Posts Tagged ‘SplitAlliance’

Quality of Hire versus Time to Fill: The Formula to Improve Talent Acquisition

Comments Off on Quality of Hire versus Time to Fill: The Formula to Improve Talent AcquisitionWritten on May 22nd, 2015 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance - Metrics Matter

One of the most essential recruiting questions a company can ask is "How long does it take to fill each open position?" After all, every day a position is left open, the company is either losing money or not addressing a business issue. It stands to reason, the faster recruiters can fill positions, the better they can serve the business as a whole. Metrics like “time-to-fill” and “cost-per-hire” only tell us about the process, not its impact. What matters most is how new hires perform and how much they contribute to your organization’s growth and goals.

Gaining Insight from the Numbers

Once you determine which positions are taking longer to fill, you should then investigate the factors responsible for the slowness. Here are several common situations that typically lead to a drawn-out time-to-hire:

  • Hiring managers may not be reviewing candidates as quickly as necessary.
  • Recruiters may not be following up with candidates in a timely manner.
  • Recruiters may not be posting on the most relevant job boards for the position.
  • Job requirements may be too lofty, driving away candidates before they apply.
  • Adddressing these issues can create immediate positive results for your recruiting strategy.

    The quality of hire metric can take your team from reporting straight stats to reporting on effectiveness. By simply working with your finance department and CFO, quality of hire metrics can be use to support and make strategic decisions, while supporting HR in the boardroom in ROI-based discussions.

    Because of its organizational impact, quality of hire is a more important metric to track than time to fill or cost per hire.

    Balancing out the metrics your HR and Recruiting department measures can be challenging for any organization. Remember, any metric tied to the bottom-line should be a priority. Here are some ways you can leverage the Quality of Hire metric, to further increase revenue across the enterprise.

  • Work with finance to translate the ROI in dollars, the impact of having a top performer vs. an average performer on organizational productivity and revenue per employee. This knowledge can help support further investment in recruitment, onboarding and training.
  • Modify your job descriptions to reflect performance outcomes expected rather than skills and competencies required.
  • Ensure your corporate culture is transparent, to support candidate self-screening.
  • Use of panels, multiple interviewers, relevant behavioral-based questions, use of interview scoring sheets, and interview training for hiring managers.
  • You can measure the health and effectiveness of a company’s entire recruiting and hiring process by focusing on making changes to improve the process. If a recruiting leader gets these under control, quality per hire will soar, cost per hire will decline and time-to-fill will shrink. Implementing the suggested changes will not only improve the talent acquisition function, but can ensure organizational success.


    Twitter and Recruiting: Candidate Sourcing Made Simple

    Comments Off on Twitter and Recruiting: Candidate Sourcing Made SimpleWritten on April 17th, 2015 by
    Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters

    Are you using Twitter to locate, identify and source candidates in your recruiting practice? If not, you may be missing out on thousands of dollars in placement fees annually.

    How do you leverage this social networking site to effectively increase candidate flow? Today, we'll focus on how search professionals can utilize Twitter and begin uncovering more quality talent than ever before.

      First Thing First

    If you haven't already done so, go to, and sign up for your free account. Once you've confirmed your email address, immediately take the time to upload your photo and complete your profile. This way, you are searchable within the network, and you're ready to begin tweeting as needed.

      Increase Interest in Your Jobs

    You have up to 140 characters to capture the attention of potential candidates. Keep your job ads short and pithy, and be sure to use hashtags, so your keywords are searchable. Some of the most widely searched terms used by recruiters include: #job, #employment, #hiring, #salesjob, #recruiting, #career, #nursingjob, etc. Pick and choose your hashtags wisely, because they are a part of your total character count.

      Build a Following

    The goal in using Twitter is to build relationships with clients and job candidates. To find these individuals, go to, and search by industry, hashtag, location, etc. Using this method, you'll successfully source numerous relevant contacts. Follow targeted people, and they often will reciprocate.

