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Posts Tagged ‘recruiting strategy’

4 ways to differentiate your staffing firm with mobile recruiting

Comments Off on 4 ways to differentiate your staffing firm with mobile recruitingWritten on February 2nd, 2015 by
Categories: Third-Party Recruiters

According to Pew Research Center, 90% of American adults have a cell phone. 42% of American adults own a tablet computer. 58% of American adults have a smartphone, and this number is increasing every day. With the rise of smartphone and tablet usage it's become crucial for staffing firms to develop and implement an aggressive mobile recruiting strategy.

What exactly is mobile recruiting, and how can an independent practitioner or agency establish themselves as leaders in this trend? What are the most effective ways to differentiate your search firm from the competition on the mobile front?

What is mobile recruiting?

Mobile Recruiting is the act of finding job candidates actively and passively through the use of mobile career pages and internet recruiting strategies through social platforms. Suprisingly, only approximately 20% of companies have mobile-optimized career sites, and a mere three percent have a mobile app. Clearly, mobile recruiting offers staffing firms an opportunity to differentiate themselves from their competitors.

4 methods to stand-out from your talent acquisition competitors

1. Have your website optimized for mobile. The stats provided previously speak for themselves. A lot of recruiters do not have a mobile site. If you're running your operation on a shoestring budget, there are a variety of services that will quickly convert your current website to mobile. Mofuse, BMobilized, and Mobify offer affordable and reliable service.

2. Leverage mobile video interviewing, and include the file for your clients with candidate submissions. This is a game-changing move that will make partnering with your agency more attractive. Imagine how this will assist your clients in reducing their time to fill, while giving you a winning edge over your competitors. Video interviewing tools are affordable, and adding this as part of your service will undoubtedly generate more business. Learn more about video interviewing tools.

3. Focusing on mobile recruiting techniques enhances "the candidate experience." When the candidate has access to your jobs through their smartphone, can complete an application, conduct an interview, and access your social media sites to learn more about your search firm--they rate their candidate experience far higher. Think of the time your candidate will save by choosing to work with you, versus a competitor. Implementing a well executed mobile strategy shows candidates you are forward-thinking, and that you can get them in their target company.

4. Use your Social Media channels to connect and engage candidates, consistently. Recruiters find candidates via Facebook, LinkedIn, Twitter, etc. everyday. While it's a great sourcing tool, these mobile-optimized sites offer far more than an opportunity to find relevant names for your current search. Recruiters can build a dynamic and candidate-focused brand by interacting regularly and on a timely basis. Virtual assistants can save you time and money in this effort, while providing an excellent ROI.

Creating and developing a solid mobile recruiting strategy can catapult your staffing from typical to extraordinary.

#recruiting, #RecruitAlliance, #mobilerecruiting

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OFCCP Update: How it Affects Your Third-Party Recruiting Strategy

Recruitalliance

Is your organization aware of the recent changes made to OFCCP laws, and the level of impact it can create? Have you implemented a strategy to ensure your company reaches and maintains compliance, to prevent potential audits and fines? Do you have a system of checks and balances in place, to ensure your third-party recruiting vendors are documenting their searches per OFCCP guidelines?

Download - OFCCP Update:  How it Affects Your Third-Party Recruiting Strategy

This document will provide you with critical information on the following:

~ Learn the OFCCP's Internet Application Rule.

~ Gain an understanding of the impact of this rule on your organization's recruitment process.

~ Examine RA as a solution to ensure OFCCP compliance, while mitigating risk.

~ Gain access to additional Employer Resources, including links to the updated OFCCP manual from The Department of Labor.

This powerful White Paper will show you how to avoid potential audits, penalties, and fines for non-compliance.

To receive your complimentary download now, click here.

Did you know RA's solution can help you build a stronger candidate pipeline (both permanent and contract), expand your organization's Diversity strategy, eliminate the RFP process, ensure uniformity of contracts, and effectively control third-party recruitment costs?  Visit our website, or contact us to learn more.

Split Placements: Waste of time or untapped gold mine?

Comments Off on Split Placements: Waste of time or untapped gold mine?Written on July 9th, 2014 by
Categories: Third-Party Recruiters

Real estate transactions involve a buyer's agent and a listing or selling agent. The listing agent would love to find a buyer and receive 100% of the sales commission available; but time is money. Selling the home quickly, matters.

In recruitment, time is money. Recruiters and staffing professionals have the ability to fill more jobs for their clients and increase their annual revenue by leveraging split networking. In order to successfully implement split placements, it requires a commitment to offering split jobs, as part of your overall business model.

What are the pros and cons of utilizing split partners in the recruiting process?

How can recruiters effectively manage relationships with split partners, to ensure the relationship ends in a mutually beneficial placement?

First of all, if a split placement is done right, it is one of the most powerful ways to quickly increase your income, while continuing to work on filling your high priority searches. Choosing to work with split partners should be a continuous strategy, and not an occasional 'last resort' option. By opening the vast majority of your jobs for split business, you'll fill more jobs, more quickly.

There can be some negative aspects to working with split partners.

  • How do you distribute your requirements without spending hours on the phone or answering emails?
  • Do you know the character or integrity of the partners in your split network, or whether they're just wasting your time?
  • Are you tracking the candidate submission activity of each split partner, so you know who's getting results?
  • Has there been split contractual issues that prevent you from working together successfully in the past?
  • Do you regularly work with so many recruiters on split networking projects that you're simply overwhelmed?
  • SplitAlliance, powered by RecruitAlliance, solves all of these issues and more. Here's how it works:

  • Sign up for your free, 30 day trial at www.RecruitAlliance.com.
  • Post all of your split jobs, and all approved recruiting vendors will have access to your requisitions.
  • Begin receiving referrals from screened and vetted recruiter members.
  • Receive an instant email notification when a new candidate is submitted.
  • Accept and present the most qualified candidates to your client.
  • When the candidate is hired, update their status in SplitAlliance, and your split partner will invoice you directly, for their portion of the fee.
  • Unlike other split networks, SplitAlliance never charges any start-up charges, brokerage fees, or posting expenses.

    Leveraging split partners to complete more placements is the fastest way to increase your income in the staffing and search industry. Finding the most advantageous methods to accomplish your personal, professional, and financial goals is the key to growing a successful recruiting agency.

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