Posts Tagged ‘war on talent’

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

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

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

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

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

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

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


3 warning signs your competition is recruiting the best candidates in your market

Comments Off on 3 warning signs your competition is recruiting the best candidates in your marketWritten on May 29th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance helps organizations create a positive candidate experience.How much is one exceptional leadership candidate worth to your company? What is the value of a key staff member, when the rest of the team struggles to complete their own tasks--and that of the individual lost to your top competitor? Attrition is one of the most significant financial losses for a large number of organizations. Improve your recruitment process, implement a comprehensive orientation/training period, and give employees the tools to succeed in their roles and you not only keep good people--you build a better recruitment brand.

Today, let's take a look at the 3 warning signs your competition is recruiting the top caliber candidates in your industry, and how you can take giant leaps to win the race for talent.

1. Does your company offer a competitive compensation package? It may sound elementary, but there are actually organizations who believe they can get away with paying less than their competition. They turn to HR and the Recruitment staff to "point the finger" when they lose candidates to their competitors. Regardless of your company's reputation, location, perks, etc., if you can't compete in terms of money, you're losing the best candidates.

2. Is your recruitment process designed to continuously attract the highest caliber applicants? Casting an on-going wide net to obtain and retain a strong workforce is key to your organization's overall success. Internal recruiting efforts must focus on creating a quality candidate experience, while utilizing recruiting agencies and third-party recruiters as passive sourcing partners is key to improving your bottom line. Learn more about seamlessly managing your relationships with recruiting agencies and third-party recruiters, at no cost.

3. Does your company reward top performers and create an environment of collaboration? If you look at some of the strongest companies around the world, they typically share one thing in common--their culture is all about the team, and individuals who contribute above and beyond expectations are rewarded for their performance. Organizations fail to attract the best candidates when their culture is negative and lacking a true sense of the team concept.

Is your competition beating you to recruit and retain the best candidates in today's market? If this is an ongoing struggle for your business, it's time to position yourself to succeed by addressing these important issues.

3 tips to add top talent to your active candidate pool

Comments Off on 3 tips to add top talent to your active candidate poolWritten on May 14th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Let RecruitAlliance help you scout the best talent for your requisitions.From many hiring managers' perspectives, utilizing contingency recruiters is a last ditch effort to fill a position when the internal recruiting team could not. In order to remain competitive in the war on talent, progressive and forward-thinking companies understand they must constantly be in a state of scouting the best candidates to fill their key positions.

Does your organization focus exclusively on managing your active candidate pool, or are you looking ahead of tomorrow, and leveraging recruiting agencies to act as talent scouts on your behalf?

Many HR representatives and corporate recruiters are hesitant to engage external headhunters, because of high fees and the red-tape that goes along with the RFP process. In actuality, the true beauty of working with external recruiters and contingency agencies is the fact there is never a fee until you've hired the candidate. Why wouldn't every company leverage this third-party source of quality candidates? It's the recruiting agency that has the investment of time, money and energy to produce results. If you end up hiring an active applicant, or finding the right hire on your own - no harm, no foul.

More companies are utilizing recruiting agencies as a regular talent scout service, because they can't afford not to. There's no risk, it keeps the internal recruiting team on their toes, and it provides a more consistent flow of exceptional talent--which ultimately drives revenue for your company.

RecruitAlliance provides small, medium and large entities with a cloud-based recruiting solution at no cost. Simply log in to the portal, post your fee-eligible positions, and third-party recruiter members will submit their matching candidate referrals. Best of all, they agree to your terms and conditions prior to forwarding their first candidate, and keep you in control of the business relationship.

To learn more about RecruitAlliance, or schedule your complimentary demo, visit

Does Source of Hire Equate to Quality of Hire?

Comments Off on Does Source of Hire Equate to Quality of Hire?Written on April 9th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance ensure your quality of hire reduces your cost per hire.It is a fact....any organization who effectively manages their relationships with external recruiting agencies will see a correlation between source of hire (agency), and the quality of hire. The true challenge presented to internal recruiting teams and hiring managers utilizing third-party recruiters is evaluating the time it takes to fill an opening and having the manpower to adequately manage the relationship(s) to determine the true ROI.

RecruitAlliance is a cloud-based solution that is 100% cost-free to hiring organizations, and provides a powerful communications and relationship management solution that creates thorough transparency between agency performance and time-to-fill. With a user-friendly interface and real-time reporting available on-demand, employers and Human Resources professional are able to move past the quality of hire guessing game.

Here are the top three benefits RecruitAlliance brings to the table for any growth-oriented hiring organization:

1. Post your jobs on RecruitAlliance, and tap into an expansive pool of passive talent. In case you haven't heard, the war on talent has waged once again. As we enter the next economic cycle, hiring organizations will be fighting for top talent, and this process requires preparation. Are you leveraging every recruitment option in your sourcing strategy? RecruitAlliance seamlessly aligns with your internal efforts, to create greater productivity.

