Recruiting Blog: BuzzLinks for 07-16-08 Diversity Inc., RPO, and more AllianceQ 2 Comments

By Jason Buss.

Diversity, Inc. revealed top companies for African Americans.

While revenue may being growing in the RPO arena, reducing costs by 40% while increasing quality has to be an extreme example from the most broken recruiting function a RPO provider could find.

As a follow-up to my post on AllianceQ, I came across an article on Workforce that highlights two big challenges:

  • Passive job seekers aren’t likely to be drawn into the AllianceQ database
  • Corporate Recruiters don’t review Resume’s in their own system, which makes the additional value questionable

In the article, Phil Haynes, managing director of the alliance, said its job-matching approach from QuietAgent is superior to the typical method of comparing résumés against job descriptions. While both résumés and job postings can be poorly written and result in firms missing the best candidate for the job, he said, AllianceQ relies on a competency-based system designed to better connect job-seekers and openings.

About Jason Buss

Talent HQ’s creator and editor is Recruiting & Diversity Leader, Jason Buss. Talent HQ is a premier online news and information channel for the Recruiting and Human Resources community.

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  • Posted on: Wednesday, July 16th, 2008
  • This Post Has 2 Comments

    1. Phil Haynes says:

      Hi Jason,
      Corporate Recruiters don’t review resumes in their own system because the system they use (ATS) is not built on a robust search engine technology. Couple this with the millions of old/outdated records in most ATS databases and you come up with an inefficient sourcing tool! An ATS is a wonderful way to track the work flow of the recruiting process but it is not designed to be a sourcing solution – just ask (and keep pressing) any ATS vendor.

      AllianceQ uses QuietAgent technology which returns a shortlist of prequalified and interested candidates and updates it each night so when the Recruiter comes in the next day, only those candidates in the AllianceQ database that most closely match requirements are shown. A effort saving and streamlined way to find the most qualified candidates in the most efficient manner.
      The AllianceQ strategy is to invite the candidates that already exist in the ATS into a program that puts them in a system designed to allow them to actually be FOUND! The automated search capability coupled with the delivery of a daily shortlist of QAI candidates makes QuietAgent a solution that frees the capacity of a Recruiting team. This newfound time allows them to get involved with recruiting activities outside simply recreating Boolean search strings in various systems trying to find candidates.


    2. Jason Kerr says:

      Hi Jason

      If I can give my thoughts on the much asked question: ‘Will passive candidates exist in AllianceQ?’

      When we set up AllianceQ we were talking to lots of Fortune 1,000 companies, and one thing that stood out, was that even though you may be big brand ‘A’, you still did not reach the same candidates as big brand ‘B’, and vice-versa.

      So this got us to thinking about ‘Passive vs. Active’ candidates.

      It is accepted by most recruiters (and I agree), that people who are not looking for work are ‘Passive’. But what about those who are simply not looking for work with you?

      A person who applies for job at brand ‘A’ is considered an ‘Active Job Seeker’, but if that same person would never think about brand ‘B’, (they don’t know the brand, brand ‘B’s’ industry, etc), then to brand ‘B’, this person is a actually a ‘Passive Candidate’ – someone they (brand ‘B’) would not normally reach.

      And it’s not about money either. Even if brand ‘B’ were to double or triple their recruitment advertising budget, they can never reach people who don’t know, are not looking towards brand ‘B’, etc.

      So can an argument be made that ‘passivity’ is also a point in ‘brand’?

      Candidates in AllianceQ were originally attracted and motivated to apply for a job opening with a one of the alliance members. To the rest of the alliance members these candidates are ‘Passive’ – they are candidates they could/may not have attracted themselves.

      AllianceQ harnesses the ‘brand’ strength of its members, and subsequently offers each member access to candidates they otherwise could and are not reaching today, through any other recruitment means.

      One could then argue that 90% of AllianceQ candidates are actually ‘Passive’ to 90% of alliance members – they are candidates the member would not otherwise reach alone.

      Anyway it’s an interesting notion.

      With regards,

      Jason Kerr

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