Posts Tagged ‘hiring managers’

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

In Recruiting Company Size Matters???….

Comments Off on In Recruiting Company Size Matters???….Written on March 27th, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about. Deloitte finds HR Departments struggle to keep pace with digital revolution, 4 things recruiters don’t take as seriously as you do, In recruiting, Company size matters. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Deloitte finds HR Departments struggle to keep pace with digital revolution: The digital revolution that began in the mid-20th century shows no signs of stopping. In fact, it only appears to be gaining speed. The development of new technologies and solutions happens now at a rate that’s often unsettling for those in the business world. Human resource professionals need to keep pace with these constant shifts or risk losing the ability to appear competitive to top talent. …Read More….

4 things recruiters don’t take as seriously as you do: As an active job seeker, you’ve probably experienced your fair share of job search frustrations. Looking for the right opportunity can itself be a pain, but then there are all those people out there spewing information on “job search best practices.” Many of these self-proclaimed experts, college career counselors, and career coaches tell you that you have to do certain things in order to land the job of your dreams. …Read More…

In recruiting, Company size matters: Many hiring managers look outward when evaluating potential candidates: Does this person have the skills or experience I need? While this is an important consideration, it’s only half of the equation. Finding great talent is about identifying the right match. Not only does a candidate need to meet your requirements, but your company also has to make sense for them. …Read More…

“A highway to success is the result of hard work” Dr. Martin Luther King Jr.

Hiring, Analytics and Turnover….Solutions in a Viscous Cycle

Comments Off on Hiring, Analytics and Turnover….Solutions in a Viscous CycleWritten on March 25th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about hiring, analytics and turnover.  Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

The Power Problem of Hiring:  Top talent who can’t get an employer to respond or act quickly will go somewhere else. Hiring managers who can’t get their internal people to fill an open job quickly will look outside the system. Staffing agencies and recruitment firms who can’t get their customers to promptly reply to candidate submissions will shop talent to other customers.  Read more...

A Note To Recruiting Leaders - Reporting is Not Analytics:  There’s a lot of talk currently about the use of analytics in recruiting. Unfortunately, in my experience many talent acquisition leaders seem to be confusing analytics with reporting and metrics.

Reporting is not the same as analytics. Dashboards, visualizations, and reports that are thicker than War and Peace are fine, but they are focused on the past, fail to answer why something is happening, and are one-dimensional in comparison to the insights offered through analytics.  Read more...

Getting Managers to Take Action on Turnover:  Turnover rates are reaching record levels at many firms. But many managers aren’t paying much attention to turnover because, in the corporate world, most turnover reports are barely scanned. And even when they are read, the way that most turnover numbers are presented simply don’t drive managers to act. And that’s a huge problem because the fundamental reason why you provide turnover metrics is to get managers to proactively act to rectify their biggest turnover problems.

It’s a mistake to simply rely on one-dimensional raw numbers and data charts to drive action on turnover. A much superior approach is to use what are known as heat maps to make the most severe areas of turnover visually easy to spot and then by also quantifying the impact of the turnover in dollars (because money is what managers really care the most about).  Read more...

“Nobody’s a natural. You work hard to get good and then work to get better. It’s hard to stay on top.”  - Paul Coffey

Talent Acquisition Tips for Every Recruiter

Comments Off on Talent Acquisition Tips for Every RecruiterWritten on March 21st, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about talent acquisition, as a process.  Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

5 Reasons Talent Acquisition is About More than Luck:  Most recruiters have said it at some point in their career: “I’m so lucky I found that candidate. He’s going to knock everybody’s socks off.” But in reality, being able to consistently find great talent has little to do with luck. Solid talent acquisition requires a strategic plan and directive.

Unfortunately, that’s easier said than done. A 2015 Adecco survey found that 47 percent of respondents said sourcing candidates is one of the biggest problems HR is currently facing. If you want to find and land great talent, you’re going to need more than a four-leaf clover and a rabbit’s foot.

If you want to create a hiring strategy that leaves nothing to chance, take the advice of these experts....Read more...

3 Ways to Prevent Misunderstandings During the Recruitment Process:  Working with a recruitment agency to find and recruit new hires for your organisation should be the perfect way to blend your business insight with their recruitment expertise. However, some hiring managers find themselves spending more time navigating through emails and disheveled correspondence than they spend getting to know the candidates their recruitment partner has found!  Read more...

Hiring Managers - How to Build a Strategic Partnership with your Recruiter:  We all know that business performance is largely attributable to the success of its leadership team, organisational culture and employees. Which is why it’s no surprise that one of the biggest challenges for HR and in-house recruiters is finding the right people to join their company.

Sourcing and hiring the very best people is a time consuming business, so it’s no wonder that many recruiters turn to agencies for a more efficient and effective search. In order to get the most out of your recruitment agency, it is imperative to build a strategic relationship with them from the outset. But what does this look like?  Read more...

“No great achiever – even those who made it seem easy – ever succeeded without hard work.”  - Jonathan Sacks

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.

5 Tips to Increase Quality Referrals from Third-Party Recruiters

Comments Off on 5 Tips to Increase Quality Referrals from Third-Party RecruitersWritten on November 7th, 2011 by
Categories: Corporate Recruiters
RecruitAlliance facilitates quality communication between hiring managers and recruiters.The relationship between hiring organizations and recruiting agencies can be tumultuous. Employers often find they must work with a high volume of third-party recruiters simply to find one or two who actually produce results. This can be extremely frustrating for organizations who count on outside assistance in uncovering top talent to fill their needs.

As with any personal or business relationship, in order for both parties to come together to meet a mutually beneficial result, each side must be open and willing to communicate their needs. Here are the top five tips to assist hiring managers in increasing the quality of referrals they receive from external recruiting agencies.

