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Posts Tagged ‘talent acquisition’

5 Ways HR leaders can improve Strategic Perspective

Comments Off on 5 Ways HR leaders can improve Strategic PerspectiveWritten on October 26th, 2017 by
Categories: Corporate Recruiters, Human Resources
RecruitAlliance.comIn Human Resources, your strategic perspective determines how your company views and solves important issues relating to HR. Organizations struggle to create, implement and carry out their visions because they lack a solid strategic perspective.  HR leaders strive to make better decisions on behalf of their company, to coincide with their understanding of the business’s strategic perspective.  They must consider the past, present and future of your business objectives, to provide them with the big picture. Senior management makes better decisions in all areas of the company, once it has a strong vision of its objectives.

Unfortunately, having a strategic perspective is much easier theoretically than in practice.  Today, we’re going to give five ways HR leaders can improve this important skill, and assist other leaders within their company to provide buy-in.

  1. Have a well-defined strategic thinking process, and share it with all members of the HR and Talent Acquisition team.  In the world of science, the scientific method is the gold standard “thought process.”  In HR, it’s important for leadership to apply a strategic process to all problems, to ensure issues are addressed consistently, efficiently and quickly.  Do you conduct brainstorming sessions with other leaders within the company?  Are you leveraging if-then flowcharts, to provide continuity in decision-making?  Just as HR leaders must create policies and procedures for other matters, it is just as important to create and follow a strategic thinking process.  If your company lacks this infrastructure, why not create a committee to work on this issue?  The only mistake you can make is not getting started.


  2. Observe and find trends that affect your business.  HR and recruitment is the first line of defense in seeing trends in the talent pool.  When Compensation identifies rising salaries, and your company is slow to address the change, your organization loses out on hiring the best people.  This one issue negatively affects every aspect of your company.  Human Resources leaders are in the ideal position to monitor trends, and and strategize on getting ahead of future problems that will result.  Are you setting hiring benchmarks and monitoring the results.  Does your ATS and VMS provide that important data, so your process is simple?  Staying in front of the talent trends can empower your company to become more profitable.


  3. Gain an understanding on what perspective adds to your organizational goals. All businesses strive to become and remain profitable.  HR is gaining more accountability for their role in increasing the bottom line, through their direct impact on recruiting, retention, and reducing the costs associated with acquiring the most impactful human capital.  HR leadership must begin to troubleshoot problems from a strategic perspective, to ensure they have the tools and resources to attract top talent, provide competitive salaries and benefits packages, and retain those employees in a more long-term situation.  For example, your company may regularly use recruiting agencies to fill C-level and director level roles.  Have you evaluated that process?  Have you reviewed which agencies are worth using in the future, and who has the most competitive fees? With talent, we often find ourselves willing to pay any fee, because our internal team could not produce results.  To add strategic perspective to this problem, think deeper.  Do you have a Vendor Management System that streamlines the process of working with agencies?  Are you in control of your Vendor contracts, and you set the fee?  Are you accessing data and analytics to help you determine which agencies are providing the talent that makes retention problems a non-issue?  Learn more about Vendor Management solutions.


  4. Is HR leveraging the digital intelligence perspective?   An effective and practical perspective requires accurate information. Gaining competitive intelligence through the internet has been a typical way of information gathering since the it was introduced.  This highly useful method of obtaining data from other companies and end-customers is an increasingly important way to drive business decision making.  If you aren’t already, consider optimizing your talent communities and having feedback mechanisms built into your career-social pages.  As you review competitors’ websites, make note of how they approach information gathering.  This is a crucial piece that strengthens HR’s strategic perspective.


  5. Embrace conflict as part of your process. The quest to build your strategic skills can be uncomfortable.  HR leaders must learn to embrace challenges, and be prepared for opposition to their ideas.  Providing organizational leaders with factual information to support your perspective and showing them how your path positively impacts the bottom line is crucial to your success.  If others are opposed to change, you must continue showing the leadership the value of making the changes you are proposing.


Gaining strategic perspective starts by first changing your mindset. HR leaders and hiring managers have the unique power to impact the organization’s bottom-line, through the delivery of a clear, strategic contribution.  Adopting the five recommendations mentioned offer a starting point for aligning human resources and talent acquisition with the strategic vision of any business.

RecruitAlliance is a Vendor Management System with an employer referred network of staffing agencies and recruiting firms, waiting to fill your most urgent hiring needs. Employers may sign up for their free* account and immediately begin posting jobs to the recruiting vendor network. Employers choose the fee they're willing to pay, the terms of the contract, and drive the hiring process. Recruiter members agree to all terms before a candidate is ever submitted through the platform. To learn more or get started today, go to www.RecruitAlliance.com.

