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!
3,355 qualified candidates are waiting for you
- Author: Kyle Callahan
- Posted: October 19, 2007
- Category: Recruiting, Sourcing Strategies
- Tags: healthcare recruiting, Press Releases, Print Media
- Comments: 0
Over the last few years, fifteen hospitals have closed their doors in New Jersey. Now, four more are closing, making New Jersey healthcare workers available to move for new jobs out of the state. This is your chance to fill those hard-to-source healthcare positions while providing a new career direction for qualified candidates.
- 820 healthcare workers from Union, NJ
- 635 healthcare workers from Paterson, NJ
- 700 healthcare workers from Westwood, NJ
- 1200 healthcare workers from Bayonne, NJ
To help you take advantage of this unique opportunity, we are partnering with the Newark Star-Ledger to provide out-of-state opportunities to all the workers affected by this recent rash of layoffs. The Healthcare Jobs Nationwide careers section will be published Sunday, October 28, and again on November 4th, 11th, 18th, and 25th.
In case you’re wondering: The closing hospitals are not the only reason these candidates are looking to leave New Jersey. New Jersey has one of the highest costs of living in the US, making relocation a more attractive option than ever. An article in the Star-Ledger reported that “Residents are leaving New Jersey at three times the rate they were five years ago” This could have something to do with high housing costs, or the state’s generally high cost of living, but whatever the reason, people are leaving New Jersey.
And with an ad in the Healthcare Jobs Nationwide careers section, you can make sure that they come to you.
For more information on how your organization can reach these 3,355 qualified healthcare workers, contact us today.
Seek and ye shall find
- Author: Kyle Callahan
- Posted: October 8, 2007
- Category: Recruiting, Sourcing Strategies, Center of Excellence
- Tags: No Tags
- Comments: 1
CEO Mike Moore describes the most effective method for developing a qualified labor pool.
Your Employer Brand: The Bottom Line of Top-of-Mind
- Author: Anna Kassulke
- Posted: September 10, 2007
- Category: Recruiting, Employment Branding
- Tags: No Tags
- Comments: 15
According to recent research, employer branding may be more important for your organization than profits. It lowers recruitment costs, shortens time to fill, retains the right people, and provides your company with a long-term competitive edge. As Nicola Hunt, co-founder of Management-Issues.com, writes, “The value of companies…is more than three times the value quoted on balance sheets, and the difference is to do with the reputation, brand and emotional capital of an organization.”
The point cannot be stressed enough. “Chief executives used to be driven by marketing, sales and financial numbers,” says Simon Barrow, author of The Employer Brand, but “the past three years have seen them realize that the attraction, retention and motivation of their best people has become their number one determinant of performance.”
Further research shows that 49% of American workers indicate that their companies’ brand or image played an important role in their decision to apply for a job at their respective workplace.
With such results, organizations have to ask themselves if they can afford not to focus on their employer brands.
We have said this before, and we will say it again: the most important initiative any company can take, regardless of their industry, is learning how to effectively hire and retain quality employees. And this research demonstrates that branding is a key component of that fundamental initiative.
Some organizations may claim that they’ve never needed to develop a strategic employer brand before, but Watson Wyatt research shows that “the very same models of hiring, developing and retiring employees that worked so well over the past decades could backfire if continued into the next.”
It is time to face the facts. Your company needs to begin the strategic development of its unique employer brand and it needs to begin now. A strategically developed employer brand will not only make your job easier, but it’ll make your organization more successful in the pursuit of its mission.
In Part 2, I’ll explain how you can begin the process of effectively branding your company, but if you don’t want to wait, feel free to explore the Employment Branding services provided by RCI Recruitment Solutions.
Top Five Hiring Mistakes Small Businesses Make
- Author: Amitai Givertz
- Posted: September 3, 2007
- Category: Recruiting
- Tags: No Tags
- Comments: 0
Recruiting by Numbers: Monday, September 3rd, 2007
- Offering candidates uncompetitive compensation.
- Relying strictly on traditional recruiting sources. Knowing where
- Failing to market your company.
- Waiting until someone leaves — or is long gone — to fill critical positions.
- Hiring solely based on job fit, not organization fit.