2. Receive only qualified resumes, while reducing your cost per hire. Think about the additional work that comes with posting your open positions on a CareerBuilder, Monster, or some other niche job board. You're left sifting through endless resumes, most of which are not qualified. Posting your fee-eligible requisitions on RecruitAlliance allows you to receive pre-qualified, pre-screened candidates, and effectively reduce your time to hire.

3. Reduce the number of unwanted cold calls from staffing and recruiting agencies. Once you become a member of RecruitAlliance and are posting your positions on their platform, simply refer those agencies who call in to the RecruitAlliance website, and they'll take care of the rest. It's like having your own personal vetting committee on-call, to determine whether an agency is worthy of your business.

Source of hire really can equal quality of hire. Third-party recruiters and staffing agencies spend 100% of their time on the cultivation of top talent--so it stands to reason they can produce results for your most urgent talent needs.

3 Tips to get the most from Social Media Recruiting

Comments Off on 3 Tips to get the most from Social Media RecruitingWritten on November 14th, 2011 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance can connect recruiters with fee-eligible jobs to fill, immediately!Uncovering top talent has often been compared to finding a needle in a haystack. Yet, recruiting agencies and headhunters make this task a part of their daily focus. Given the current economy, many employers and hiring managers find their pool of candidates has increased; but finding a quality candidate option is often just as challenging as ever.

In the search process, online tools have become an integral part of the overall sourcing strategy. Using social media for recruiting is one method of connecting with top candidates, if done correctly. Here are 3 tips to increase your social media recruitment success.

1. Connect with target candidates daily. Recruiting via the social networks is something you must do consistently. Set a specific number of people you want to talk to on Facebook, LinkedIn, Twitter (and other preferred media), and don't stop until you've met your daily goals.

2. Specific social media sites provide different results. Seasoned professionals and higher ranking C-Suite individuals are likely to disclose they are open to new career opportunities on LinkedIn; but they aren't necessarily Tweeting about it. Entry-level candidates may post a Facebook update they're looking for a job, and are less likely to have a LinkedIn account in the first place. In a nutshell, higher level professionals hang-out on LinkedIn and like professional networking sites. Entry-level to middle management level candidates are more likely found on Facebook and Twitter.

3. Be creative in your social media messages. Posting a traditional job description as your status update on social media sites does not always have a positive effect. After all, you're competing with a continuous flow ow information. Don't be scared to sprinkle in conversational messages about current events, topics of interest, and even a humorous tid-bit occasionally. Keep it light, social, and you'll continue to grow a large pool of qualified candidates, leveraging social media.

For agencies interested in gaining access to hundreds of fee-eligible positions, posted directly by hiring managers and other third-party agencies interested in performing splits, visit RecruitAlliance. Sign up today, and receive a complimentary 30 day trial.

5 Tips to Increase Quality Referrals from Third-Party Recruiters

Comments Off on 5 Tips to Increase Quality Referrals from Third-Party RecruitersWritten on November 7th, 2011 by
Categories: Corporate Recruiters
RecruitAlliance facilitates quality communication between hiring managers and recruiters.The relationship between hiring organizations and recruiting agencies can be tumultuous. Employers often find they must work with a high volume of third-party recruiters simply to find one or two who actually produce results. This can be extremely frustrating for organizations who count on outside assistance in uncovering top talent to fill their needs.

As with any personal or business relationship, in order for both parties to come together to meet a mutually beneficial result, each side must be open and willing to communicate their needs. Here are the top five tips to assist hiring managers in increasing the quality of referrals they receive from external recruiting agencies.

1. Finding a good match requires more than just a job description. The job of a headhunter is to provide you with top quality candidates your company would not otherwise have access to. To ensure the agencies you work with have the ability to produce results, it's imperative to articulate the nuances of the position; necessary background/experience, soft skills, and the cultural fit.

2. Why would an A-player choose to work for your company over the competition? What's uniquely special about your organization that will effectively entice them to become a part of your team? A good recruiter will inquire about what makes your company special. A great one will create a white paper/marketing plan that identifies how they will represent your company in the search, and exactly where they will recruit your target candidates from.

3. Is there a reason other hires have not worked out in this role? Could there be a systemic problem within your department or organization that's creating the opening? In order for external recruiting partners to be successful in their search, this must be discussed with them, or the business relationship is set-up for failure.

4. What type of personality is going to integrate well in this department/company? Understanding the soft skills required to perform a job are just as important as the target background, experience and employment history. In order for third-party recruiters to effectively refer quality matching candidates, you have to be prepared to articulate the personality traits necessary.

5. Your feedback moves the search forward. Employers become frustrated with agency recruiters when they don't provide regular updates. Likewise, recruiters who do not obtain regular feedback from hiring decision makers have no clear direction for their search. Communication is clearly the key to ensuring prompt, efficient requisition fills.