Recruitment Marketers……

Comments Off on Recruitment Marketers……Written on July 20th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, 4 HR trends blowing up talent acquisition, part 5, Break your email addiction in a few simple steps, 3 Amazing tools to make every recruitment marketer a hero. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

4 HR trends blowing up talent acquisition, part 5: Companies in the candidate relationship management (CRM) segment focus on the top of the candidate engagement funnel. They give employers better ways to interact with potential hires and build talent communities. Now that more and more companies emphasize the candidate experience, effective CRM solutions have become critical for building rapport with candidates prior to selection and engaging them enough that they want to apply to and work for the company. …Read More…

Break your email addiction in a few simple steps: This is not a rare occurrence. In part, that’s because my inbox somehow seems to triple in occupancy overnight, every night. But it’s also because I just have to know what’s in those email messages. For all I know, the next email – the one I missed because I closed my inbox and moved on to other things – could be the email. …Read More…

3 Amazing tools to make every recruitment marketer a hero: Technology can really help with this so I thought I’d share what I show the recruitment marketers that I mentor. Each of our client projects is run through it as an internal project management tool.  When we start working with a new client, we create a Trello board for them and work with them through it to generate lots of lovely outcomes.  It massively improves communication, visibility of activities …Read More…

“Success is simple. Do what's right, the right way, at the right time. - Arnold H. Glasow

HR Functions……

Comments Off on HR Functions……Written on July 18th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, Talent Acquisition is the only HR function that matters, How to Ace a skype interview, Why constant learning is critical to your career. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Talent Acquisition is the only HR function that matters: Sorda. I’m a generalist. I’m a grinder. I’m a leader. As a generalist at heart I do it all. Many of you do as well. So when I’m asked what is the most important function under the HR umbrella, …Read More…

How to Ace a skype interview: The world is more connected today than it’s ever been. Thanks to travel and technology, you can patch into almost anyone, anywhere at any time. Increasing global mobility is changing the jobs market, too. The interview process isn’t always the traditional face-to-face method anymore. …Read More…

Why constant learning is critical to your career: The key objective of this policy is to improve cohesion and collaboration between different functions and specialisms, and to increase internal mobility. For staff at all levels, learning is important and the emphasis on collaboration means that alongside the external training, expert employees share their expertise with classes covering fencing, …Read More…

“Accept the challenges so that you can feel the exhilaration of victory.” - George S. Patton

Hiring Diversity…..

Today, we’re going to share some great articles about, 8 Remote meeting tools that aren’t a waste of time, 3 Smart ways to recruit and hire diversity, 4 Recruitment trends changing talent acquisition. If you are looking to hire, stop by and visit  RecruitAlliance.

8 Remote meeting tools that aren’t a waste of time: While you might see PowerPoint presentations, conference tables and paper agendas as the only way to set up a meeting, I see it as a bad choice. As a remote worker for most of my life, the least efficient meetings have been the ones I’ve participated in while seated around a table. They’re mostly bantering about sport with a vague pep talk …Read More…

3 Smart ways to recruit and hire diversity: If you write inclusive job descriptions, without a laundry list of (unnecessary) requirements then you’ll likely see a greater number of diverse candidates apply. Companies like Buffer are intentionally avoiding words like “Hacker” and “Ninja” because …Read More…

4 Recruitment trends changing talent acquisition: The Web, recruitment technology, generational changes, and the skills gap have uprooted traditional recruitment strategies practically overnight. With the proliferation of HR tech, the talent acquisition …Read More…

“Good, better, best. Never let it rest. 'Til your good is better and your better is best” . -St. Jerome

Talent Acquisition and HR….

Comments Off on Talent Acquisition and HR….Written on June 20th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, How to build a high performance sourcing department, Job search round table podcast, Why Talent acquisition is one of the best jobs in HR, If you are looking to hire, stop by and visit  RecruitAlliance.