Source: Gevity
That was the week that was…
- Author: Amitai Givertz
- Posted: September 2, 2007
- Category: Recruiting, Blogging
- Tags: No Tags
- Comments: 1
Week ending August 31, 2007
A round-up from the recruiting industry’s group blogs, portals and individual archives:
John Sumser’s “Take Five” on Recruiting.com:
Monday: Five Jobs Shift Happens: A Changing Workforce in a Changing World
Tuesday: Five with Extra Cheese Background Checks and Social Networks
Wednesday: Five Slices CareerBuilder Adds Facebook App
Thursday: Five Environmentals Employees Are Not Assets
Friday: Five Dongles The HR Blog Power Rankings
“News to Peruse” on The Recruiting Network
Monday: Staffing industry sets employment records
Tuesday: Workplace unfairness costs U.S. employers an estimated $64 billion annually in employee turnover
Wednesday: One mortgage lender, at least, is hiring
Thursday: Staffing industry analysts revises growth forecast downward as economy slows
Friday: Recruiting on campus: Top recruiters in B-Schools survey
“Quote for the Day” on RecruitingBlogs.com
Monday: On social networks and the “reverse domino effect”…
Tuesday: On the ethics and semantics of Search…
Wednesday: On hard lessons about changing education…
Thursday: On HR falling of its seat at the table…
Friday: On new metrics for talent management…
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
That was the week that was…
- Author: Amitai Givertz
- Posted: August 26, 2007
- Category: Recruiting, Blogging
- Tags: Archives, Blogs
- Comments: 0
Week ending August 24, 2007
A round-up from the recruiting industry’s group blogs, portals and individual archives:
John Sumser’s “Take Five” on Recruiting.com:
Monday: Five NewMeedeeo BarcampBlock Shows the True Promise of Web 2.0
Tuesday: Five Things That Don’t Make You Go Hmmmm Facebook debunked
Wednesday: Five Wednesday Wonders Enabling versus Empowering
Thursday: Five European Views Cyber Crooks Crack Monster Codes
Friday: Five Golden Rings Why High Touch Beats High Tech
“News to Peruse” on The Recruiting Network
Monday: Newsrooms axe jobs as newsprint recedes
Tuesday: Blood-letting continues in the financial services industry
Wednesday: Nearly 5 Million go to Job.com in July
Thursday: Independent Recruiters Getting Tooled-up
Friday: Technorati is tracking over 100 million blogs
“Quote for the Day” on RecruitingBlogs.com
Monday: On compensation double standards…
Tuesday: On Murphy’s Law and other systematic complications…
Wednesday: On [not] having a shared vision…
Thursday: On transforming HR…
Friday: On the irony of finding sales talent…
The 10 Pillars of Effective Sourcing
- Author: Amitai Givertz
- Posted: August 24, 2007
- Category: Recruiting, Sourcing Strategies
- Tags: Recruiting by Numbers, Sourcing Strategy
- Comments: 0
Recruiting by Numbers: Friday, August 24th, 2007
- Strategic. All of your sourcing programs must tie to your company’s business strategy and operating plan.
- Sizzling. In order to capture the attention of top people who are “just looking,”
- Segmented. What works for a highly networked millennial won’t for a mid-career boomer.
- SEO’d. Your talent hubs and jobs openings must be found, and that’s where search engine optimization techniques come into play.
- Sequential. While you don’t want to compromise candidate quality or time to fill, there’s no reason to pay more than necessary.
- Substantive. Sourcing without substance is akin to selling smoke and mirrors. You must have real jobs that offer real challenges and real opportunities for growth.
- Systematic. Sourcing needs to be a well-develop business process with metrics.
- Sustained. Sourcing is not an event; it’s an ongoing process.
- Self-generating. There is a hidden talent market that has largely been untouched.
- Sophisticated. You need to be professional every step of the way.
Lou Adler, ERE
Top 10 Employee Recruitment Mistakes
- Author: Amitai Givertz
- Posted: August 22, 2007
- Category: Recruiting
- Tags: No Tags
- Comments: 0
Recruiting by Numbers: Wednesday, August 22nd, 2007
- Failing to look in-house.
- Looking for an exact replica.
- Not explaining the process.
- Not involving your employees in the process.
- Lack of a time frame.
- Paying a lot to an outside recruiter.
- Always using the same source.
- Not having managers and other key people involved in the process.
- Not providing a complete job description.
- Looking for a superhero.
Source: AllBusiness.com
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