RecruitAlliance is a cloud solution that facilitates effective communication between employers and third-party recruiting agencies. It saves both parties time, and eliminates the RFP process. To learn more about leveraging external relationships to fill more positions with exceptional candidates, visit the RecruitAlliance website.

What Google+ won’t do for Recruiters

Google + cannot replace RecruitAlliance!If you search the term "Google+" on your favorite search engine today, you're sure to find hundreds of articles and blog posts on the subject. Talent acquisition professionals and agency recruiters are buzzing with excitement over the fact Google+ is going to be the "messiah" of social media; connecting them to those illusive candidates to fill their most difficult-to-fill positions. While the social networks are a valuable sourcing tool for recruiting specialists, many of the highest caliber candidates may not be found using this method.

In its early stages, Google+ is available primarily for the individual user. For independent recruiters, it's essentially just another tool to have in your arsenal - but certainly not a "magic pill." Facebook currently has more than 300 million users worldwide.

Consider the fact that if we took all of the Facebook users and gave them their own island, that land mass would be the third largest country in the world. Therefore, most recruiters regularly access the "holy grail" of candidates via this more seasoned social network.

Google+ is like the "hot new restaurant" in town, that's having its Grand Opening. While it's new and fresh, everyone is checking it out. In the end, recruiters still have to know how to actually RECRUIT the best candidates, and make placements. Social media sites may cut down on initial sourcing time, but they certainly are not a complete solution.

One recruiting tool that saavy recruiters have been accessing since 2001 is RecruitAlliance. This web-based platform connects hiring companies with third-party agencies to create a win-win situation. To learn more, click here.

Manage Recruiting Agency Relationships with Ease

Manage your recruiting vendors more efficiently with RecruitAlliance.It's no secret that executive search firms and niche recruiting partners provide access to some of the most desirable and sought-after passive talent available. Managing a high number of relationships with outside recruitment vendors can be both expensive and time-consuming. Adding vendor management "modules" to your current applicant tracking system may be a possible consideration, but most of these solutions are not set-up to specifically address talent acquisition vendors, while enabling your team to fill jobs faster, manage costs and completely automate the process.

RecruitAlliance is the web-based recruiting platform no business should be without. Organizations can obtain their no-cost membership, and gain immediate access to an army of professional, vetted agencies and independent recruiters who are waiting to refer their best qualified candidates. The user-friendly interface empowers hiring managers and Human Resources representatives to quickly receive referrals for their most urgent and difficult-to-fill positions. Best of all, employer members set the fee they are willing to pay upon successful placement, and THEIR terms and conditions, while the recruiters on the site agree before ever submitting their matching candidates.

If you have an established group of recruiting agencies you prefer to utilize, it's easy to continue utilizing their services on the RecruitAlliance platform. When you become an employer member, the RA staff contacts your preferred recruiting vendors, and brings them on to the site. It's a completely care-free process that makes working with agencies easier and more efficient.

When you have a job your regular talent acquisition vendors cannot fill, you can quickly make your open position available to additional recruiters with ease. This way, your company can "cast a wider net," and find the perfect fit for the job.

To learn more about the RecruitAlliance solution, click here.

Recruiting Agency Fees: Finding a Balance between Value and Cost

Comments Off on Recruiting Agency Fees: Finding a Balance between Value and CostWritten on June 6th, 2011 by
Categories: Corporate Recruiters, Human Resources
RecruitAlliance facilitates successful relationships with recruiting agencies.Your organization has utilized contingency recruiters for years. As budgets tighten, and more talent acquisition software/technologies flood the marketplace, you look for alternatives to high agency fees.

In truth, technology can never replace the human interaction that takes place to "recruit" a new hire. Certainly things like job boards, social media and innovative talent software help HR in their internal recruitment efforts. When human resources can't find and hire that high-caliber candidate to complete your team--headhunting agencies come to the rescue.

Tips to Maximize Value when working with Recruiting Agencies:

1. You get what you pay for. The agency has a top-notch candidate who fits the profile of your next executive. You are only willing to pay 15% of the first year's annual salary. Your competitor will not flinch at a 30% fee, because they know the candidate and the bottom-line impact he will make on their organization. Remember, you can't buy a Cadillac for the price of a Ford Fiesta.

2. Flat fees can surface "flat" candidates. For example, you have an opening for a mid-level professional who earns $55,000.00 per year. Your company sends the opening to their agency partners, at a flat fee of $5000.00. It is likely your agencies will not refer candidates, because you're asking them to reduce their average fee (20%) by more than 50%. In order to set-up a winning relationship with agency recruiters, you must compete with other employers.

3. Partner with RecruitAlliance to manage relationships more effectively. RecruitAlliance enables you to set the fee you're willing to pay, and manages your agency and candidate relationships at no cost. Employers who utilize third-party recruiters can post their most urgent positions, set the terms and conditions, and automate the entire process.

There is no doubt that software, job boards and social media can never replace the human interaction necessary to recruit top-talent.

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