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.
A New Face for RCIRS.com
- Author: Kyle Callahan
- Posted: October 9, 2007
- Category: News and Events
- Tags: No Tags
- Comments: 3
Welcome to the new look of Bells & Whistles…and RCIRS.com!
As you can see, the look isn’t radically different from the last one. We’ve changed the colors to make the site feel a little more airy, increased the font size to make reading a little easier on the eyes, and totally redesigned our home page to help new visitors quickly understand what we do, what services and solutions we offer, and then find their way deeper into the site.
With that being said, almost all the recent work focused on the look and feel of the new site, but as the days roll on, we’re going to revisit the content of the site too. And let me tell you, we’ve got big plans for Bells & Whistles as well!
But at the same time, we’re hoping you might be able to help us out. We’re actively looking for ideas on how both the site and the blog can better serve your needs, so if you’ve got some feedback on the site for us…
- Does our content answer your questions?
- Does our design inspire confidence?
- Does our blog reveal enough of who we are?
…please don’t be shy. We’d love to hear what you have to say!
Thanks again, and thanks to all the hard-working people who helped make the new design a reality, including (though not limited to) Yom Chouloute, Faye Moyer, Herb Rich, Cathy Card, and Eric Peterson.
Great work everyone!
[Cue shameless plug]
Oh, and if you like our new look and feel, and want to know if we could help on the design of your organization’s career site, the answer is “Yes!”…Contact us today!
[End shameless plug]
RCI helps chart the course for the Recruiting Roadshow, another milestone in John Sumser’s 14 year journey
- Author: Amitai Givertz
- Posted: August 23, 2007
- Category: News and Events
- Tags: Center of Excellence, Industry, RCI, Training
- Comments: 1
Florida-based talent management consulting and recruiter training organization, partners with industry heavyweights to foster local recruiting networks around the U.S.
Jupiter, Florida – August 23, 2007 – RCI Recruitment Solutions has teamed up with one of the recruiting industry’s most prominent leaders John Sumser, to underwrite and coordinate a series of local events under the newly-created Recruiting Roadshow organization, starting with the Atlanta Recruiting Roadshow on September 25th, 2007.
John Sumser said, “For a very long time, we have behaved as if recruiting were a profession that is practiced identically from setting to setting. The trouble is that the labor market is different from town to town with differing levels of demand, differing levels of supply and deeply differing manners and procedures. While the recruiting industry is globalized, the real labor market is excruciatingly local.” John continued to say, “The goal of each individual Recruiting Roadshow is to cause members of the local recruiting world who may not have easy access to the industry’s network infrastructure to have access to each other.”
Can You Source Healthcare Talent for $53.00 per Lead?
- Author: Amitai Givertz
- Posted: August 14, 2007
- Category: News and Events
- Tags: Center of Excellence, Performance Staffing, Seminars, Sourcing Strategy, Training
- Comments: 0
Back in May, we launched our first online clinic for healthcare recruiting called Self-Service Retained Search.
The concept was pretty simple:
Globetrotting online search and sourcing guru – and one of our RCI Center of Excellence practice leaders I might add — Shally Steckerl hosted a really informative 90-minute session with a handful of healthcare recruiters who had difficult positions to recruit for: speech language pathologists in rural communities, Director-level Neurological Nursing professionals in Middle-America, bilingual pharmacists in the southeast, physical therapists in “where!” – you know, the kind of jobs that seem impossible to source for.
We made a simple proposal, rather than commit to paying an upfront fee for a retained search or running ads for these positions, a limited number of recruiters could log on for a practical step-by-step tutorial, that walked them through some advanced deep web mining techniques which resulted in actual leads and resumes for the positions being recruited for. These leads included everything from contact information and work history to the physical location of similar sources actually plotted out on a map!
Each participating employer could bring as many people to the event as they could comfortably accommodate around the table. The cost of the clinic was $1590.00 which in some cases worked out to around $53.00 per lead. What’s more, if any of the participating members didn’t think the session was worth every penny, they could have the price of admission refunded in full.
Well, no one asked for their money back and we don’t expect any of those attending the next clinic on Thursday, August 30th at 1:30 EST to ask for their money back either.
