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.
Tip of the Week: Employee Reward Programs
- Author: Melody Orth
- Posted: April 7, 2008
- Category: Employee Retention
- Tags: No Tags
- Comments: 0
Every year Fortune Magazine puts out the list of America’s Most Admired Companies. 100% of these companies have successful Employee Reward Programs. So how do they do it? Do they know something that you don’t know?
The answer is no. They simply have “best in class” HR practices and procedures in place, have a cultural understanding of their landscape, and recognize the value that quality employees bring to the organization. It’s called the ripple effect. When quality candidates are hired and are the perfect fit for the role (not just a warm body in a position), you have better morale, happier and more productive employees, much better retention, and less attrition. A win-win for any organization.
According to the Hay Group (the organization that compiles the America’s Most Admired Companies list), the following holds true for these organizations when it comes to best in class Employee Reward Programs:
- 79% regularly provide employees with total reward statements
- 82% regularly reinforce the company’s reward philosophy in communications with employees
- 74% state that their employees understand and appreciate rewards
- 41% say that line managers in their organization create a positive work climate
- 28% state that line managers use financial and non-financial recognition programs
- 41% believe that their reward program is internally fair
- 48% report that their reward programs support efforts to retain their best talent
- 45% say that their reward program allows them to attract the talent they need
RCI Recruitment Solutions is poised and ready to help you and your organization reach the top by partnering with you to teach and implement processes and programs that will get you there! Are you ready to take that step in helping to make your organization one of America’s Most Admired?
Call us today! (561) 277-1259 or visit our Employee Retention section to learn more about our broad range of custom solutions.
Find Better Candidates While Saving Time and Money
- Author: Kyle Callahan
- Posted: March 12, 2008
- Category: Sourcing Strategies
- Tags: Press Releases, Seminars, Sourcing Strategy
- Comments: 0
Consultants often tell their clients, “Better. Faster. Cheaper. You can only pick two.”
But every year, we help thousands of companies find the right candidates for their open positions, and we do it faster, better, and cheaper than anyone else in the marketplace. We know that sounds impossible, but in 2007 alone, we helped 2,600 companies increase the quality of their candidates at the same time as they reduced their cost per hire and decreased their time to fill.
It sounds like magic, but it’s not. It’s simply what we do. The question is: how?
When you register for our FREE, 30-minute webinar, you’ll go behind the curtain and see why we’re able to find more passive and active candidates at a fraction of the cost and in a fraction of the time. We’ll show you why —- when it comes to finding the candidates you need, the candidates you want -— RCI Recruitment Solutions has the magic touch.
Space is limited, so register now.
Introducing…Us
- Author: Kyle Callahan
- Posted: March 5, 2008
- Category: Business Matters
- Tags: No Tags
- Comments: 0
I just want to give you a quick update on a section we’ve added to our website called, “Featured Employees.” With short bios of the people who make RCI Recruitment Solutions special, the Featured Employees section will give you some insight into who we are, where we come from, and what we do to make RCI the best recruitment solutions firm in the industry.
Right now, you can read about Paul Bianco, Aaron Grieder, and John Maher. But tomorrow…who knows! So check back often to find out about the people who make us tick.
If you have any questions about any of our featured employees, feel free to contact us today.
Eight Steps to Recruitment Success
- Author: Kyle Callahan
- Posted: January 17, 2008
- Category: Sourcing Strategies, Workforce Planning, Screening and Assessment, Recruitment Solutions, Profiling, Employment Branding
- Tags: No Tags
- Comments: 0
Mike Moore, CEO of RCI Recruitment Solutions, talks about the eight steps to recruitment success.
For more information on how your organization can better implement any or all of these eight steps, contact us today.
Make The Dream Real
- Author: Cathy Card
- Posted: January 15, 2008
- Category: Sourcing Strategies
- Tags: No Tags
- Comments: 0
On January 21, we celebrate the life of Dr. Martin Luther King, Jr. Dr. King was not only a leader in this country, but he serves as a role model for citizens worldwide. He was awarded five honorary degrees, was named Man of the Year by TIME magazine, and at the age of 35, Dr. King was the youngest man to receive the Nobel Peace Prize.
Though Dr. King is gone, it is up to us to make his dream a reality. We all must do our part.
What better way to show your organization’s commitment to diversity than in the pages of the nation’s most widely-read newspaper, USA TODAY?
Annual MLK Diversity Careers Focus
Your package includes:
- Your print ad in the USA TODAY newspaper
- Your online promotion in the Marketplace section of USATODAY.com for 7 days
- 60 days at the award-winning BestJobsUSA.com jobsite in the area of your choice
Package details:
Employers of Choice: Diversity
Print Market: National and Regional
Issue Date: Monday, January 21, 2008
Deadline Date: Thursday, January 17, 2008
Special Focus: Martin Luther King Jr. Day
This is an extended marketing campaign designed to give you maximum publicity to direct qualified diversity candidates to your organization.
For more information, contact us today.
adidas Group Succeeds with RCI
- Author: Gisele Matarese
- Posted: January 14, 2008
- Category: News and Events, Recruitment Solutions
- Tags: Press Releases, RCI
- Comments: 0
RCI Recruitment Solutions was charged with filling 70 credit and finance positions for a recently established distribution center of adidas Group in Spartanburg, SC within a five-month deadline. Utilizing RCI’s unique recruitment model, adidas Group filled 93 percent of its open positions within 2½ months and RCI completed the job 2 months ahead of schedule.
RCI was commissioned by adidas Group in September 2007 with an agreement to have its new hires in place by March 2008. It needed a recruitment solutions partner that would reduce recruitment costs, improve time-to-hire, and increase candidate quality.
For RCI, “it was business as usual” says Samantha Moore, executive vice president of client services. “We bring a multifaceted integrated approach to recruitment.” Expertise in a variety of areas and offering customized application of those areas are what RCI attributes its success.
For the adidas Group, RCI used its specialized recruiters, sourcing and screening team, unique email and multi-media campaign as well as a customized ATS system to achieve speedy results. Sharon Menzel, manager on the adidas project says, “Our model offers us the tools to source and screen candidates more quickly. Our ATS makes it simple to track candidates. Our whole approach gives us the competitive advantage,” she said. “The wheels are already in motion.”
According to Lorna Frost, a senior regional credit manager for adidas Group, Menzel and her team “have been spot-on with what we are looking for, which will allow us to pick the best of the best. Without her and RCI, this would have been a far more stressful process and for that I cannot thank (them) enough.”
For information about RCI services and its 8-step approach to hiring, contact us today.
Washington State DOT Selects RCI
- Author: Gisele Matarese
- Posted: December 4, 2007
- Category: News and Events
- Tags: Press Releases, RCI
- Comments: 0
We’re proud to announce that the Washington State Department of Transportation has commissioned RCI to provide professional executive recruitment services for filling some of the management and executive-level positions throughout the state of Washington.
The purpose of this contract is to support the current recruiting staff by increasing access to high-level and qualified candidates and offer retained recruiting services for talent acquisition throughout the state.
We will work to place professionals in approximately 80 positions including transportation engineers, project managers, information technology specialists, maintenance technicians, finance personnel and more. The contract is effective immediately and will continue through December 2009.
If you’re interested in how we can help your organization fill management and executive-level positions, contact us today.
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