Reverse Posting by the Numbers
- Author: Kyle Callahan
- Posted: October 27, 2009
- Category: Recruitment Communications, Tools and Resources, Sourcing Strategies
- Tags: No Tags
- Comments: 0
A few weeks ago, we launched ReversePosting.com to promote a sourcing method that flips the traditional concept of recruitment advertising on its head.
If you want to know more about what Reverse Posting is and how it works, head over to the web site. But right now, I’d like to share some numbers from a recent project that gives insight into why we say that Reverse Posting works.
First, some background.
The customer for this particular project makes things like soft-drink mixes, frozen juice bars, gelatins and puddings…you know, “fun foods.” They had an opening for a bilingual Quality Assurance Specialist working the third shift at a plant about 50 miles west of Chicago. And they wanted us to help them find their candidates.
Now, as you may or may not know (if you don’t, go to the web site), Reverse Posting is a three-step process. First, we use our proprietary search technology (RCI Talent Locator) to scour the Internet (not just job boards) for resumes that match the customer’s exact requirements, including geographic location, which in this case, meant western Chicago.
Once Talent Locator finds them, we send the candidates a custom-designed email that matches the customer’s employment brand and promotes the specific career opportunity. The call-to-action sends the candidate directly to the customer’s web site, recruiter, or hiring manager to start the application process.
So, back to the fun-food company. For this particular project, Talent Locator found close to 1,150 QA Specialists who both lived in the area of western Chicago and were bilingual.
Of course, not all of those QA Specialists wanted a new job, so when they saw a subject line notifying them that our customer was hiring, not all of them bothered to open it. This is a good thing. The potential candidates have begun to screen themselves from the process.
Now, the subject line did intrigue about 25% of them, which means the number of QA Specialists at least nominally interested in a job with our customer still hovered in the range of 270 people. Now came the tough part. How many of these bilingual candidates wanted to work a third shift?
The answer: about 80 of them. And that’s exactly how many applicants our customer received. Earlier this week, our customer sent us an email, telling us they’ve scheduled interviews with four candidates, and that they have a few others they’re considering, if the interviews don’t work out.
So, in just about two weeks time, our customer received a significant number of qualified candidates for a bilingual, third-shift position in a food-production plant 50 miles outside of Chicago.
That’s what Reverse Posting does. It works.
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!
Improve Your Job Postings
- Author: Melody Storms
- Posted: July 31, 2008
- Category: Recruitment Communications
- Tags: No Tags
- Comments: 0
We’re in the middle of conducting a survey that asks recruiters if they think job postings are really effective. The results are still coming in, but the commonalities are already starting to emerge. The majority of respondents tell us they’re posting the same opening three to five times across the web. They also spend at least six hours a week posting jobs. Unfortunately, they’re getting poor to moderate responses in both quality and quantity, and they’re spending a significant amount of money to get those poor results.
There may be a dozen reasons why most of your postings fail to achieve the desired result, but the most probable is that your posting simply fails to differentiate your offering from the thousands of opportunities that are just one click away. And it’s not just the way you write the job description and skills requirements. It’s also in the heading you use to advertise the posting, the short headline that the candidates see in the list of search results. If you don’t get them on the search results page, they won’t ever see how clever and earnest you are in your posting.
If you are spending six hours a week spreading job postings that only get tepid results, contact us today, and we’ll show you how we can increase your ROI and improve the quality and quantity of your responses. We’ve done it for thousands of companies, and we can do it for yours.
Get a Life!
- Author: Amitai Givertz
- Posted: August 24, 2007
- Category: Recruitment Communications, That's Life, Business Matters
- Tags: Recruiting 2.0
- Comments: 0
I’ve learned a lot from Dave Lefkow over the years. But when it comes to recruiting in a virtual world like Second Life, I just don’t get it. It must be a Boomer thing.
Hopes, Dreams and Realities of Sourcing on the Internet: Basic Lessons Learned
- Author: Anna Kassulke
- Posted: August 17, 2007
- Category: Recruitment Communications, Sourcing Strategies
- Tags: Case Studies, Internet Media, Recruitment Communications
- Comments: 0
In Part One we discussed the role of the internet on sourcing, in Part Two I discussed sourcing and website strategy. To wrap up this series of posts, a couple of specific examples of how you could use the internet to your advantage.