What are you going to be doing on August 30th? Do you want to be one of the organizations submitting your impossible-to-source reqs? If so, contact me to submit your positions ahead of time and start recruiting immediately once the session is done. Most importantly, you’ll know how to do it for the impossible-to-source positions in the future .
Cost: $1590.00 per position submitted for sourcing/lead-generation. Want some?
Healthcare Recruiter, Are You Ready to Go-Go?
- Author: Amitai Givertz
- Posted: June 20, 2007
- Category: News and Events, Recruiting
- Tags: Print Media, Sourcing Strategy, USA TODAY
- Comments: 0
The cost of recruiting nursing, physical therapy, imaging and other hard-to-source healthcare talent has gone through the roof. One reason is the inflationary cost of recruitment advertising and the lack of responsiveness from an audience of mostly passive candidates. Another reason – believe it or not – is the cost of aviation fuel and the price of room and board.
For example, to travel from Denver to North Florida and then to Los Angeles stopping off at Chicago is not inexpensive. Of course that assumes 14-days advance notice. You are packed aren’t you?
Even so, networking and connecting with the country’s leading professionals as they meet at their annual shindigs may net you more candidates than just sitting at home and hoping the ad in Sunday’s paper generates some more paper on Monday morning.
A case in point: consider the upcoming events in each of the above cities respectively:
- Annual Conference of the American Physical Therapy Association
- 2007 Convention of the Association of Women’s Health, Obstetric and Neonatal Nurses
- 11th Annual Meeting of the Clinical Magnetic Resonance Society, and/or
- The American Academy of Nurse Practitioners Annual Conference
As a healthcare recruiter, it is never easy being in the right place at the right time with the right people, when so many airports, hotels and unfamiliar cities are involved. Unless, of course, you happen to be a high-profile USA TODAY recruitment ad published in each of the host cities where our bannered feature for healthcare will be appearing, timed to coincide with each of these events.
Recruiting passive candidates under the best of circumstances is often tiring. Try getting through security at four major airports in as many days with a full day of recruiting in between, and you’ll have to admit the virtues of targeted print over cross-country trekking are irrefutable. Some of the markets for this advertising opportunity are looking a little tight for space. Don’t fly standby if you really don’t have to.
Contact me for availability in the markets of your choice — 25 advertising print markets to pick from — deadline information and space reservations, or email me if you prefer.
Hey, if you pay with a credit card and get frequent flyer miles for next year’s recruitment travel you’ll be killing two birds with one stone!
TGIF
- Author: Amitai Givertz
- Posted: June 15, 2007
- Category: News and Events, Recruiting, Business Matters
- Tags: Center of Excellence, Performance Management, STREAMline Training, Training
- Comments: 0
Let’s play a game. Which of the following is the odd man out?
Engineering Manager, VP of Administration, Hiring Manager or Production Supervisor; CFO, Plant Manager or Director of Nursing?
If you picked “Hiring Manager,” good job! No, not because in most instances the term “hiring manager” suggests a task and not a function but because hiring managers – in most cases at least – are not measured or held accountable for recruiting outcomes in the same way as a recruiter is. Of course, there are exceptions. There always are.
I’ve said before, recruiting is not an easy job even though great recruiters make it look that way. Assuming the recruiters “most obvious” job has been flawlessly executed we could expect that the sourcing and screening and selling of the job have resulted in a good stable of well-qualified, interested and engaged candidates for the hiring managers to play their own game of odd man out.
Here’s the reality. Unfortunately, very few hiring managers know much about selection or what it takes to interview a candidate and assess how good a job the recruiter has done in producing candidates. Most hiring managers do not understand how to asses a candidate against critical success factors like organizational fit, competency levels and potential, personal motivations and so on.
The problem with interview training for hiring managers is that whatever they learn they forget just as quickly. What they don’t forget they don’t apply. Yes, yes, there are exceptions but those simply prove the rule! Better yet, recruiter training that addresses these things and enables them to properly manage hiring managers and the selection process is likely to produce much better long-term results.
On Tuesday, June 26th we will be sharing some new approaches to dealing with this reality and sharing some techniques for actually changing it. Our STREAMline Recruiter Training Boot Camp and program primer will be held at the Marriott Perimeter Center, Atlanta, GA nd I would like to invite you to join me there.
