Posts Tagged ‘search firms’

Need to hire faster? Consider a RecruitAlliance test-drive.

RecruitAlliance - the no-cost recruiting tool and sourcing marketplace.As we prepare for the last quarter of 2016, the struggle to recruit and acquire exceptional talent isn't getting any easier.  Companies who intend to gain competitive edge and continuous growth must compete to attract the best candidates, engage them quickly and proceed to hire them.  Using job boards, social media, talent communities, applicant tracking systems and vendor management systems, companies have access to the majority of candidates--there simply isn't enough time in the day to sift through all the options, quickly identify the A players, and engage them.

What can employers do to optimize their talent acquisition process?  How can your corporate recruiting team do more to engage the right candidates more quickly, so your competitor doesn't scoop them up first?  What can HR do to ensure they are leveraging every available resource to ensure hiring leaders are talking to qualified candidates who are ready to accept a job offer?

RecruitAlliance is a no-cost recruiting tool for hiring companies.  It's both a comprehensive, stand-alone vendor management system and a powerful sourcing marketplace that can easily integrate with most applicant tracking systems to create a seamless process for working with staffing/recruiting agencies more efficiently.  That's just the tip of the iceberg.

RecruitAlliance helps employers gain control of recruitment costs.  We all know the time and effort typically involved in working with external recruiting agencies, right?  You have to conduct an intake call with each agency, which can last anywhere from 10 minutes to an hour.  You have to agree on a fee, negotiate the terms, and then hope that your selected search partners will deliver results.  It's a real time-waster for all ready busy hiring managers or your internal recruiters.

When you opt to use RecruitAlliance, everything changes.  Imagine a world where there are no more intake calls.  You're no longer going to have to conduct calls or answer questions over the phone about your job description, receive on-going call interruptions for candidate feedback, or even receive cold calls from agencies who are attempting to market their candidates to you.  Think of how much more efficiently your office would run with all of that time given back to you!

How important is saving money on talent acquisition costs to your organization?  RecruitAlliance understands that most employers would prefer to fill their jobs in-house, to save money.  Proactive companies who are winning the war on talent utilize agencies as part of their overall strategy to increase the size and quality of their candidate pool.  When you use RecruitAlliance, think of it as having a 24/7 team of talent scouts working on your behalf, to provide you with the candidates you don't have access to.  Let's face it--if quality candidates aren't applying on your corporate website or your internal recruiters aren't finding ways to attract applicants, your jobs are going to sit open for extended periods of time.  How much is that opening really costing your organization? How much is that opening impacting retention of your current employees, because they are carrying extended workloads and working over-time.  How much is over-time negatively impacting your bottom line?

In order to win the war for top talent, organizations must consider implementing a tool like RecruitAlliance, as part of their overall talent acquisition strategy.

If you're an employer who needs to hire faster, with a higher caliber candidate who will fit in your culture, RecruitAlliance would like to offer you a test-drive of their no-cost recruitment tool.  There's no cost, no obligation, no overwhelming implementation process and you'll see results.  To start your test drive, and post your fee-eligible jobs to hundreds of vetted agencies who specialize in your industry, click here.

Staffing marketplaces: 4 ways they help Recruiters increase their billings

RecruitAlliance.comFor talent acquisition professionals, recruiting marketplaces (also referred to as Vendor Management Systems from the Employer side) are websites where companies post their fee-eligible jobs and recruiters submit their qualified candidates.  The job posting employers update the candidates’ status in the marketplace, as they move through or are rejected from the hiring process.  How can recruiters leverage this emerging trend to make more placements and earn more money per year? Let’s take a look at the top 4 ways staffing marketplaces help recruiters increase their billings, while reducing the need to make additional business development calls.
  1. Jobs posted in marketplaces are real openings with urgent needs.  One of the most exciting parts of a recruiting marketplace is the fact any participating employer must post their fee-eligible jobs.  Employers agree (per terms and conditions of participation) that the job is a confirmed opening.  When recruiters work outside of a web-based platform, they may receive a job order, but once a candidate is submitted the recruiter never hears back.  Recruiting marketplaces help to ensure search professionals spend less time working on unqualified jobs.
  2. Recruiters can view hiring stats on the Employer, prior to submitting their candidates. Most marketplaces provide access to valuable data on the employer that shows how long they’ve been a member, how many jobs they’ve posted, what their average time is to provide feedback, and how many hires they’ve made through the marketplace.  When a staffing specialist sees an employer who is not receptive to candidate submissions, they can determine the value of that job order to their agency.   This insight allows the recruiter to focus on job orders they know they can fill, and thus increase revenue.
  3. Marketplace websites track all candidate submissions and hires. Outside of a marketplace, recruiters may email, fax or verbally present a candidate to the hiring manager.  That candidate may not be hired immediately, but months later the employer can opt to move forward.  If the recruiter is not tracking all of their past candidate submissions, this scenario can create high financial loss for an agency.  With staffing marketplaces, all activity by both recruiters and employers is tracked and managed, to keep all parties in compliance with the rules.
  4. Streamlined billing and payment system. Many recruiters find their Clients’ invoicing and payment process to be lengthy, and designed to hold up payment to the recruiter.  When working through a recruiting marketplace, most offer billing and invoicing that can be completed directly through the website—saving all parties time and money.  Instead of jumping through hoops to collect their fee, recruiters can spend only a few minutes to see that their invoice is submitted and know when they will receive their payment.
Recruiting marketplaces or Vendor Management Systems are quickly becoming the preferred way third-party agencies connect with top employers to gain access to their fee-eligible job orders.  While some recruiters feel they are giving up an element of control in the recruitment process, others are finding it’s an efficient and effective way to make more placements in less time—all while increasing their billings year over year.   RecruitAlliance is a recruiting marketplace that has been in business since 2001.  Recruiter members gain access to job orders with exceptional companies like Wells Fargo, Bayer, Wesco, and many more.  To learn more, visit

Recruiter Connection: 4 Tips to writing more engaging sourcing emails

Comments Off on Recruiter Connection: 4 Tips to writing more engaging sourcing emailsWritten on August 22nd, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance.comYou’ve just located a batch of candidates who match your Client’s requirements, and need to craft a compelling email that will garner the recipients’ interest.  Writing quality, engaging networking emails to target candidates is an art, much like that of building relationships in any other business endeavor.  Many passive candidates are not available or reachable by phone initially, so as recruiters, we must do a better job attracting top talent through the use of email.

