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Posts Tagged ‘VMS’

Attention Employers: Join the Year-End Hiring Challenge, and get jobs filled now!!



Do you have jobs that have been open more than 30, 60 and even 90 days? Has your internal team struggled to fill those hard-to-fill jobs, but they also have to balance their time filling the jobs you have active applicants for, on a timely basis? Is sourcing for those tough roles taking up all of your teams' precious time? Then join RecruitAlliance's Year End Hiring Challenge!!

As the preferred talent acquisition marketplace for global companies, RecruitAlliance can help busy talent acquisition departments streamline and manage relationships with recruiting agencies. Whether you work with your current preferred vendors in the marketplace, or opt to begin new partnerships with other agencies in the network, you are in control of the fee you pay upon hire, and you only deal with one payee. Every placement comes with a 90 day, money back guarantee (*outlined in the terms and conditions), and instead of merely interviewing an active applicant pool, you'll gain access to passive top talent.

RecruitAlliance is risk-free (never pay anything if you don't hire through the marketplace), saves you time and money, and much more!

Learn more about the Year End Recruiting Challenge now!
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Scalable Recruitment: Meet Headcount Requirements Starting NOW

Your talent acquisition department has just been tasked with hiring 350 employees to staff a new location for your growing company. Your internal recruitment staff is already struggling to reach their performance metrics, and their requisition count continues to increase on a weekly basis. Staff morale is quickly plummeting, because the team feels they are on a 'mission impossible'. As a Human Resources (HR) or Talent Acquisition (TA) leader, how do win this challenge?

You've looked in to hiring a Recruitment Process Outsourcing (RPO) company, but you're weary of handing over such a large project to an outside vendor. What if the RPO doesn't deliver? How will you explain to the executive leadership and the Board of Directors that you can't reach the headcount goals? You know that your internal recruiting team will scramble to attract and recruit candidates to fill the open requisitions, but will quality be sacrificed? This vicious cycle gets worse, and is perpetuated in the retention issues you'll have down the road.

Are you ready to find a solution that provides your company with a flexible, cost-effective option to put you in control of scalable recruitment?

Leveraging a Vendor Management System is the smartest way to accomplish your staffing goals, quickly and efficiently. Here are just some of the benefits of using a VMS:
  • Simple registration process.  Upon account activation, your internal recruiters can post jobs on the platform, and begin receiving candidates to review.

  • An easy way to work with your current recruiting and staffing vendors, or accept candidates from other members of the network.  Competition ensures recruiters submit only the best candidates, with urgency.

  • You control the terms of the relationship.  You stipulate the fee you'll pay upon hire.  You identify the guarantee period for the candidate.

  • Risk is mitigated.  Vendor Management Systems ensure you OFCCP compliant, and tracks all Vendor activity for reporting purposes.
  • Receive more understanding of Recruitment Partner performance through enhanced data and analytics.  See who's performing, and who your 'go-to' agencies are.

  • Enhance your diversity partnerships.  Some VMS's, like RecruitAlliance, enable employers to see which partners are certified Diversity entities.

  • Receive candidates for International job openings.  Make sure the Vendor Management System you use has the ability to handle a global talent pool, and assist you in filling those roles.

  • Scalable recruitment, without handing over the process to an RPO.  You remain in control of the hiring process.  Your internal recruiters view candidates and move them through the process, just as they normally would.  Pay the fee you set, only upon hire.

  • Centralized vendor payment system.  No more setting up multiple Vendors with Accounts Payable, or going through multiple credit checks with a variety of agencies.

  • Post unlimited jobs on the platform, and make unlimited hires.  Have recruiting support, on-demand.  Gain the flexibility to scale as needed.  There is no cost to use a VMS, like RecruitAlliance.  They only take a small portion of the fee paid to the Vendor.

If you're internal recruiting team cannot meet its hiring objectives, it's time to implement a viable solution that will save your organization time, money, mitigate risk, and improve your recruiting process.  Vendor Management Systems have been helping employers solve hiring problems, effectively and efficiently.  To learn more about a VMS you can implement today, click here.

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.

Sourcing for Jobs with Candidate Shortages: 4 Tips to Find “Purple Squirrels”

Comments Off on Sourcing for Jobs with Candidate Shortages: 4 Tips to Find “Purple Squirrels”Written on November 7th, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance empowers you to uncover purple squirrels.Sourcing for Jobs with Candidate Shortages: 4 Tips to Find "Purple Squirrels"

You've just been assigned a new requisition that has gone unfilled for the past 18 months. It's a straight-forward position, but you know there is a highly limited pool of candidates who even meet the minimum qualifications. Worse yet, your executive leadership is looking to you to fill the job at a lower salary than what is being offered in your area. From a corporate talent acquisition perspective, purple squirrel requisitions hurt a recruiter's metrics. You can be a recruiting super-star, and never fill this position—under these circumstances. From the search firm's perspective, you have two options; you can either meet with your client and discuss changing the parameters of the search (backed with supporting data), or politely decline a losing TA battle.

