Posts Tagged ‘passive talent’

Attention Employers: Join the Year-End Hiring Challenge, and get jobs filled now!!

Do you have jobs that have been open more than 30, 60 and even 90 days? Has your internal team struggled to fill those hard-to-fill jobs, but they also have to balance their time filling the jobs you have active applicants for, on a timely basis? Is sourcing for those tough roles taking up all of your teams' precious time? Then join RecruitAlliance's Year End Hiring Challenge!!

As the preferred talent acquisition marketplace for global companies, RecruitAlliance can help busy talent acquisition departments streamline and manage relationships with recruiting agencies. Whether you work with your current preferred vendors in the marketplace, or opt to begin new partnerships with other agencies in the network, you are in control of the fee you pay upon hire, and you only deal with one payee. Every placement comes with a 90 day, money back guarantee (*outlined in the terms and conditions), and instead of merely interviewing an active applicant pool, you'll gain access to passive top talent.

RecruitAlliance is risk-free (never pay anything if you don't hire through the marketplace), saves you time and money, and much more!

Learn more about the Year End Recruiting Challenge now!

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.

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