Posts Tagged ‘recruiting top talent’

Attracting top talent: How valuable is it to your organization?

Comments Off on Attracting top talent: How valuable is it to your organization?Written on August 13th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance puts your organization in the driver's seat to find top talent.Imagine if you went out to purchase a car. You know you want to have a fully loaded luxury car, with all the bells and whistles. Top quality, high performance are key in your decision. You locate and pick out your perfect vision of a vehicle, and when it's time to pay, the sales person tells you the cost. Keep in mind, this is exactly what you want and need in terms of your original goals and parameters.

Finding the right candidate to position your organization for growth, profitability and success is much like buying a luxury car. It's a long-term investment. Yes, you're going to pay more initially, but over time, this is the investment that doesn't depreciate and that keeps your organization running like a well-oiled machine.

Companies and candidates want to get the best value for their investment. High caliber candidates feel they invest their time and sweat-equity in building you a better organization. These aren't people who respond to a job board postings, or even become active applicants through your ATS. These are key players who have the ability to make your organization great, or make your competition superior.

When you're company is ready to hire top talent, it's time to log in to RecruitAlliance. RecruitAlliance is a website that connects hiring companies with third party recruiters who specialize in finding top talent within your industry. Membership to this cloud-based recruitment solution is free, and it eliminates the necessity for any RFP process, fee negotiations, or unwanted communications from recruiters.

Just how valuable is exceptional talent to your company? If you don't hire the best for key positions, your competition will.

To learn more about the RecruitAlliance platform as a viable tool for your business, visit


How to attract talent, when your competitors have more to offer

Comments Off on How to attract talent, when your competitors have more to offerWritten on March 12th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance connects hiring organizations with search firms to uncover top talent.Whether you're an HR Generalist, corporate recruiter or staffing specialist, you realize it's not challenging to attract top talent when you have more to offer the candidate than your competition. In more cases than not, this is not the case; whether the position is in an undesirable location, the compensation isn't as high as your competitors, the hours or shift aren't as attractive, etc.

What then, is the key to attracting top candidates, when you either aren't in a position to increase your budget or change the parameters of the position? Here are 4 ways you can attract great candidates, while improving your overall recruiting brand.

1. Sell the job location. No matter where the position is located, determine what's unique about it, and articulate the positives of it within the job description. Is your position in a city/state with a low cost of living? What's unique about the climate? Is it a great place to raise a family, or enjoy that city's culture? Find all the positives about the location.

2. Market the position around your company's vision. While compensation, benefits and location are of key importance to candidates, they are certainly not everything. The right candidate is looking for a professional home, where they can grow with your company. How can your candidates attain both personal and professional growth within your organization? Knowing this piece of information, and having the ability to articulate it to your prospective candidates is key.

3. How do you define success? If you can't provide this piece of information to your candidates, you can never attract the best and brightest. Candidates want to align themselves with an organization who shares their own idea of success, and empowers them to meet the objective. As an HR representative or recruiter, defining success, as it relates to the open requisition, is of critical importance.

4. Recruit and communicate with passion. If you aren't passionate about what you're recruiting for, it's not likely you're going to attract quality candidates. You have to believe in your company or client, communicate with transparency, and differentiate the positives of both the company and the position you're recruiting for.

RecruitAlliance is a powerful cloud solution that empowers organizations to gain access to top talent in their industry. To learn more, visit

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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