2009 Alliance Presentation

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  • 2009 Alliance Presentation

    1. 1. Alliance International
    2. 2. The Alliance Difference  Industry-leader with most unique & effective recruiting model  Alliance model offers top-tier candidates the best services  The Alliance Difference results in our Corporate Partners interviewing, following-up with, and hiring the best candidates with the Highest Conversion and Longest Retention rates.  We are Committed to our Client’s success by establishing a mutually beneficial partnership based on loyalty, understanding, and trust.
    3. 3. About Alliance International  Alliance International is an industry-leading national recruiting agency dedicated to finding solutions for our clients seeking leadership, sales, and technical talent  Alliance is a subsidiary of the McGill Group
    4. 4. About McGill Group  McGill is a collection of companies that provide career opportunities to top-tier talent  McGill Limited Partnership consists of:  Private-Equity  Franchise & Entrepreneurial opportunities  Alliance International  JMO Recruiting  Executive Recruiting  Technician Recruiting  Entrepreneurial Services
    5. 5. Inspiration for the McGill Group  Sergeant Troy McGill  WWII Medal of Honor Recipient  Died in combat in the South Pacific  Embodies the finest qualities of a veteran “For conspicuous gallantry and intrepidity above and beyond the call of duty in action with the enemy at Los Negros Island, Admiralty Group, on 4 March 1944. In the early morning hours Sgt. McGill, with a squad of 8 men, occupied a revetment which bore the brunt of a furious attack by approximately 200 drink-crazed enemy troops. Although covered by crossfire from machine guns on the right and left flank, he could receive no support from the remainder of our troops stationed at this rear. All members of the squad were killed or wounded except Sgt. McGill and another man, whom he ordered to return to the next revetment. Courageously resolved to hold his position at all costs, he fired his weapon until it ceased to function. Then, with the enemy only 5 yards away, he charged from his foxhole in the face of certain death and clubbed the enemy with his rifle in hand-to-hand combat until he was killed. At dawn, 105 enemy dead were found around his position. Sgt. McGill’s intrepid stand was an inspiration to his comrades and a decisive factor in the defeat of a fanatical enemy.”
    6. 6. Alliance Management  Alliance’s Senior Management has nearly 100 years of military and recruiting experience in various capacities to include military service in elite organizations in several branches  In addition to recruiting experience, they have excelled in various business positions, to include President and General Manager, of over ten separate corporations in various industries  Management uniquely has the capital, military background, and business experience to deliver the best military talent to our corporate clients
    7. 7. Why Hire Veterans? An excerpt from Jack Welch’s book: Jack: Straight from the Gut “In 1995, Bob Nardelli, CEO of GE Transportation, described a new source of great talent. With its headquarters in Erie, Pennsylvania, the transportation business had struggled for years to attract the best people. Bob said he found an endless supply of talent in junior military officers (JMOs). Most were graduates of the U.S. Military academies who had put in four to five years of military time. They were hard working, smart, and intense, and had leadership experience, and were surprisingly flexible because they had served time in some of the toughest places in the world. Nardelli’s idea spread like wildfire. After we had 80 former JMOs on staff, we asked them to come to Fairfield for a day. We were all so impressed with the quality of what we saw we put a plan in place to hire 200 of them every year.”
    8. 8. Added Value with JMOs The characteristics and qualities of transitioning military veterans provide a much needed advantage in today’s highly competitive business environment: Leadership  Core Values  Integrity  Work Ethic  Performance under pressure  Adaptability and flexibility  Multi-tasking  Effective communication skills  Tech-savvy  Quick learners  Team players  Success, Goal, and Mission-oriented 
    9. 9. Why Use Alliance?  History of successful achievement:  High academic achievement from nationally recognized colleges  Proven track record of leadership and military success  Value:  Vast amount of real-world, operational experience  Salary expectations are very reasonable for experience level they bring  Government relocation assistance covers most, if not all, of the moving costs  Integrity:  The officer corps has a very strict code of conduct  Honor, work ethic, and character of our candidates can be an asset to any organization  Exceptional performance in Corporate America:  Alliance candidates have consistently demonstrated the ability to transfer the skills they have learned in the military to produce exceptional results for our corporate partners