Have you ever received a "Purple Squirrel" assignment from your company? Have your "success metrics" been clouded by factoring in the negative results from your "Purple Squirrel" search?

Here are 4 Tips to help any company or recruitment firm attract and acquire top talent, regardless of the difficulty of the search.

1. Leverage the power of a Vendor Management System. VMSs allow you to post your requirements, include the fee you're willing to pay, all on your contract terms. Recruiting Vendors compete to fill your open requisitions. They are required to agree to your terms, or cannot submit their candidates. Vendor Management Systems can be the best way to get your "purple squirrel" job in front of the maximum number of Recruiters' eyes. When you're dealing with the law of large numbers, this provides better assurance that a Vendor will locate and submit a matching candidate.

2. Analyze the job requirements with the hiring manager, and re-examine the minimum requirements. Are there areas they will take a little less on education and more on practical experience? Would they consider a candidate who is short on experience, but has more education? Will they consider training an internal candidate who can be groomed for the position? Have a deep conversation with the hiring manager, and see where small changes in the requirements will be acceptable.

3. Cold-call, cold-call, and then do more cold-calling. The general rule of thumb is "purple squirrels" do not have to apply for jobs. They are almost always recruited by a firm. Therefore, their resumes are not in databases, and you're often lucky if you find them on social media. These types of searches require intense names' sourcing through a variety of methods and picking up the phone to chat with the candidate. For this reason, most corporate recruiting departments leverage recruiting firms to receive prompt results.

4. When you connect with a "Purple Squirrel"--do something different than your competition. If your candidate is local, offer to take him or her to lunch. Take the steps to create a business relationship that will result in hiring the candidate or receiving referrals. Send these people out a birthday card each year. Find simple and special ways to keep the doors of communication open. For recruiters, these relationships are worth their weight in gold.

Remember, when the talent pool numbers are low for a specific search, there is no quick fix. These are unique assignments that require thought, time, and dedication....all before you even start calling the candidates! Set practical expectations for "purple squirrel" searches, and don't waste your time using typical sourcing strategies, like job boards, career fairs, and Google Ads. Focus more on identifying the pool, getting their contact information, and connecting.

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. Learn more.

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.

5 Ways Employers Maximize Relationships with Recruiting Firms

The number of apps that are introduced on an annual basis has skyrocketed in the past five years. There are solutions to help you find passive candidates, connect with active candidates, follow, friend and network with targeted candidates to help fill your open jobs. Job boards have moved to a pay-per-click model, so the cost per hire should be decreasing as all of these tools are implemented. Has your cost-per-hire for key roles actually reduced? Just as important, has your ability to retain quality workers expanded?

If attracting and recruiting top talent were as easy as running an advertisement or posting a job, all companies would be set. The truth is, the recruitment of quality candidates for important, revenue generating roles within your company is a challenge. Since the hiring process involves relationship building, all the apps and software in the world cannot accomplish this task. They can only help you manage the relationship that the human interaction created, to begin with.

This brings us back to one very important point: Recruiting agencies play a crucial role in the delivery of top talent to proactive hiring companies. Today, we're going to discuss 5 ways employers can maximize their relationships with external recruiters, to ensure they have the highest quality applicants.

1. Use a niche search firm for your niche jobs. A recruiting firm isn't one size fits all. They are specialized, and focus on specific types of candidates. Sure, you have large firms that specialize in a variety of areas, and the idea of making a call to one company may seem attractive to the busy HR executive or hiring manager. Have you tried working with multiple, niche firms who specialize in national searches? Often gaining access to multiple candidate sources can elicit the right fit for your culture and organization as a whole. Having an army of niche agencies at your disposal will exponentially increase the chances they have your next new hire in their database, just waiting for a phone call.

2. Gain control over contract terms and fees. The agency you're working with has the perfect candidate, but they are attempting to do an 11th hour negotiation of the fee. They also want to keep ownership of the candidate for two years after your final decision, so their contract is heavily weighted in favor of the agency. In order to prevent this situation, it's imperative to ask the recruiting firm to agree to your contract, fee and all terms, prior to you seeing their candidate. This is the only way a company can control costs and ensure they are receiving access to the highest quality candidates. If you find this task to be unachievable, try looking in to a Vendor Management System that requires the recruiter agree to your terms, before you receive any candidate submittals.