We can’t continue approaching A-players with a “cold call” approach, and expect to have a productive conversation that leads to a hire.  Instead, it becomes important to generate a cohesive and consistent message that warrants further discussion between the candidate and yourself.  In effect, you are putting together the building blocks of a consultative relationship between yourself, the candidate and the Client.

How does a recruiter create an email that will receive a response?  What ways can an initial email motivate the candidate to click through the email or pick up the phone and call you?

Here are 4 tips to write better sourcing emails that will glean positive results in your active and passive candidate email campaigns.

  1. Conduct the appropriate candidate research and keep the message tone personal. You may have a list of individuals who hold the experience and credentials that would be considered for your opening.  Take the time to review their LinkedIn profile, and get to know more about them.  Incorporate specific, personal information about them in the email, and relate it to the Client or job opportunity so they can visualize themselves as the read the message.  The recruiter must frame the email appropriately, so the candidate will open, read and respond to it.

  2. Grab the candidates’ attention by following them on social media—then sending the email. One of the best methods of researching any candidate is by reviewing their LinkedIn, Facebook, Twitter, or other social media accounts.  Recruiters should follow target candidates, and in turn, there may be name recognition once an email is sent.  Always focus on creating a warm contact environment, versus having to do the infamous cold contact.

  3. Keep the messaging brief and to the point. Recruiters need to remember that candidates want to know what’s in it for them.  They are too busy to read your agency bio, learn about your career as a recruiter, or review any unnecessary information.  When you receive a resume, think of the amount of time you take to review it.  The candidate has those same six seconds to determine whether your communication is of interest or worth their time to read.  Recruiters have to generate messages that pack a punch in a very small amount of verbiage.

  4. Drive results and make appropriate follow-up. Create a sense of urgency, and always let the candidate know what they need to do next.  Instead of closing your email with an open statement; “I look forward to hearing back if you’re interested,” provide a closed statement assuming their interest, and provide them with three times to connect.  Those candidates who are open to new opportunities will follow your instructions.  Individuals who are not looking at the moment, may keep your contact information for future reference or provide you with referrals.  Always ensure that the emails you send are sharable, and request any referrals they may have.  If you don’t hear back within 3 days, send a follow-up message to the candidate that provides them with additional reasons to connect with you.  When no response is received from this message, always send a third and final attempt, letting the candidate know you are closing out the job and moving on with other candidates.  The final email provides the recipient with closure, and allows you to referrals for a final time.

Engaging candidates via email can be an effective way to source top talent, when you use the 4 simple tips provided.  The following tips will also increase the chances that a passive candidate will open and respond to an unsolicited e-mail:

Uncovering and locating A-player candidates can present its own unique challenges, but email can certainly provide you that initial introduction that opens the door to many more hires annually.

RecruitAlliance is a talent acquisition marketplace that connects Employers with full-fee job orders to agency and independent recruiters who are ready to submit their qualified candidates for consideration.  To learn more about RecruitAlliance, go to

Are headhunters and recruiting agencies becoming extinct?

RecruitAlliance connects employers with recruiters who specialize in their niche.Is your company currently utilizing the services of a recruiting agency, staffing service or headhunter to fill your "tough-to-fill" requisitions? Does a magic bullet exist that makes hiring retained search firms or contingency recruitment providers obsolete? Has the value of having the key roles within your organization completely dissolved?

Any company who hires a large number of employees understands the unique value that a recruitment solutions provider delivers to their bottom line. Let's face it - just because employers have more access to candidates through resume databases and social media than ever before doesn't mean their HR and internal recruitment team have the ability to attract and recruit top talent.

Here are three important reasons headhunters and recruiting agencies will not disappear, like the dinosaurs:

1. Software, social media, and advanced sourcing strategies find candidates - but can't recruit them. The internet has given all companies and human resources departments with great access to focused candidate pools, but the challenge lies in attracting them. Third-party recruiters have connections and extended networks that give them a large edge over corporate recruiters and employers, as a whole.

2. External recruiters are specialists in selling the value of working in your company. Your internal recruiters and HR representatives most likely are responsible for a large number of requisitions across a broad spectrum of positions. They primarily process candidates; not source and recruit them. Headhunters focus on strategic relationships and filling jobs within your given niche. They don't generally use job boards to uncover talent, so they're engaging an entirely different candidate pool than your internal counterparts.

3. Perm recruitment specialists can save employers time and money. Are you going to pay 20% - 30% of the candidate's first year annual salary when you hire the candidate presented by the external recruiter? Yes; but when you're looking at filling a requisition that your internal team hasn't been able to fill in the last 6 months or more, and that directly affects your company's profitability, it's time to call in the specialists.

Are you looking for a way to connect with high quality recruiting agencies, search firms and staffing specialists who specialize in your industry? Sign-up today for a complimentary employer membership with RecruitAlliance. To learn more, visit

© 2018 - - All rights reserved.