    Twitter is one social networking tool that can lead you to more canddidates and potential clients. Other sites, such as, further assist recruiters in sending their tweets to targeted audiences, with limited effort.

    If you like this article, check out these related articles:

    The Big List of Twitter Tools: 59 Free Twitter Tools and Apps that Fit Any Need
    10 Twitter Tools Used by Social Media Experts
    Why Twitter Is A Recruiter's Secret Weapon (And How To Use It)

    Make more placements: 15 ways to build a candidate and client-based email subscription list

    Comments Off on Make more placements: 15 ways to build a candidate and client-based email subscription listWritten on March 30th, 2015 by
    Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters

    Email marketing can be an important component of every Staffing Agency's inbound marketing strategy. It is significantly cheaper than other advertising methods and, if done right, helps build loyalty and trust with customers. As a result, you generate more sales and more profits!

    The foundation for successful email marketing is a targeted, permission-based email list. Marketers call contact lists their 'goldmine' because it can generate much of their sales revenue. If you've built up a list of opt-in subscribers that are qualified and interested in what you have to offer, then you've completed the first step and are on your way. Now it's time to 'mine' for gold!

    Below you'll find several list-building and retention ideas that will help you get the best results from all your client and candidate email marketing activities:

    Provide useful, relevant content. Your visitors will not give you their email addresses just because they can subscribe to your newsletter free of charge. You have to provide unique and valuable information that will be of interest or use to them.

    Add a subscription form to every page on your website. Make sure it stands out so it is easy to find. If it doesn't look cluttered, you may want to include more than one on some pages. For instance, if your opt-in form always appears in the top-left corner of your site, you may want to add one at the end of your most popular articles.

    Add subscription forms to your social media pages. Make sure that you don't waste this valuable source of revenue opportunities. Integrate your sign-up forms with Facebook and more!

    Make it easy for readers to sign up. The more information you request, the fewer people will opt-in. In most cases, a name and an email address should suffice. If it's not necessary, don't include it here. You can always survey them once they're customers! We do recommend that you provide a link to your Privacy Policy however.

    Publish a Privacy Policy. Let your readers know that they can be confident you will not share their information with others. The easiest way to do this is to set up a Privacy Policy web page and provide the link to it below your opt-in form. (Note: If you don't have one, put the words 'privacy policy generator' into a search engine and you should be able to find a suitable form to use.)

    Provide samples of your newsletters and Ezines. This lets potential subscribers review your materials before they sign up to determine if it's something they'd be interested in.

    Archive past newsletters and articles. An online library of past newsletters and articles is both appealing and useful to visitors and builds your credibility as an authority. In addition, if your articles are written with good SEO techniques in mind, they can increase traffic to your website through enhanced search engine positioning.

    Give gifts subscribers can actually use. Offer an opt-in bonus for joining your subscriber list! Write an ebook or provide a PDF business report, or even hire a programmer to create downloadable or web-based software. But don't limit yourself to offering gifts to opt-ins. Give them out when your readers fill out a survey, provide a testimonial, success story, or a great product idea. Let them know when they can expect the next gift offer. Everyone likes to get something for free! And if you pass out 'goodies' throughout the year, your subscribers will feel truly appreciated − and that's good for business!

    Ask your subscribers to pass it on. Word of mouth is a powerful viral technique that works great with email marketing. If your subscribers find your content interesting, amusing or informative, they'll probably share it with their friends. This can be a great source of new customers, so make sure to remind them to 'pass it on'.

    Let others reprint your newsletter as long as the content is not modified. If you're happy to share your content with the universe, then why not! Many webmasters and newsletter publishers are actively looking for high-quality content and, if they reprint your newsletter, you'll get new subscribers, and more traffic and links pointing to your site.

    Include a 'Sign Up' button in your newsletter. If you're using plain text instead of HTML, be sure to provide a text link to your subscription page. You may feel that this is not required because the subscriber is already on your list, but remember that readers will forward your newsletters to others, or reprint them online. Make it easy for them to subscribe!