3. Shorten your hiring process. Time kills the ability to hire good candidates. If you see a glaring trend that your best candidates are being hired by your top competitor, it could be a problem with the length of the hiring process. To shorten your hiring process, start with your recruiting partners. Are they able to reach HR or the hiring manager to confirm candidate interviews? Is there a long delay in response time? This is an opportunity to shorten the hiring process. Are agencies expected to go through HR for all communication with hiring managers? That's an inefficient and ineffective process that will result in you losing out on the best candidates. Most importantly, stop putting roadblocks up to prevent good candidates from being seen, and start removing them. Remember, hiring isn't about weeding out the ineligible candidates, it's about promptly plucking the right ones out of the pool and moving them forward in the process. Get aggressive about shortening the time-to-fill, and you'll see real results.

4. Communicate consistently with the recruiting firm. You want your recruiter to give you regular updates on their search efforts. The recruiter needs your prompt feedback in order to focus on the right candidates. Communication is the key to every successful business relationship, so even if the search ends abruptly, or the hiring manager is interested in an internal candidate, let the recruiter know immediately. They will appreciate your honesty, and it will allow them to focus on other clients who are ready to make a hire.

5. Automate the method for informing your recruiting partners you have fee-eligible jobs for them to work on. When you work with multiple agencies to fill your jobs, it can be daunting to attend to all of their phone calls, answer emails, and conduct a basic job scope. You can spend an hour or more per recruiting firm on these items. To save time and money, consider using a Vendor Management System to work with multiple agencies, and automate communication with them. For example, when you post a job out to agencies on the VMS, each of them receive an email notification there is a new job available for them to work. They have all the information to review, and to easily begin submitting candidates. If they have questions, they can message you through the VMS. It's a simplifies everything.

In spite of the fact new recruiting apps and software is introduced regularly, there will always only be one way to recruit the best talent; through human interaction. For this reason, headhunters, recruiting agencies and search firms will always be an important component in smart company's talent acquisition strategy. Learning to work external recruiters in the most effective and efficient means possible is an important piece to recruiting top talent in any market.

RecruitAlliance.com 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.

5 Effective Ways to Expand your Talent Pool

In the technological age we live in, it's ironic how difficult it is to attract and retain top talent, in any industry. The active candidate pool doesn't necessarily offer the highest caliber applicants, and for key roles--quality truly matters.

Building a solid candidate pipeline continues to be a struggle for nearly every organization. What if there were a way to effectively expand your talent pool, in a short amount of time? Today, we'll take a look at 5 ways you can begin expanding your talent pool, immediately.

1. Create and manage a talent community on Facebook. There are currently more than one billion active users on Facebook. The right candidates you are looking for are already using this social media tool. The problem with talent communities is most employers think about attracting applicants for their company, instead of delivering great content for the individual careers within their organization. For example, the information that interests someone in Information Technology is very different than content that would be suitable for someone in Accounting, Sales or even the C-Suite. To administer talent communities right, organizations need to create mini-groups that will cater to that specific pipeline. Think of it as a farming project. Pump out consistent and relevant content, conduct contests, and make your talent community fun. Watch how quickly your members share pages with other potential users. When it's done correctly, Facebook talent communities will provide needed exposure to your career brand.

2. Email blast candidates in your ATS. Companies often forget to leverage their past and present applicants to increase their candidate pool. Send out a bi-weekly or monthly newsletter with interesting content for potential candidates to re-engage them. Your newsletter can include items like a candidate referral bonus program, contests, hot job openings, and other interesting information. Leverage internal recruiters to manage this program, or hire an outside marketing firm to handle it.

3. Conduct regular virtual career fairs. In the past, employers had to spend lots of time, money and manpower to run a productive career fair. Today, with the help of the internet, companies can run a virtual career fair on a shoestring budget, and using limited resources. Simply pick a date and time, email blast your ATS candidates and everyone in your talent communities, have your website administrator place a strategic pop-up ad on your corporate career website, and have your recruiting staff share the information with their networks. To keep within a small budget, use a venue like GoToMeeting or another video conferencing platform. Create break-out rooms for specific departments, and have your recruiters prepared to present information on all the wonderful reasons why your company is the next step in their career. If you're team doesn't have time to conduct their own virtual career fair, you can check with an external marketing firm who will take care of it for you.