Will you?
How to Build a Candidate Profile the “Easy” Way
- Author: Amitai Givertz
- Posted: June 12, 2007
- Category: News and Events, Recruiting, Business Matters
- Tags: No Tags
- Comments: 2
Recruiting is not an easy job. Anyone who tells you it is either hasn’t been a recruiter before or is trying to recruit entry level recruiters.
That is not to say that that there aren’t some fantastic recruiters who are flawless in their execution because there are. There are a lot of fantastic recruiters and I think that is part of the problem.
Consider this: If the better a recruiter becomes the easier recruiting looks, could it be that when people say “recruiting is easy” what they really mean I want to work with good recruiters only? I know it could be a stretch but how many people do you know that want to work with a “bad” recruiter or a recruiter that makes it all look like such a grind?
Managing perceptions is just one element of being able to establish a solid recruiting practice. Realistically managing the expectation of hiring managers and clients is another. If you think those things are hard – either for yourself, your team and/or your organization – then how would you feel if you could make those things look easy? How would you like to discover the possibilities of being “fantastic?”
Top Jobs in Banking & Finance: Special Recruitment Feature for Accountants
- Author: Amitai Givertz
- Posted: June 11, 2007
- Category: News and Events, Recruiting
- Tags: No Tags
- Comments: 4
For those in-the-know it comes as no shock to learn that the number of qualified accounting candidates actively looking for new opportunities is shrinking while the number of employers that are actively looking to recruit them is growing. That’s just the way it is.
Even for the best-resourced recruiters this situation creates a number of challenges that are not easily overcome with ads, postings and other tactics. In fact, tactics designed to woo active candidates are not only relatively expensive but frequently fail to generate the desired resullts because the biggest pool of potential talent is passive, simply not looking.
Also, consider this: For firms and corporations that anticipate an ongoing need there really is no alternative to a fully integrated and strategic recruitment plan that leverages employment branding, effective networking, recruitment communications and retention programming.
And for those with occasional needs being in the right place at the right time now has more to do with who you know and how easily you can access them than it has anything to do with the timing and placement of recruitment advertising. Sorry, that’s just the way it is. Really.
Short term solutions to these challenges are never easy especially when candidates are so few and far between. So when an opportunity to reach highly qualified passive candidates “at the right place and the right time” presents itself it has to be worth evaluating against what you’ve been doing and what you have planned.
Are You Getting Paid What you’re Worth for Recruiting Pharmacists and PTs?
- Author: Amitai Givertz
- Posted: May 25, 2007
- Category: News and Events
- Tags: No Tags
- Comments: 1
Here is the simple truth:
If you are recruiting nurses, pharmacists or physical therapists you know that you have any number of legitimate reasons to weep. But really, who cares? We are measured by results not excuses.
Getting qualified candidates who you can engage in the recruiting process is expensive. Look at your own cost-per-hire. Sometimes it seems to take forever. Look at your time-to-fill metrics. Regardless, however good you are it is virtually impossible to maintain staffing levels. It’s the truth and you know it.
Recruiting success varies form market to market and from provider to provider. But it doesn’t matter what level of competency you have reached staying competitive as a recruiter in healthcare is a struggle for most. True or not?
The only sure-fired way to guarantee you’ll get a hire is by using a retained search firm and paying the full contract-fee. Everything else is a gamble.
The reason why retained search is so rarely used for nursing and allied health is because the expense can be outrageous. At 25 – 35 percent of the first years salary — rarely with any guarantees beyond the first 120-days of employment — what would it cost to hire five nurses? Two PTs, a pharmacist? What would it cost to replace them?
Another reason healthcare employers reject retained search is they cannot give up control of their recruiting function to a “mercenary operation” of hired-guns. And what then to do with our own recruiting staff? Fire them?
For freelance healthcare recruiters who do have the corner on retained search — or equivalent — they are modern day bounty-hunters. They are earning small fortunes. As an employer and given the choice which suits you better: paying for a hired-gun or running your own team of top-gun recruiters? Paying for retained search or doing it yourself?
Next Page »