    Add a squeeze page. A squeeze page has one goal − to acquire opt-ins and build your list. Think of it as a mini-sales letter to go along with your subscription or opt-in gift. It should feature a strong headline and a couple of powerful benefits that should make subscribers salivate to sign up! Once created, use a service such as WordTracker to find hundreds of targeted keywords, and promote your offer using pay-per-click advertising from Google, MSN and Yahoo. Now that should make a splash!

    Include testimonials on your squeeze page. This is crucial. Put one or two strong testimonials from satisfied customers on your squeeze page. This can be in any format, but you may find that multimedia (audio or video) is more 'believable' and inspires more people to action. To further enhance believability, get permission to use actual customer names, locations and/or urls (Don't use 'Bob K, FL'). Add a note inviting others to participate. After all, it's free publicity!,

    Blog religiously. Blogging is a great way to communicate with prospects and potential customers, and creates a nice synergy with your email marketing. Be sure to include your newsletter sign-up form on each page of your blog. You can start a free blog at Blogger or WordPress.

    Post on other blogs. Post thoughtful comments and information on similar blogs with a link to your squeeze or opt-in pages. Also comment on others' blogs through trackbacks. In most cases, your comments will be posted on their blogs with a link back to your site. This is an easy way to generate new traffic and subscribers, and get your brand out there!

    If you're looking for a solution provider to effectively set-up and manage your email marketing strategy, click here to learn more.

    Recruiter Sales Tips: Improve your Sales Process and Increase your Billings

    Comments Off on Recruiter Sales Tips: Improve your Sales Process and Increase your BillingsWritten on March 4th, 2015 by
    Categories: Third-Party Recruiters

    We all know that staffing and recruiting are sales, but maneuvering through all of the barriers can be challenging. When you're starting a new desk, one of the first things you'll have to master is the art of finding your comfort zone on the telephone. In 11 secrets for a winning cold call, you'll learn what it takes to have the right mindset to hit the phones and "dial for dollars" more effectively--every day.

    When you're not on the phone, or you are repeatedly connecting with voicemail, leveraging email to get your message across to prospective clients and candidates is an effective means of communication. What happens when you're repeatedly reaching out, and never receive a response from your target? How can recruiters improve their chances of receiving timely feedback? In The Last Ditch Move to Provoke an Email Response, you'll learn how to write a "Hail Mary" email, and when it's appropriate to use it, and how to incorporate it in your sales cycle.

    Speaking of email sales messages, it's important that you only use email as part of your strategic campaign. In If a Customer Won't Respond, Try This, you'll get great ideas on the follow-up emails that you send if your initial email does not get a reply from the prospect.

    For recruiting professionals, the default website for leads is typically LinkedIn. When you are seeking the top passive talent in the market, you may have to get more creative. In 9 Easy Ways to Hone Your Lead Scoring Today, you'll read how many companies utilize a lead scoring system to determine who they will contact, and the nine criteria you should examine when implementing this in your process. For recruiters just getting started, this is an excellent method to assist them in finding a better niche to focus in, based on the market. To read more, click here.

    If you're looking for new job orders to grow your recruiting agency, look no further than RecruitAlliance. This cloud-based tool connects you with full-fee jobs posted by some of the top Fortune 500 companies. It's also a powerful split network to increase your billings. To learn more or sign up for a free trial, visit

    Attention Recruiters: The days of cold calling are over

    Comments Off on Attention Recruiters: The days of cold calling are overWritten on February 24th, 2015 by
    Categories: Third-Party Recruiters

    Remember the days when recruiters had to pick up the phone book and call in to an organization to get information? Part of your daily process involved sleuthing to extract corporate hierarchical information, to help you locate jobs and candidates. Today, finding the names and titles has become a snap, thanks to the internet and social media. Compared to days gone by, every recruiter can not only know the decision makers that compile the corporate leadership--they can reach out to prospective candidates and clients with a strong level of confidence, because they have access to so much professional and personal data.

    Cold calling is defined as the solicitation of business from potential customers who have had no prior contact with the salesperson conducting the call, therefore making the call cold. Cold calling is used to attempt to convince potential customers to purchase either the salesperson's product or service.