1. Finding a good match requires more than just a job description. The job of a headhunter is to provide you with top quality candidates your company would not otherwise have access to. To ensure the agencies you work with have the ability to produce results, it's imperative to articulate the nuances of the position; necessary background/experience, soft skills, and the cultural fit.

2. Why would an A-player choose to work for your company over the competition? What's uniquely special about your organization that will effectively entice them to become a part of your team? A good recruiter will inquire about what makes your company special. A great one will create a white paper/marketing plan that identifies how they will represent your company in the search, and exactly where they will recruit your target candidates from.

3. Is there a reason other hires have not worked out in this role? Could there be a systemic problem within your department or organization that's creating the opening? In order for external recruiting partners to be successful in their search, this must be discussed with them, or the business relationship is set-up for failure.

4. What type of personality is going to integrate well in this department/company? Understanding the soft skills required to perform a job are just as important as the target background, experience and employment history. In order for third-party recruiters to effectively refer quality matching candidates, you have to be prepared to articulate the personality traits necessary.

5. Your feedback moves the search forward. Employers become frustrated with agency recruiters when they don't provide regular updates. Likewise, recruiters who do not obtain regular feedback from hiring decision makers have no clear direction for their search. Communication is clearly the key to ensuring prompt, efficient requisition fills.

RecruitAlliance is a cloud solution that facilitates effective communication between employers and third-party recruiting agencies. It saves both parties time, and eliminates the RFP process. To learn more about leveraging external relationships to fill more positions with exceptional candidates, visit the RecruitAlliance website.

Avoiding the 5 Most Common Recruiting Mistakes

Comments Off on Avoiding the 5 Most Common Recruiting MistakesWritten on October 3rd, 2011 by
Categories: Corporate Recruiters, Third-Party Recruiters
Increase your billings with RecruitAlliance.

Third-party recruiting is pure sales. When opportunities are lost, when a candidate jumps ship in the eleventh hour, most of the time it’s because the recruiter made a small mistake in his or her process. This is an error that could have been easily avoided.

Here’s a list of the five most common mistakes in recruiting and staffing, and EXACTLY how to make sure you don’t make them.

1. You're not focusing on your candidate pipeline. Every staffing specialist knows that you have to have your pipeline full of qualified candidates, all the time. We can manage candidate expectations, but no recruiter can force the individual to take the job if they decide against moving forward on an offer. If you focus on effectively managing your pipeline, you'll always be prepared when the fickle candidate bails.

2. Failing to follow your own recruiting process. It happens sometimes. In an attempt to get the candidate through the hiring company's process as quickly as possible, we cut corners in our own steps. Did you perform reference checks? Are you speaking with your candidate on a regular schedule? A deal will fall apart in a heartbeat if you don't follow your own plan.

3. Trying to close your candidate too soon. Recruiters are in the business of creating matches between employers and candidates. We have to sell both parties on the fact they are a match. If you fail to create that match in their minds, you risk losing the placement. Always know the variables that can make the deal fall apart, and remove them by ensuring both parties are sold on each other before closing.

4. You're not recycling your best candidates. You worked really hard to uncover this passive candidate. The client passed on him. You deliver the feedback, and the candidate blames you. As tempting as it can be to move on, recruiters have to focus on managing expectations and placing the candidate elsewhere. Making the most out of each recruit is working smarter.

5. Avoiding follow-up through the guarantee period. You've invested significant hours in sourcing, interviewing, and placing your candidate. They started the new job, and the employer calls to tell you it didn't work out. Recruiters have got to be vigillant about following up with both candidates and hiring managers once the placement is made, or risk the chance of performing a replacement search. Follow-up is the key to recruiting success.

Register for RecruitAlliance. Access fee-eligible positions in your vertical, and increase your billings.

Manage Recruiting Agency Costs

RecruitAlliance allows hiring organizations to better manage recruiting agency costs.Working with third-party recruiting/staffing agencies and search firms is often an overwhelming process for hiring managers and human resources departments. The problems in working with headhunters involves fielding all of their calls and emails, accepting their contingency contract terms and fee, and having the ability to measure the success of each individual agency as needed throughout the duration of the business relationship.

How does your organization qualify new talent acquisition partners?

You receive a call today from an independent recruiter in California who has a candidate that has identified your company as a "target employer," and is ready to make a move immediately. This individual is the perfect match for your opening. In order for you to set up an interview and see the candidate, your director and hiring policies require the recruiter's contingency agreement be approved through your legal department; which can take anywhere from a few weeks to a few months. How can you get around this issue, and hire this shining candidate?

What if you set the terms of the recruiting agreement, and headhunters agree to your terms prior to submitting their best candidates?

It makes sense for the hiring organization, on both a budgetary and process improvement basis, to set the terms of every recruiting agreement. This is the most effective means to manage costs, and engage search professionals for prompt results.  How can an employer accomplish this goal?

How does a hiring manager best evaluate the perfromance of its search vendors, to maximize the relationship?

In order to successfully manage multiple recruiting agencies and obtain a 360 degree view of candidate submissions, interviews initiated, second meetings scheduled, candidates hired, and time to hire, it is essential for organizations to have access to on-demand reporting. To remain competitive and hire the top talent that will advance your company, you must position yourself to keep working with those external recruiters who produce results, and leave the non-performers behind.

One solution helps employers accomplish all of these challenges, seamlessly.

RecruitAlliance has been helping hiring organizations tackle the issues mentioned, since 2001. Referred to as "the most powerful recruiting agency vendor management systems today," RecruitAlliance is one web-based platform that allows hiring authorities to manage costs, improve internal processes, and analyze results - at no additional cost.

To schedule a complimentary demonstration of this web-based platform, visit their Employer page.

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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