4. Leverage recruiting agencies as talent scouts. Search firms are able to attract candidates from competitors in a similar position, provide your organization's unique selling proposition, and move that individual through the hiring process, because that's their specialty. While more and more companies are trying to move away from using external recruiters, the fact is they deliver value and top talent. Internal recruitment teams and HR focuses on so much more than talent acquisition. As a business strategy, it doesn't make sense to have your internal team reach out to the competition to recruit them. This is one of the greatest values agencies offer to companies, whether it's a candidate or employer driven market. If you're not using recruiting agencies to scout top talent for you, you're losing competitive edge.

5. Use a Vendor Management System to managing your relationships with search firms. If your company regularly uses recruiting agencies to scout and place exceptional talent, you know that working with multiple firms can quickly become cumbersome. A Vendor Management System does not have to be a costly expense for employers. It doesn't have to include a long ramp up time for internal recruiters to learn how to use the system. A quality VMS will provide the employer with three key components: contract and fee control, simplification of communication with external recruiting partners, and time savings. Make sure the VMS you select can handle permanent and contract positions, and that you have the ability to distribute jobs on an International basis (if you hire overseas).

Technology is continually presenting new tools to increase the size and scope of your talent pool. Remember, often times the latest app or program may not deliver what is promised—quality candidates. Recruiting is a 'relationship business', so never lose sight of the human interaction that must occur in order to make a quality hire.

RecruitAlliance.com
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.

5 ways a Vendor Management platform will provide an influx of talent without the hassle

RecruitAlliance:  The no-cost vendor management solution for hiring companiesThe war for talent refers to an increasingly competitive landscape for recruiting and retaining talented employees. It's not a set of superior Human Resources processes, but a mindset that emphasizes the importance of talent to the success of organizations. The term War for Talent comes from a late-'90s warning from McKinsey & Co. that alerted business to a coming talent shortage and urged companies to prioritize talent strategies around recruiting, retaining, and developing key employees. The statistics speak for themselves; by 2020, employers in the world’s richest nations are forecast to be short as many as 18 million college-educated workers.

What can organizations do to ensure they have access to top talent by the most efficient means, while increasing their candidate flow? Outside of cultivating talent from within, making learning on-demand, and redefining 'success' within a company, what can employers do to win the war for top talent?

A thoughtfully implemented and robust vendor management system (VMS) can completely optimize the disjointed and complicated process of the acquisition and management of a contingent and permanent workforce. A good VMS can result in significant cost savings through more efficient processes at every step of the workforce supply chain.

How can a VMS improve the talent pool for a growing company? Here are 5 ways a Vendor Management platform will provide an influx of talent on a consistent and scalable basis.

1. Significant cost savings across the enterprise. Many hiring companies do not have a centralized recruitment process. As such, fee negotiations with staffing and recruitment agencies is done by individual hiring managers, based on their approved talent acquisition budgets. By implementing a quality Vendor Management System, companies become empowered to reduce costs across the board.

2. Reduce time-to-fill metrics. For everyday a key position remains open, a department or business division loses precious revenue. Filling these jobs can impact an organization at every level. Time to fill is a measurement of how long it takes an organization to fill a position once the opening has been approved. It is an indicator of hiring efficiency but should be balanced with cost and quality hiring measures. Time to fill can provide valuable feedback in determining which sourcing methods and recruitment strategies can most quickly produce the needed candidates. Cost of vacancies in jobs can be significantly reduced by driving down the time it takes to fill a job. When hiring companies opt to utilize a VMS, they choose to take control of the speed at which their roles are filled with the right people.

3.  Source higher quality talent.  When a company works with staffing agencies to fill a specific role, they are often unsure which agency will deliver results. They may spend hours seeking one or more external recruiters who specialize in the area of their openings, and even more time completing an intake session with each recruiter.  Utilizing a Vendor Management System, matching recruiting agencies receive an instant email notification of the newly posted job, access the job order, and begin submitting candidates.  This process significantly streamlines the entire talent acquisition process, and ensures candidates are submitted who match the job specifications.

4.  Consolidated invoicing.  When an employer works with multiple search firms, they must receive and process multiple invoices based on different payment terms.  The process is taxing to the Accounts Payable department within the business, and can create further customer service issues for the hiring manager.  When working through a quality VMS, they offer managed billing or consolidate invoicing.  The agency simply invoices the Vendor Management company, and the Vendor Management provider processes everything.  When billing questions arise, it is the VMS company who handles the additional phone calls, emails and inquiries.

