A Letter from a Client
- Author: Kyle Callahan
- Posted: March 17, 2009
- Category: Recruiting, Talent Management, Business Matters
- Tags: No Tags
- Comments: 0
We just received this wonderful reference letter from one of our clients, and we thought we’d share it with you. For more information on how RCI can help you with all your talent management and RPO needs, contact us today!
To Whom It May Concern:
I do not know where to begin, as so many positive things come to mind when I think of RCI and the success of our partnership.
I began my search for an RPO by examining five different organizations. I narrowed it quickly down to two. After more diligence it was abundantly obvious that RCI was the way to go. From Mike’s enthusiasm and experience to Sam’s meticulous nature and technological expertise to Teresa’s tenacity and energy, RCI doesn’t miss a beat.
RCI provides a comprehensive service by becoming a true partner and seamless extension of your organization.
I have years of recruitment experience ranging from 3rd party to contract services to in-house models. I was concerned that I wouldn’t find an RPO that truly “got it” and understood the intangibles of successful recruiting. My concern has been put to rest. RCI hits the mark everytime!
By the end of week one, we already conducted 15 successful interviews and converted that into five successful hires! Allow me to remind you that we recruit allied health professionals. This is NO easy task in this industry.
Clearly I can go on and on about RCI and its amazing team! Should you have any questions or would like to speak further, I am happy to oblige. You can reach me at 800.314.2640.
Treat yourself well and have a wonderful day,
Tracy Litt
Manager of Talent Acquisition
AllianceCare
2500 Quantum Lakes Drive #108,
Boynton Beach, FL 33426
Introducing Our Newest Team Member
- Author: Gisele Matarese
- Posted: October 28, 2008
- Category: Business Matters
- Tags: hiring, Press Releases, RCI
- Comments: 0
We are pleased to announce that Traci A. Deveau, formerly the director of business development at Bernard Hodes Group, has joined us as our National Director of Business Development. Ms. Deveau will be responsible for generating new business and new client relationships nationally, increasing our presence in the marketplace.
As an 8-year veteran at Bernard Hodes, Ms. Deveau has developed a reputation for building relationships and recruitment alliances. She is known for her professional networking skills and obtaining key accounts including Universal Studios, Swank Audio Visuals, Scholastic Book Fairs and Jacobs Engineering. She was responsible for generating $1.5 million in new business in Central Florida alone.
Michael Moore, our founder and CEO said, “We are excited that Ms. Deveau has decided to come on board. Her reputation of enthusiasm and vitality is a clear indication that she will fit nicely in our firm. She has impressive experience in obtaining new business, growing revenue and her previous 14-years in human resources provide a great understanding of our client base.”
Ms. Deveau began her career at Bernard Hodes Group in 2000, increasing the company’s market share by 70% by year-end 2004. She quickly became the leading producer in the Southern Region for four straight quarters of 2005. By 2006 she increased media sales revenue to an excess of $2 million. “I feel this opportunity totally compliments my human resources background and industry experience. I’m looking forward to providing a new perspective to RCI while helping to expand the new business efforts nationally,” said Ms. Deveau.
From all of us at RCI, Ms. Deveau…welcome to the team.
Keep Your Eye on the Ball
- Author: Cathy Card
- Posted: September 29, 2008
- Category: News and Events, Business Matters
- Tags: economy, Recruiting
- Comments: 0
Mike Moore, C.E.O. of RCI Recruitment Solutions, talks about the recent turmoil in the marketplace and how it affects recruiting.
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!
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.
Inclusive PTO for Religious Freedom
- Author: Brett Hettrick
- Posted: October 10, 2007
- Category: Employee Retention, Business Matters
- Tags: Employee Retention, holidays, hr, Performance Staffing, pto, religion, work schedule
- Comments: 0
Employers in the United States typically follow the traditional Christian calendar when it comes to offering time-off to their employees. But organizations compete for business in a variety of faith-based and non-faith-based communities, and their time-off calendar should reflect that sense of inclusiveness.
Some employees look for companies that provide an environment congruent with their own faith-based system, while others look for the flexibility to remove themselves from any particular faith-based schedule. How does HR address the needs of a workforce who, in some cases, do not share the faith system the organization has traditionally followed or who choose not to follow the traditions of any faith-based system?
In search of a solution, progressive HR leaders and organizations are expanding their definitions of PTO. These organizations simply add the number of official holidays to the employees’ PTO plan…and then they remove the holidays. Those who want the traditional holiday off can take the day off, but those who don’t observe the holiday are free to come into work if they want. This allows each of the employees in the organization to use PTO time in a manner that is consistent with their own values.
