Play This 100,000 Times
- Author: Kyle Callahan
- Posted: August 20, 2008
- Category: News and Events
- Tags: No Tags
- Comments: 1
As Cathy announced earlier this month, we’ve set up a special partnership with Citadel Broadcasting to promote BestJobsUSA to over 120 million radio listeners a week. The promotions will go out to hundreds of radio stations, in dozens of markets, across a network of over 4,000 affiliates, and they’ll be played 100,000 times in the month of September alone.
The purpose of the radio spots is to announce the re-launch of a brand new BestJobsUSA. The new site will launch September 1st, which is the same day the radio ads hit the airwaves.
We’ll talk more about the new BestJobsUSA in the next couple of weeks, but in the meantime, we thought you might like to get a sneak peak at our radio campaign.
And that’s just one of our spots. We’re still producing the others, but I think you get the gist.
And by the way, if you’re interested in advertising to an audience of 120 million people, you might want to check out our Featured Employer special. I won’t give you the hard sell here on the blog, but if you purchase one of our packages, you’ll get (along with a bunch of other stuff) your company name in our radio spots.
It’s a pretty good deal, considering that if just 1% of the audience responds to the radio spots, we’ll be bringing in around 1 million visitors a week. Is that an audience you want to miss?
RCI hits the airwaves
- Author: Cathy Card
- Posted: August 8, 2008
- Category: News and Events, Recruiting, Recruitment Communications, Employment Branding, Business Matters
- Tags: Employment Branding, Recruiting
- Comments: 0
RCI is very excited about our new partnership with Citadel Broadcasting and the ABC Radio network to run 100,000 recruitment radio spots per month. This gives our clients access to 120 million listeners a week! The spots will start September 1st, and will coincide with the launch of a new web design on our sister website, BestJobsUSA.com.
The radio commercials will be promoting BestJobsUSA.com and our Select 50 Diversity program, and feature companies by name to drive more candidates to their recruiters’ inbox than ever before.
Stay tuned!
Improve Your Job Postings
- Author: Melody Orth
- Posted: July 31, 2008
- Category: Recruitment Communications
- Tags: Internet Media, Recruiting, Recruitment Communications, surveys
- Comments: 0
We’re in the middle of conducting a survey that asks recruiters if they think job postings are really effective. The results are still coming in, but the commonalities are already starting to emerge. The majority of respondents tell us they’re posting the same opening three to five times across the web. They also spend at least six hours a week posting jobs. Unfortunately, they’re getting poor to moderate responses in both quality and quantity, and they’re spending a significant amount of money to get those poor results.
There may be a dozen reasons why most of your postings fail to achieve the desired result, but the most probable is that your posting simply fails to differentiate your offering from the thousands of opportunities that are just one click away. And it’s not just the way you write the job description and skills requirements. It’s also in the heading you use to advertise the posting, the short headline that the candidates see in the list of search results. If you don’t get them on the search results page, they won’t ever see how clever and earnest you are in your posting.
If you are spending six hours a week spreading job postings that only get tepid results, contact us today, and we’ll show you how we can increase your ROI and improve the quality and quantity of your responses. We’ve done it for thousands of companies, and we can do it for yours.
Survey Says…
- Author: Melody Orth
- Posted: July 8, 2008
- Category: Tools and Resources
- Tags: Applicant Tracking, Employee Retention, Recruiting, surveys
- Comments: 0
While our decades in the talent management industry give us a unique understanding of the challenges faced by employers, we are constantly working to improve our knowledge base by conducting formal and informal surveys that cover the entire spectrum of talent management.
Our surveys typically last for the length of a quarter. We then collect and analyze the data, and present our findings in our Knowledge Center. We also send the executive summary to all participants, and to anyone else who would like one (to be added to our list of subscribers, contact us today)
If you have five minutes to spare, we’d love your participation in one of our open surveys:
- How do applicant tracking systems rank?
