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!