    Based on this definition, and considering today's business climate, there truly are no cold calls required in recruitment. How can recruiters make a better warm call to their prospective candidates and clients, and how can they most easily build rapport? Here are 5 tips to help you improve your phone skills:

    1. Begin your day with a well defined list of prospects. While many recruiters attempt to cast a wide net, this is not a good strategy. Focus within your niche, focus in your area, and do not procrastinate--especially during peak calling hours.

    2. Let your script be your safety net. Many recruiters and sales professionals feel a script makes their call sound robotic - it's too predictable, and it's not natural. When you reach out to your prospect, the script keeps you on-track and prepared for whatever way the call can go. Preparation is the key to making quality calls with positive outcomes.

    3. Avoid comparing yourself to a direct competitor. All recruiters provide similar services, but it is never okay to speak negatively of your competition. This comes across as very unprofessional, and no potential client will be interested in the negativity. Differentiate yourself exclusively by highlighting what makes you special. What does your agency do that others are not? What makes you special in the industry? Remember, you want to sell through positive methods only.

    4. Stay away from pushy sales tactics. While recruiting is a sales business, it's not necessary to push anyone in to a decision. Your job is to educate both parties about inventory (jobs and candidates), and help them both make a decision that will benefit them. When you focus on what's best for the candidate and the client, you will position yourself as a trusted advisor.

    5. Use LinkedIn to learn about your prospect before ever making a call. Are you able to truly connect with the candidate or client prospect during your first phone interaction? Yes, but you have to read their profile before you pick up the phone. Arm yourself with information to build rapport during the conversation, and you'll truly stand out from all of the other recruiter calls they receive.

    RecruitAlliance facilitates mutually beneficial relationships between hiring companies and recruiters. Recruiting Vendor Members can log in to their account, review job orders, and submit their quality candidates, without making any client calls. To learn more about RA, visit

    Four innovative ways to incorporate video in your organization’s talent acquisition plan

    Comments Off on Four innovative ways to incorporate video in your organization’s talent acquisition planWritten on February 18th, 2015 by
    Categories: Corporate Recruiters, Human Resources

    When was the first time your HR department began using video to recruit great candidates? Many companies are still holding off using this powerful tool. A decade ago, the only time you found video on a career page was if the company invested in a slick, professionally produced, corporate video--likely featuring the CEO's pitch on reasons to join their ranks. Thankfully, times have changed, and if you truly want to place yourself ahead of your competition, it's time to consider integrating video in your quest to attract top talent.

    When people think of videos, YouTube or Vimeo usually come to mind. While these resources are certainly good (we’ve even included one below), don’t limit yourself to only these sites when looking for valuable business insights. As videos are becoming cheaper and easier to produce, there are new content sources appearing all the time. Here are four of the best HR video resources for motivated professionals. In 4 HR Video Resources You Never Knew Existed, you'll learn more about some of the tools your organization may not be currently accessing, and how video tools can help you with a variety of tasks. Read more.

    How can busy human resource departments and talent acquisition specialists position themselves to gain access to top talent through innovative videography? Here are four creative tips you may have never considered.

    1. Begin including a video job description with a compelling job ad on all of your job postings. If you've ever read a lengthy and boring job description without any sizzle, it doesn't take long to realize you're only going to attract active candidates. To truly engage top talent, hiring managers can create a video job description using their computer camera. Discuss the ideal candidate, what they'll be doing in the department, give a brief description of the culture, and even tell a little bit about themselves. It's a great way to engage prospective candidates on a whole new level, without any additional expense.

    2. Rely on video provided by your local Chamber of Commerce or Visitor's Bureau to sell the work location for you. When you're looking at relocating candidates from outside of the area, you have sell the area. If it's not on a beach in a resort destination, it can become challenging to find reasons a candidate would want to work there. In nearly every city, you can access links to video footage from the Chamber of Commerce or your local Visitor's Bureau website. Why reinvent the wheel? Just include a link to this video resource on your job ad.