5.  Positively impact retention, while providing employers with the ability to measure recruiting agency performance.  It's no secret--when top talent comes your way, and a replacement or money back guarantee is in place, your hires are far more likely to remain in their new role.  Leveraging a Vendor Management solution impacts retention, which ultimately affects profitability.  With full-reporting capability, most VMS's provide employers with a wealth of statistical data to analyze their Vendors' results, to determine if maintaining the relationship is worthwhile for future endeavors.

RecruitAlliance is a no-cost Vendor Management Solution preferred by small, medium and large business entities.  This recruiting tool has successfully helped Clients reduce talent acquisition costs, reduce time to fill, improve retention, and provides employers with more control over cost, contracts and compliance.  To learn more, visit www.RecruitAlliance.com.

RecruitAlliance Joins ADP Marketplace to Offer Vendor Management Solutions to Help Companies reduce talent acquisition costs, manage risk, and streamline workflow.

Comments Off on RecruitAlliance Joins ADP Marketplace to Offer Vendor Management Solutions to Help Companies reduce talent acquisition costs, manage risk, and streamline workflow.Written on July 29th, 2015 by
Categories: Corporate Recruiters, Human Resources

RecruitAlliance Joins ADP Marketplace to Offer Vendor Management Solutions to Help Companies reduce talent acquisition costs, manage risk, and streamline workflow.

Application available on marketplace.adp.com beginning June 28, 2015

JUPITER, FLORIDA – July 25th, 2015 – RecruitAlliance, Inc. today announced the availability of Vendor Management Solutions for download on ADP® Marketplace to help companies streamline their workflow, reduce talent acquisition costs, and manage the risk associated in working with external recruiting agencies.

RecruitAlliance joins an ever-growing lineup of critical HCM and business applications that enable employers to optimize decision-making by seamlessly integrating workforce data across their company through secure ADP application programming interfaces (APIs).

“RecruitAlliance is a cloud-based solution that positions employers to access top talent through partnerships with recruiting agencies, while placing them in control of costs, contracts, and compliance,” said Lou Volpe, President and CEO.

ADP Marketplace is a new cloud-based app store designed to help employers dynamically manage an ecosystem of enterprise applications from ADP and world-class partners. This enables companies of all sizes to extend the value of their workforce solutions seamlessly across their entire organizations via a secure, single-sign-on process.

According to the ADP Research Institute®, the typical large company operates more than 31 separate HR applications and 33 payroll systems*. Many HR systems currently lack the ability to share workforce data with each other – and other core business systems. Today’s constantly evolving business environment requires a digital enterprise application shopping experience and seamless data integration capabilities across solutions to drive meaningful business productivity.

“RecruitAlliance’s clients can access pre-integrated workforce data in real-time through one intuitive platform while tapping into a growing ecosystem of trusted HCM apps to meet their evolving business needs. Companies entrust many service providers to support various aspects of their HR and business operations and we’re providing them an intuitive platform to alleviate the management complexities, said Don Weinstein, Senior Vice President, Product Management, ADP.

“RecruitAlliance customers only need to sign into one platform where they can access workforce data, integrate other HCM applications through secure cloud infrastructure and utilize developer resources to enhance their existing HCM services.”

ADP Marketplace continues to add new HCM applications to meet the business community’s current and future needs. To learn more about ADP Marketplace, visit marketplace.adp.com.

*from “Harnessing Big Data: The Human Capital Management Journey to Achieving Business Growth” 2015

About RecruitAlliance

Founded in 2001 and headquartered in Jupiter, Florida, RecruitAlliance is the global provider of Recruitment Vendor Management Solutions for small, medium, and Fortune companies across all industries. Employer members gain access 'in the cloud' to a network of thousands of approved Recruiting Vendors who deliver top talent via the platform. Hiring companies leveraging RA gain control of talent acquisition costs and compliance through the use of one Vendor contract. To learn more about RA, visit www.RecruitAlliance.com.

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RecruitAlliance Media Contact

Louis Volpe

RecruitAlliance

(800) 936-3395, ext. 707

lgv@recruitalliance.com

About ADP

Employers around the world rely on ADP® (NASDAQ: ADP) for cloud-based solutions and services to help manage their most important asset - their people.  From human resources and payroll to talent management to benefits administration, ADP brings unmatched depth and expertise in helping clients build a better workforce.  A pioneer in Human Capital Management (HCM) and business process outsourcing, ADP serves more than 625,000 clients in more than 100 countries.  ADP.com. The ADP logo, ADP and ADP Research Institute are registered trademarks of ADP, LLC.  All other marks are the property of their respective owners. Copyright © 2015 ADP, LLC.

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ADP Media Contact

Dick Wolfe

ADP

(973) 974-7034

dick.wolfe@adp.com

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.

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