If you have an ATS system, will be replacing one, or buying one, we invite you to take this survey. - What are your major recruitment and retention efforts?
If you want to know how your organization stacks up when it comes to recruitment and retention efforts, please take a few moments to fill out the following survey. - How effective are job postings?
If you have ever wondered or asked yourself the same question we are asking, then you’ll want to be part of this survey!
For more information on any our surveys, please contact us today.
Mike Moore on Sourcing
- Author: Cathy Card
- Posted: May 23, 2008
- Category: Sourcing Strategies
- Tags: No Tags
- Comments: 0
Mike Moore, CEO of RCI Recruitment Solutions, speaks about Sourcing, the fourth of eight steps to achieving recruitment success.
To view more of our videos, visit RecruitmentSolutions on YouTube.
Tip of the Week: Choosing The Right ATS
- Author: Melody Orth
- Posted: May 20, 2008
- Category: Tools and Resources
- Tags: Applicant Tracking, Metrics, Tools and Resources
- Comments: 0
About 10 years ago, Applicant Tracking Systems were just being birthed for the small and mid-sized companies. Larger companies were already using them in some antiquated form in the mid to late 90s. Coupled with the launch of the first employment website in 1994 (Career Mosaic), followed by Monster.com a few years later, the way that recruiters were sourcing and tracking candidates began to change.
Stacks of paper resumes were now physically being scanned into an ATS, which at the time was really nothing more than a database containing searchable content on candidates that had applied for a job. But within a few fast years, candidates were directed to apply online at a corporate web site, which now provided the recruiter and/or hiring manager a more efficient way to receive resumes.
Additionally, digital applications allowed them to track the hiring processes better. They now knew:
- Where candidates were coming from;
- How long it took to fill their open positions;
- How long it took to go from offer to hire;
- Where any candidate stood in the hiring process
- And a ton of other strategically-important metrics!
What makes each company out there unique also makes it necessary to have an ATS that can be customized instead of bought “off the shelf”.
So, with over 200 companies to choose from, how do you even begin to know which one is the one for you?
When I speak with a client about their ATS, I hear things like:
- “Our ATS can’t do [insert need here]”
- “My ATS doesn’t pull the reports that I need for better metrics”
- “We don’t use the system properly (or at all) due to lack of training”
- “We can’t get a hold of support”
So the first (and most important) step you need to take in choosing an ATS is knowing exactly what you want…and why.
That’s where we come in. RCI Recruitment Solutions can partner with you to create a diagram/process map that will help you determine what your specific needs are. Then, working with you, we can customize an ATS to fit those needs.
To get started, give me a call at (561) 277-1259.
We also offer a 60-minute webinar that will provide you with an in-depth look at Applicant Tracking Systems and other recruiting technologies. For more information on our whole series of 60-minute webinars, visit the RCI Center of Excellence Talent Management Learning Series.
Mike Moore on Employment Branding
- Author: Cathy Card
- Posted: May 16, 2008
- Category: Employment Branding
- Tags: Center of Excellence, Employment Branding
- Comments: 0
Mike Moore, CEO of RCI Recruitment Solutions, speaks about Employment Branding, the third of eight steps to achieving recruitment success.
To view more of our videos, visit RecruitmentSolutions on YouTube.
Tip of the Week: Boomerang Programs
- Author: Melody Orth
- Posted: May 15, 2008
- Category: Sourcing Strategies
- Tags: Employee Retention, Sourcing Strategy, Tools and Resources
- Comments: 0
When it comes to Boomerang programs, they yield a pretty darn good ROI. Why? Well it’s simple – literally. Boomerang programs cost very little to implement and there is usually no expense in the “getting to know you” phase of recruiting a candidate.
Boomerangs make great hires for many reasons, such as knowing competitors’ strengths and weaknesses, possessing new and improved skills, and their existing knowledge about your company.