    3. Leverage video interviewing as part of your hiring process. You can immediately drop your expenses by qualifying candidates through video interviewing. No more expensive air and hotel costs to bring individuals on-site, unless you're ready to make the offer. One interviewer can conduct the meeting, and share the video with all of the decision makers. Once feedback is obtained and the company wants to move forward with the candidate, additional video meetings can be scheduled or an on-site visit scheduled. Video saves organizations money.

    4. Do you work with a network of external recruiters and search professionals? Create a video explaining the job specs and answer all of their potential questions from recruiters in advance of commencing the search. Email them the job description and a link to your video. Third-party recruiting relationships are valuable to most organizations. Why not enhance that relationship by providing your partners with a video job description, personal message addressing the concerns you know they'll have, and emailing that information to them before they get started. Recruiters will love to work with you if you go the extra mile, and in response, they'll deliver the top talent you're seeking.

    RecruitAlliance is a Vendor Management System created exclusively to connect hiring companies with third-party recruiters. Employer members are able to post their fee-eligible jobs on the platform, and recruiter vendors will begin to submit qualified candidates for consideration. It's a better way to take control of the recruiting process, manage and reduce fees, and ensure compliance obligations are met, consistently. To learn more, click here.

    Video is an excellent way to differentiate your organization from the others in your space. Whether you choose to implement one or multiple suggestions provided today, the video-talent acquisition trend is one that's here to stay.

    Hashtags and Recruiting: Enhancing your Social Media Sourcing Strategy

    Comments Off on Hashtags and Recruiting: Enhancing your Social Media Sourcing StrategyWritten on January 28th, 2015 by
    Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters

    No matter where you look today, hashtags seem to be everywhere. What exactly does adding a hashtag at the end of your social media post really accomplish? Why should you be starting to implement them in your own recruiting efforts, immediately? Let's start at the beginning.

    What is a hashtag?

    Hashtags are usually keywords inserted in a Tweet, either at the end of the message or within. The format consists of a "#" sign followed by the keyword. Tweets can often contain multiple hashtags. They can make a remarkable difference in how widely your messages travel across Twitter, which in turn, enhances your website's search engine optimization (SEO). On Twitter, the pound sign (or hash) turns any word or group of words that directly follow it into a searchable link. This allows you to organize content and track discussion topics based on those keywords.

    Why use hashtags?

    Once you understand the significance of using hashtags, there are many applicable uses for recruiters. If you're looking for networking opportunities, you can search #networking. Are you seeking marketing advice for your staffing agency? Once logged in to your Twitter account, search #marketing. If you want to locate business conversations held by prospective candidates, you can drill down further. If you're looking for attendee conversation from a recent American Marketing Association convention, you can search #AMA. The possibilities are endless, and your results - priceless.

    Create your own hashtags and get started.

    Hashtags are a great way to generate buzz around a marketing campaign. Whether you're an independent search practitioner or a large, multi-office International agency, learning how to properly use hashtags in your recruiting plan will create a positive impact on your results. There are a variety of creative ways you can use hashtags to gain followers and connect with the right people. Use hashtags for Twitter chats — invite an industry expert to answer tweeted questions from your brand's followers. Events are great opportunities for creating conversation around hashtags. You can create contests, games, and more - get creative! By leveraging this tool on Twitter for use with live events such as a conference, it allows users an easy way to listen in on what other attendees are talking about. If you turn on your favorite news program, you'll find they often feature hashtags to encourage discussion on Twitter. Think of all the ways you can use hashtags to uncover more candidates!

    Tips to get started with hastags.

    1. Be strategic.Your most tweeted hashtags should also be similar to the keywords you are targeting for your website's SEO.

    2. Be descriptive. What are the one or two words that best describe the topic of your Tweet? Make sure your hashtags are descriptive about the content you are posting.

    3. Be concise and consistent.

    Keep hashtags to one word. Before using a new hashtag, run a simple search and see how this topic is usually tweeted. Make sure you are using the exact same verbiage and use the hashtag consistently in subsequent Tweets.

