Posts Tagged ‘human resources’

Leveraging a Bad Economy to Gain High-Caliber Local Talent

Comments Off on Leveraging a Bad Economy to Gain High-Caliber Local TalentWritten on November 28th, 2011 by
Categories: Corporate Recruiters, Human Resources
Let RecruitAlliance help you uncover top talent in an uncertain economy.A weakened economy continues to be a newsworthy item across the country. We read signs of hope one day, and hear about more jobs lost the next. One thing is for certain; until there is a true upswing in the current economic conditions, employers and hiring organizations must be cognizant of the fact this is a great time to tap into a quality talent pool.

What's the most efficient way to sort out the top talent in your local area? How can companies who aren't laying off, take full advantage of this temporary situation in their favor?

Here are five tips to help human resources and corporate recruiters leverage a poor economy to efficiently hire exceptional employees.

1. Use the mobile platform. The smart phone is the most powerful communications medium, simply because prospects are constantly on it and carry it with them at all times. Make sure that your corporate website is compatible with smart phones, and use text, voice, and videos to communicate your message. Obtain candidates' permission to send new job openings via email or SMS, and get the word out.

2. Hiring freeze recruiting. Target your recruiting to begin whenever a competing firm has instituted a hiring freeze or slow down. Off-cycle recruiting during an economic downturn or a period of layoffs is also almost always a good strategy for lesser-known companies.

3. Side-by-side job sell sheets. Provide your hiring managers with a single sheet that shows how your firm and its offer may be superior to likely offers from competing firms. This practice can help managers with weak selling skills and allows candidates to see the “big picture” value of working for your company.

4. Contact them on the “right day.” Candidates who say no initially may change their mind after they experience a negative “triggering” event such as the firing of a boss or friend, a merger announcement, or major change within their current company.

5. Be prepared when a competitor is in trouble. When a competing firm is undergoing cutbacks, staff reductions, or other turmoil, increase your recruiting efforts to target their best people. Always be “in-the-know” in your community; know what companies are leaving, moving to the area, and in financial trouble. Open a dialog with candidates you know will be leaving or facing a lay-off from the competitor, and keep in touch on a regular basis. It is essential to think and act strategically.

RecruitAlliance can assist companies in uncovering top talent, faster and more efficiently. This powerful, cloud-based solution is available at no cost for approved employers. To learn more, visit the RecruitAlliance website.


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.

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