Many may think that hiring a boomerang is like bringing back a traitor – somebody who jumped ship and is not worthy to return. Well not so . . . in this day and age, loyalty to any one organization is almost unheard of. If a valuable employee leaves for a better offer, maybe we need to look at implementing a better retention program . . . but that is a conversation for another day.
Back to Boomerangs.
If you are looking for a fast, low fail way to recruit candidates that have EXACTLY what you are looking for, then a Boomerang program is just what you need. But you don’t want to extend the program to EVERY former employee that left the company. If somebody was fired or forced out, they are not a good candidate for a program like this. You want to target the top performers who left voluntarily and on good terms; former employees who retired and maybe have found that retirement is not all it’s cracked up to be; and even candidates that didn’t accept an offer elsewhere.
There are many companies that are doing Boomerang programs and doing them right – for instance, Deloitte & Touche has made as many as one-third of all new hires from their boomerang program.
For more information and to discuss how a Boomerang Program can fit into your overall Recruitment strategy, and to give you a much better ROI and reduce your cost-per-hire, contact us today, or give me a call (561) 277-1259.
Tip of the Week: Text messaging
- Author: Melody Orth
- Posted: May 1, 2008
- Category: Sourcing Strategies
- Tags: No Tags
- Comments: 1
Texting is everywhere and everybody is doing it – it’s fast taking the place of email communications that GenXers like myself prefer, and hey, it’s even replacing the simple phone call. Companies that are still heavily relying on print advertising and on Internet postings and/or resume searches are missing out on a whole audience and thousands of potential candidates. In this century, recruitment strategies need to incorporate more than the traditional – and text messaging is just scratching the surface.
Much like a company URL has become standard in all recruitment communications, a text message can also be incorporated, such as, “For more information on this position, text Engineers to 12345.” By opting in for the information, the potential candidate has now created an environment for you to begin communicating with him or her. BUT more importantly, you are now creating a database of candidates for further networking.
The message back should be simple and to the point – a link that directs them to more detailed information. But keep one thing in mind – texting should be used as part of a proactive, not a reactive, initiative; nevertheless, it should be used to cast a larger net.
For more information and to discuss how text messaging can fit into your overall recruitment strategy, give me a call: (561) 277-1259, or contact us today!
Tip of the Week: Candidate Profiling
- Author: Melody Orth
- Posted: April 21, 2008
- Category: Profiling
- Tags: Candidate Profiling
- Comments: 0
Without going through the candidate profiling process, it’s like making a cake without adding flour – it is the MOST critical part of the process. Most companies think that branding and sourcing are the most important steps, and should come first. Although they are very important components, candidate profiling IS the foundation for all sourcing, screening, assessment and selection. How do you know where to look and what message to convey, when you don’t know WHO you are looking for? Candidate profiling needs to look at not only the hard skills, but the soft skills and competencies of a candidate that WILL be key to a successful long-term hire.
Now, here is the shocking part – most companies know this step is very critical, yet 99% of American businesses don’t do candidate profiling. Why? The fear is that it takes a long time and can be expensive, both of which could be true. BUT if it’s not done, nor done correctly, it can and will cost a company much more in retention and turnover in the future. Without an accurate profile, your ability to recruit and retain with optimal efficiency is impossible - it’s nothing more than a guess.
We must know EXACTLY who we are looking for in order to find them, AND we want to place candidates in positions where they will succeed, in turn reducing turnover and improving retention.
For over 35 years, RCI Recruitment Solutions has worked with some of the most effective talent management organizations in existence such as Pfizer, Innovex, Humana, Disney, BP, DaimlerChrysler and others. We’ve learned that the cost and effort of acquiring, managing and developing the right people, systems and services to build a world-class internal operation are prohibitive only to the smallest percentage of companies. We believe that the size and budget of your organization should not prevent you from building a successful talent management strategy.
If you are looking for a true partner who will work with you and your team to ensure that you are hiring and retaining the right people, call us today! 561-277-1259. Or visit our Candidate Profiling section to learn more about our broad range of customized talent management solutions.
Next Page »