    With a little practice, you'll find that hashtags will connect you to the right people at the right time!

    Recruiters: How to protect your agency from a cyberattack, and leveraging technology to grow your business.

    Comments Off on Recruiters: How to protect your agency from a cyberattack, and leveraging technology to grow your business.Written on January 28th, 2015 by
    Categories: Third-Party Recruiters
    RecruitAlliance provides technology for recruiters to grow their business.

    Technology plays such a large role in any recruiting agency's operations. Imagine how your company would be impacted if you couldn't receive candidate resumes via email. What would happen if your Applicant Tracking System and/or candidate database was hacked?

    In 4 email alternatives to lower your cyberterrorism risk, you'll learn some excellent pointers to help you reduce the possibility of stolen information as the result of a cyber attack. Read more.

    While we're focusing on improving technology policies, there are a handful of simple fixes you can make to keep our search firm running efficiently. In 6 common tech tragedies you can avoid, you'll read practical tips to help keep your business fine tuned. Read more.

    These days, recruiting in the IT space is 'hot', but regardless of what vertical or industry you specialize in, having the right team to identify and attract top talent is an on-going challenge. In Do you have the right talent for business growth, you'll gain insight about how to market key players to your clients, and attain a greater understanding of why they need your services, immediately. Read more.

    When it comes to using secure recruiting technology to grow your agency, RecruitAlliance is a clear leader in facilitating quality partnerships between staffing companies and hiring organizations. Recruiter members, commonly referred to as Vendors, gain access to full-fee job orders posted by top employers. For those independent practitioners and agencies looking for split networking opportunities, members have the option to post split jobs or submit their candidates for other members' split job orders. For more details or to sign up for a free 30 day trial, visit

    The Best of 2014: The Top Recruiting Take-Aways and Lessons

    It's hard to believe that 2014 is coming to a close, and in less than a couple of weeks, we'll be ringing in the new year....with many new resolutions and goals to accomplish!

    If you're a premium LinkedIn member, like most recruiters--get ready for a change to your InMail capability. If you aren't familiar with InMails, it's LinkedIn's private messaging system that allows members to contact individuals outside of their network. Each premium membership level comes with a certain number of monthly InMails. Previously, when you sent an InMail and did not receive a response, LinkedIn would credit you back one InMail after one week. This was an excellent way to reach targeted prospects, with relatively low-risk. In 2015, the new policy changes everything. Now, instead of receiving your InMail credit when the prospect does not respond, you will only be credited when the prospect replies to your message. Read more.

    Speaking of LinkedIn, there is tons of advice and best practice tips available on the internet to make the most of this popular social network. Sometimes, along with knowing all the right things to do, it can be just as valuable to know what NOT to do on LinkedIn. Here are 5 LinkedIn Best Practices that simply don't work.

    2014 was the year we saw more corporate recruiting teams tasked with the job of building an end-to-end talent brand. With the ever increasing role social media plays in the recruitment process, the best talent acquisition professionals work with marketing departments to regularly broaden the brand and attract top talent. Learn more about The 9 Hottest Trends in Corporate Recruiting.

    Over the course of last year, many in the staffing and recruiting industry saw their clients of many years, implement an organization-wide, Vendor Management System. This technology assists the client in managing their relationships with third-party vendors, and poises them to maintain greater control over the hiring process with external search experts. While some recruiters get a little squemish at the thought of losing access to their valued client, 2014 shows us that agencies and employers can both be more successful if they embrace and leverage these systems, to their fullest extent. For the recruitment agency, the solution empowers them to refer their best candidates without the need to cold call, and we know that time is money. RecruitAlliance is one solution that unites employers and recruiting professionals to fill more jobs than ever before. Read more and see how RA can explode your billings in 2015.

    Do you feel you've learned any important lessons in 2014, and have you starting making your resolutions for the new year? Here are 3 Easy Yet Powerful Resolutions everyone should consider adding to their list.

    Happy Holidays and here's to a successful and rewarding New Year!

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