and receive the hiring time frame, follow established protocol, work with the employer to craft an acceptable offer, and keep the candidate informed.

Sadly, many corporate recruiters abuse their agency recruiter relationships by failing to provide key information throughout the hiring process. Such as:

  1. Timely review and detailed feedback on submitted candidates

  2. Following a decision to hire a candidate, working with the agency partner to structure an offer that the candidate will accept

Ironically, agency recruiters abuse their corporate recruiter relationships as well, by following a course of action that reduces their chances of developing a long-term relationship. Such as:

  1. Re-posting requisitions on Job Boards, many of which have already been used by the employer

  2. Submitting unqualified candidates or candidates who have already been submitted by others

  3. Failing to follow established employer protocol

Corporate recruiter and agency recruiter relationships are important, complex, and occasionally adversarial. Both want the same outcome ... a placement or filled requisition. A wise corporate recruiter understands that third-party recruiter relationships relate directly to success or failure in filling open positions. A smart agency recruiter understands how to manage corporate relationships, submit only qualified candidates for consideration and maintain a long-term perspective.

Corporate recruiter and third-party recruiter relationships - A cornerstone for identifying qualified job candidates.

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