    10. 10. The Benefit to You  Alliance enables our corporate partners to hire high impact veterans with tremendous growth potential using a unique format that is the most precise, efficient and effective in the military recruiting industry.  Alliance will give you candidates who are…  Capable  Compatible  Convertible
    11. 11. Quality  Alliance attracts the highest quality candidates because of the personalized services, the tremendous amount of training and mentorship, and the great career opportunities that we provide to the candidates.  Alliance’s investment in both time and money is unmatched in the industry and allows us to offer our clients only those candidates who we feel would best meet the high standards of our corporate partners.  Top candidates choose Alliance because we are selective, we offer superior opportunities, and we offer premier candidate services.  Selectivity drives Quality.
    12. 12. Selectivity  Alliance candidates come from the Army, Navy, Air Force and Marine Corps based out of locations within the United States and worldwide  Every candidate goes through a screening process that culminates with candidate selection during a structured interview with the CEO  We select:  Academic Success  Military Success  Leadership  Work ethic & character  Strong analytical skills  Effective communication skills  Desire for future Success  Growth  Development
    13. 13. Candidate Training  Alliance begins an individualized training program with selected candidates up to one year prior to client presentation.  The purpose of the large capital and human investment by Alliance is to understand the best fit for each candidate.  The benefit is that Alliance can more precisely align candidates to our clients’ needs and opportunities.
    14. 14. Precision Approach Candidate Company  Capabilities  Capabilities  Knowledge  Knowledge  Skill sets  Skill sets  Attributes  Attributes  Geographic preferences  Position Location  Compensation objectives  Compensation =  Salary  Salary  Bonus  Incentives  Benefits  Benefits  Career objectives  Position fit  Growth & development  Employee development  Earning potential  Growth potential  Responsibility & impact  Work Environment
    15. 15. Conversion  Alliance provides more personalized services to candidates than any other firm in the industry. Alliance’s unique investment in training and career consultation  services is recognized and valued by our candidates. Alliance uses its capital to gain a competitive advantage.  Alliance pays for ALL travel and lodging expenses for candidates to  attend its hiring events. Alliance candidates must compete for selection and agree to  exclusively work with Alliance until after conference attendance. This exclusivity provides clients a competitive advantage in hiring  the best talent.
    16. 16. Retention  The Alliance training program allows us to understand the candidates better in order to precisely place them into the right opportunities.  Alliance uniquely emphasizes the long-term solution over the short-term quick fix by prioritizing retention over placements.  Alliance pays it recruiters no financial incentives for placements.  Alliance’s JMO retention rate is the industry’s best.
    17. 17. The Alliance Difference - Metrics  100% of candidates flown to hiring events at Alliance’s expense from throughout the world No wasted interviews  Over 70% initial interview success  Over 50% follow-ups result in Offer Acceptance  94% 2-year Retention Rate  Our conference model has yielded success that is unmatched  in the industry.
    18. 18. Opportunities  We have been highly successful in placing top-tier military candidates into the following areas:  Operations  Sales  Marketing  Production  Logistics  Engineering  Finance  Consulting
    19. 19. Conclusion  Alliance’s business model is truly unique in the JMO recruiting industry.  Alliance’s model, capital, and management team allow us to represent exclusively top-tier officers.  Alliance differentiates itself by the quality of our candidates, conversion and retention rates, and by the premier service we offer to both our clients and our candidates.
    20. 20. 2009 Hiring Conference Schedule  January 26-27 Raleigh, NC  March 30-31 Dallas, TX  June 1-2 Chicago, IL  August 10-11 Raleigh, NC  October 19-20 Dallas, TX

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