How to build a high performance sourcing department: In my over 16+ years of experience in sourcing, I have built successful sourcing models in corporate, RPO, and agency organizations. These successful sourcing models have spanned multiple industries, such as financial services, technology, consulting, and health care. During this time, I have learned some valuable lessons on the keys to building a high-performance sourcing. … Read More…

Job search round table podcast: Hannah Morgan (careersherpa.net) and Chris Fields (resumecrusade.com) are back for another great conversation about all things job search. In this jam packed episode we will discuss the acquisition of LinkedIn by Microsoft that just occurred hours earlier. Plus we’ll cover topics such as job hunting while living …Read More…

Why Talent acquisition is one of the best jobs in HR: Talent Acquisition, or Recruitment, is a critical HR function. We’ve all heard about the “war for talent” and staffing services is now a $122 billion dollar industry (according to the American Staffing Association). Recruiting is both an art and a science and good recruiters are worth their weight in gold. Here are 5 reasons why Talent Acquisition is one of the best jobs in HR ... Read More…

“The only source of knowledge is experience “ -Albert Einstein

HR Strategy Room: It’s All About the Recruiting Process

Modifying your internal hiring practices to work faster, smarter, more efficiently and effectively can be a tall order for any organization. In the HR Strategy Room, RecruitAlliance's weekly collection and commentary on the top news stories affecting Human Resources, you'll receive tips, advice, and insight to assist you in the daily trials you encounter in any busy HR department. We invite you to read, comment, and engage!

Assure your team understands the recent changes to the OFCCP laws and maintains compliance, while mitigating risk. Download the White Paper--OFCCP Update: How it Affects Your Third-Party Recruiting Strategy.

Does your company's recruiting process put you in a disadvantage in the war for top talent? Are the recruiting agencies you work with frustrated by the length of time it takes to gain vital feedback, to fine-tune their search and uncover the right candidate your organization has been searching for? In Speed Up Hiring Without Compromising Quality, you'll learn more about finding the delays in the recruiting process, and how you can best change the status quo to generate superior results. Read more.

Does your company take a "winner-take-all approach" to recruitment? Are you as competitive in talent acquisition as you are in sales, advertising/marketing, pricing and product development? In Hire to Hurt: The Boldest Recruiting Strategy of Them All, you'll see just how impactful this approach can be to gaining competitive edge in your industry. Read more.

Are you currently caught in the headcount trap? In HR, at the end of the day, it boils down to whether you have enough people to get the job done, and whether these individuals have the ability to execute their job in the most effective manner, right? In How You Can Avoid the Headcount Trap, you'll see just how easy it can be to develop a false sense of security, and three steps you can take to efficiently measure your organization's talent resources. Read more.

Nearly all organizations struggle with process improvement and streamlining the recruitment process; regardless of the number of technology-based solutions that flood the market. Does your company leverage a Vendor Management System specifically for working with third-party staffing and recruiting agencies? If you could reduce your talent acquisition costs by more than 30% across the board, improve the quality of your candidate pool, streamline the process of working with search vendors, and strengthen your ability to engage more certified diversity and small businesses--would it be worth your time to have a 10 minute phone conversation to learn more? Visit www.RecruitAlliance.com for more information.

5 Steps to Differentiate Your Recruiting Agency from the Competition

Comments Off on 5 Steps to Differentiate Your Recruiting Agency from the CompetitionWritten on September 16th, 2014 by
Categories: Third-Party Recruiters

According to the American Staffing Association, the staffing industry generated approximately $122 billion in sales in 2013: 109.2 billion from Temp/Contract Staffing, and 13.1 billion in search/permanent placement services. Based on this data alone, we know there is a lot of opportunity in the recruitment field; but it's also a profession in which you can expect fierce competition.

How can your firm catapult itself ahead of your competitors, to gain a larger slice of the revenue pie? What steps should you take, to become the preferred agency in your vertical?

Here are 5 proven techniques to ensure your talent acquisition business stays a cutting-edge above the rest:

1. Choose a niche, and choose it wisely. Working as a search professional requires that you focus. What industries are hiring today, and more specifically, what specialties within those areas are employers struggling to hire? Do your research and determine what makes the most sense, based on current needs and your understanding of the space. It's important to look at the average fees within your chosen field, too. If fees are declining in your current target, look at other areas that are emerging and increasing. Be strategic, perform due dilligence, and select a niche that offers growth potential.

2. Create, implement, and utilize a marketing strategy for your recruiting business. As the old saying goes, "Recruiters don't plan to fail, they fail to plan!" Do you have a marketing plan you're following on a day to day, week to week, and month to month basis? Are you regularly measuring the success of your marketing activities, and are you realigning those activities as necessary to ensure business increases? In order to move ahead of the competition, you have to focus on marketing as a daily activity. Some areas to analyze for marketing include social media sites, LinkedIn Groups, the company blog, Google Adwords, etc.

3. Take the consultative approach with clients and candidates. Many recruiters treat the talent acquisition process as a transactional activity. Do what your competitor's are not, and serve as a trusted advisor and their 'go-to' professional. Not only does this set you apart from others, but it builds strong, loyal business relationships that will continue to work for you, in the future.

