Posts Tagged ‘hiring manager’

How to make Job Postings More Engaging…..

Comments Off on How to make Job Postings More Engaging…..Written on April 21st, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, Top 10 ways to make your job postings more engaging, For successful Partnerships with hiring managers, recruiters must do these 4 things, 5 Way to build a personal brand that brings employers to you. Take time to negotiate stop by and visit  RecruitAlliance.

Top 10 ways to make your job postings more engaging: Welcome to Top 10,’s weekly rundown of the best of the best in recruiting! Every Friday, we release a list of some of our favorite people, things, and ideas dominating the industry. From awesome tech tools and cool companies to great books and powerful trends, no stone in the recruiting space will be left unturned. …Read More..

For successful Partnerships with hiring managers, recruiters must do these 4 things: Recruiters and hiring managers are like peanut butter and jelly – except when the peanut butter wishes the jelly would have told her about that master’s degree requirement before she posted the job.Okay, so the simile isn’t perfect, but the fact remains that recruiters and hiring managers would, in an ideal world, work in tandem to find and keep the very best hires. In order to find the best people to fill a role, recruiters need to tap into hiring managers’ knowledge and expertise. For hiring managers to keep holding down the fort and moving their teams forward, they need recruiters to listen when they are forthcoming with information. …Read More…

5 Way to build a personal brand that brings employers to you: Have you ever looked at the personal brands of celebrities like Oprah Winfrey or Tony Robbins and thought, “Yeah, it works for them, but I’m not successful enough to risk standing out like that!” Here’s the secret: A brand isn’t something you build once opportunity has landed in your lap. Rather, a brand is the engine that brings new opportunities your way. It fuels growth no matter what stage of your career you’re in – and perhaps most importantly, it separates you from the pack. The end result? You’ll be on the receiving end of a steady flow of new opportunities from employers and people who wish to do business with you. You may never have to hunt for a job again. …Read More

“Always make a total effort, even when the odds are against you.” – Arnold Palmer

Quality of Hire versus Time to Fill: The Formula to Improve Talent Acquisition

Comments Off on Quality of Hire versus Time to Fill: The Formula to Improve Talent AcquisitionWritten on May 22nd, 2015 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance - Metrics Matter

One of the most essential recruiting questions a company can ask is "How long does it take to fill each open position?" After all, every day a position is left open, the company is either losing money or not addressing a business issue. It stands to reason, the faster recruiters can fill positions, the better they can serve the business as a whole. Metrics like “time-to-fill” and “cost-per-hire” only tell us about the process, not its impact. What matters most is how new hires perform and how much they contribute to your organization’s growth and goals.

Gaining Insight from the Numbers

Once you determine which positions are taking longer to fill, you should then investigate the factors responsible for the slowness. Here are several common situations that typically lead to a drawn-out time-to-hire:

  • Hiring managers may not be reviewing candidates as quickly as necessary.
  • Recruiters may not be following up with candidates in a timely manner.
  • Recruiters may not be posting on the most relevant job boards for the position.
  • Job requirements may be too lofty, driving away candidates before they apply.
  • Adddressing these issues can create immediate positive results for your recruiting strategy.

    The quality of hire metric can take your team from reporting straight stats to reporting on effectiveness. By simply working with your finance department and CFO, quality of hire metrics can be use to support and make strategic decisions, while supporting HR in the boardroom in ROI-based discussions.

    Because of its organizational impact, quality of hire is a more important metric to track than time to fill or cost per hire.

    Balancing out the metrics your HR and Recruiting department measures can be challenging for any organization. Remember, any metric tied to the bottom-line should be a priority. Here are some ways you can leverage the Quality of Hire metric, to further increase revenue across the enterprise.

  • Work with finance to translate the ROI in dollars, the impact of having a top performer vs. an average performer on organizational productivity and revenue per employee. This knowledge can help support further investment in recruitment, onboarding and training.
  • Modify your job descriptions to reflect performance outcomes expected rather than skills and competencies required.
  • Ensure your corporate culture is transparent, to support candidate self-screening.
  • Use of panels, multiple interviewers, relevant behavioral-based questions, use of interview scoring sheets, and interview training for hiring managers.
  • You can measure the health and effectiveness of a company’s entire recruiting and hiring process by focusing on making changes to improve the process. If a recruiting leader gets these under control, quality per hire will soar, cost per hire will decline and time-to-fill will shrink. Implementing the suggested changes will not only improve the talent acquisition function, but can ensure organizational success.

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