In our work with Performance Staffing, we’ve found this transition is especially easy for those organizations already observing faith-based holidays that fall outside the traditional Christian calendar (not as a replacement for the traditional holidays, but as an addition). These organizations are already predisposed to recognizing the importance of faith-based holidays, and they value the sense of community that arises when the organization respects the PTO needs of all its employees.
If you’re interested in discussing how your organization can transition to an inclusive PTO plan, please don’t hesitate to contact us today.
A Job Well Done
- Author: Kyle Callahan
- Posted: October 5, 2007
- Category: Business Matters
- Tags: No Tags
- Comments: 0
This e-mail was forwarded around the company this week, and I couldn’t be more proud of all my co-workers, so I want to share it with you too.
Many, many thanks to you and the entire RCI staff dedicated to the Staples project. Working with your team was a real pleasure. Your staff not only knows state of the art recruiting practices, they know how to execute them. Whatever needed to be done, the RCI team was there with me to strategize, plan, and deliver.
Selecting an outside vendor to work on a major project is always worrisome. You hope the team personalities will blend, that they will understand your business, and that we will run a successful project. Your team quickly allayed my concerns….you made it EASY to be partners, and we exceeded expectations on very tight delivery schedule! As I reflect back on the project, I realize how fortunate I was to have the RCI team working with me.
I look forward to the opportunity to work with you again in the future.
All the best,
Joanne Wagner,
Sr. Mgr. Corporate Recruitment
Staples, Inc.
Congratulations to everyone involved!
6 Mistakes Entrepreneurs Make Managing Talent
- Author: Amitai Givertz
- Posted: August 31, 2007
- Category: Talent Management, Business Matters
- Tags: No Tags
- Comments: 0
Recruiting by Number: Friday, August 31st, 2007
- Attitude towards employees
- Haphazard hiring process
- No feedback, monitoring and evaluation
- Not communicating the organization’s vision and mission
- No marketing
- Survival mode
Source: Atlantic Canada’s Small Business Blog
20 Tough Interview Questions for Sales Superstars
- Author: Amitai Givertz
- Posted: August 28, 2007
- Category: Recruiting, Screening and Assessment, Business Matters
- Tags: No Tags
- Comments: 0
Recruiting by Numbers: Tuesday, August 28th, 2007
- What are your financial goals? How much money do you want to make this year?
- How do you get past gatekeepers?
- How many prospects do you need to cold call to get an appointment? How many calls do you make each day?
- What’s your philosophy of selling? If you were going to teach me how to sell, what are the top three things I would need to know?
- Lots of sales people say they will cold call during the interview process. Once they get the job, they make calls diligently for the first two months or so, and then stop or get lazy. How do I know that you will keep hitting the phones to land new clients and meet your goals — without my having to nag you?
- How do you keep from burning out?
- What are the steps in the sales process as you define it? How would you estimate the probability of a closed sale at each point in the process?
- What kind of pipeline reporting do you do?
- How will you manage the handing off of projects to technical staff?
- What activities do you carry out, and in what quantities, to generate new clients?
- Would people say that you’re a “closer”? Why?
- How long will you need to land our first new client?
- How do you speed up the sales cycle with a prospect who’s delaying?
- How do you know if a prospect is qualified?
- What part of the sales process is least enjoyable to you?
- Tell me about a time when your boss didn’t think you were performing, and explain how you reacted. Was your boss right? How do you handle conflict and tough feedback?
- I don’t know much about selling, and really don’t like selling at all. But at the same time, I expect results. Help me understand how — or if — we can work together given this state of affairs.
- How should we communicate about the pipeline? What is your experience with creating pipeline reports and sales forecasts, then meeting them?
- Where and how did you learn how to sell?
- Tell me about a time when you were unsuccessful selling, and what happened next?
Andrew Neitlich, SitePoint
10 Rules for Innovators
- Author: Amitai Givertz
- Posted: August 27, 2007
- Category: Business Matters
- Tags: No Tags
- Comments: 0
Recruiting by Numbers: Monday, August 27th, 2007
- Innovation starts with”And”
- Not Just Smart, But Always Focused
- Make Sure You Have the “No But” Critic in the Room
- Build Crappy Prototypes Fast
- Don’t Listen To Customers, Watch Them
- If It’s Right, Change It
- Sell it Like you Play It
- Iterate ‘Till You Drop
- Appoint One Person Bad Cop and Follow Their Command
- Innovation Is About Learning, not Genius
Jeff Hunter, Talentism
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