4. Focus on the candidate experience. Have you ever encountered a candidate who refused to work with a head hunter? They'd rather fill out a web application and wait an extended time to hear back from HR (if ever) than work with you - all because of a bad experience. Treat your candidates the way you would expect and want to be treated. It's simple and powerful. When candidates have a positive experience, they share that information with their friends and colleagues - giving you a steady source of referrals and essentially separating you from other agencies.

5. Become a one-stop shop. Does your firm offer additional services besides perm placement? When a client asks if you can provide a candidate for a temp assignment, do you turn them away? In today's market, it's important to determine what services your current and potential clients need, and then deliver them. Otherwise, you open youself up to losing that client to someone else. Forward-thinking staffing and search firms provide additional services such as temporary and contract placements, talent community management, consulting services, video candidate interviewing, and more.

Notice we've not addressed fees as part of this conversation. When you differentiate yourself from other companies, you set the standard and increase the value of the services you provide. You can gain access to full-fee jobs with some of the top Fortune 500 companies, with no additional business development required. Learn more.

Competition in the talent acquisition arena continues to grow, and economic indicators show that isn't likely to change in the near future. Recruiters and search professionals who want to outshine the competition must stop doing what everyone else is, and implement positive changes to differentiate themselves to increase and exceed their revenue goals.

Beef up your Recruiting Agency’s Client List and Increase Revenue

RecruitAlliance helps you generate more revenue in increased placements.Whether you're an independent search professional or work as part of an agency, one of the most challenging things about your job is to increase the number of clients who regularly utilize your services. Most full-desk recruiters spend at least 50% of their day reaching out to prospective clients via phone and email.

The great challenge of all talent acquisition professionals is to produce more each day, which means more placements. Here are some tips to help increase productivity, and generate more revenue in your recruiting business.

1. Plan to succeed. No one plans to fail, they fail to plan. Be focused on your work, and know what you must accomplish during your day. Take time at the end of each work day to draft a list of tasks you must accomplish, and mark completed tasks off as you progress. This gives you a sense of accomplishment, and ensures you stay on track.

2. The phone is still your best friend. Yes, there is value provided for recruiters in the social networks and your favorite search engine; but this impacts your sourcing efforts. The actual recruiting portion of your job still requires that you have a high-comfort level on the phone. Don't let the internet tools distract you from the money.

3. Gain back those hours invested in business development, by aligning with RecruitAlliance. Focus on candidate development, and doing what you do best - uncover top talent for clients who have immediate needs. When you become a member of RecruitAlliance, you gain access to hundreds of new employers with job openings who need your great candidates. What if you can place 10, 25 or even 50% more candidates this year? RecruitAlliance can positively impact your bottom line - fast.

Independent and agency recruiters are always looking for new ways to more effectively manage their time to ensure success. By planning, staying on the phone, and partnering with RecruitAlliance, they are sure to increase their revenue faster and more efficiently.

Tools that enhance the recruitment process

Comments Off on Tools that enhance the recruitment processWritten on May 9th, 2011 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Unlike other professionals responsible for recruitment within your company, you see the need to evaluate new tools that shorten the talent acquisition cycle and make everyone's life a little easier.

As one of the hiring managers in your organization, you are constantly inundated with new tools to aide you in uncovering top talent.  New software, ATS add-ons, social media recruiting applications; it's truly enough to leave anyone in today's business world, overwhelmed.

What if there were a way for you to streamline the management of relationships with your third party recruiting agencies?  You know you spend time on the phone clarifying information, setting up interviews, giving updates, etc.  All this time away from your internal efforts makes using outside vendors labor-intensive, when it's supposed to make your life easier; resulting in a quick-hire.

RecruitAlliance is the premiere web-based platform that makes managing the recruiting process with third-party agencies seamless.  You just log in to your web-based account, post the jobs you want to want open to agencies, and headhunters compete to fill your requisitions.  The user friendly interface is simple to use, and external recruiters can easily communicate with you through the site.  Not only is it a more efficient way to manage the relationship, but it cuts down on interruptions in your work-flow.  By the way, there's no cost for employers to use it.

As new tools continue to emerge to help companies fill their jobs more quickly, it's important to keep in mind that there will never be a replacement for human-powered recruiting--those relationships with valued third-party recruitment agencies. Sure, other venues like social media and job boards may be a great place to extend your "employer brand," but they can't pick up the phone and interact with those high-level candidates your organization needs.  That will never happen.  RecruitAlliance empowers you to leverage your relationships with agency recruiters, to more effectively fill your most challenging positions with top talent.

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