In April 2006, Apple Computer published an interview with an employee named Dan on their career site. Dan tells us what day-to-day life is like as an Apple Store employee, outlines his most interesting project, compares his experience with other companies he has worked for, talks about the pride that being an Apple employee instills in him. Dan says, ‘the teams I’ve been associated with at Apple are, by far, the most talented, inspiring, eclectic mix of people one could have the privilege of working with.’ What more could Apple need for their website and their brand than human interest stories that delight visitors and praise the company at the same time?
You could also include some information about the location and its attractions. The Eastman Kodak careers pages talk about ‘living, working, and having fun at Kodak.’ ‘Work is just part of the picture at Kodak,’ they say. ‘Most of our office and manufacturing space is in or around bustling downtown Rochester, New York. Working at Kodak in Rochester means you get front row seats to quite a bit of business unit activity.’ The page includes photographs of corporate headquarters and fun-loving employees from different backgrounds. Their overall message is: ‘You can enjoy work and life in and outside the office.’ In this way, Kodak speaks to people about their location and environment.
However, do not link to an external site to do this. Although Vince Ryan suggests that you utilize ‘as many hypertext links as possible to other sites and relevant corporate site pages,’ if someone follows a link away from your site, nothing guarantees their return. You do not want to send your potential candidates somewhere else! We believe that your employment page should be as ’sticky’ as possible. Include details of employment benefits, your organization’s vision, relevant and incisive news, white papers, perhaps even games. Offer opportunities for people to provide feedback. Hold online surveys. Track applicants, perhaps by asking them to register in a pop-up. In this way you can monitor traffic, compile raw data (for your talent pool), and determine how many hires you have actually made from this resource that operates 24/7 - without you being there.
Ten Simple Tips to Make a Great Recruiting Website
- Author: Amitai Givertz
- Posted: July 18, 2007
- Category: Recruiting, Recruitment Communications
- Tags: No Tags
- Comments: 5
Recruiting by Numbers: Wednesday, July 18th, 2007
- Use a simple navigation scheme.
- Put a prominent link to the recruiting site on the homepage.
- Use pleasing and simple design. Sites that are simple and pleasing to the eye leave a positive impression and invite usage.
- Give candidates the basic information they need.
- Write compelling job descriptions. Half of experienced, professional-level candidates say that job listings are very influential in their decision to pursue a job with a specific company.
- Tell candidates what they really want to know
- Provide an online application.
- Offer candidates a personal touch.
- Think about the impression you leave with ALL visitors to the site.
- Make your case.
Source: WetFeet
Job Branding: Getting Beyond Blah
- Author: Anna Kassulke
- Posted: June 5, 2007
- Category: Recruitment Communications, Employment Branding
- Tags: No Tags
- Comments: 0
Completing a two part series:
In Beyond Ads, Postings and Job Descriptions we started by suggesting that employer branding is at the core of all recruitment communications with a call to action for realistic, accurate branding that will give your organization an edge when it comes to attracting the right talent for your organization. Building on that then…
Employer branding communication travels along three conduits: one, from management to all employees; two, from employees to their informal networks; and three from the organization to the outside world (including the talent it seeks to attract).
Your employment branding travels along each of these communication pipelines, so the messages that reflect job branding at a tactical level must be crystal clear.
Management must speak honestly to its employees, who will in turn speak honestly to people they know. Your branding should be honest and fresh, and appeal to the right people outside. Honesty is critical, as critical as the communication itself.
Just how honed are your branding and communication strategies? If you have uncovered your employer brand, then it is up to you to ensure that it is disseminated internally and externally so that your organization is the first on everyone’s lips as an employer of choice.
How? Break out of the traditional molds.
Job Branding: Beyond Ads, Postings and Job Descriptions
- Author: Anna Kassulke
- Posted: June 4, 2007
- Category: Recruitment Communications, Employment Branding
- Tags: No Tags
- Comments: 0
Part one in a two part series:
Employer branding does not stop with identifying your organization’s DNA. It marks the beginning of an ongoing communication process, with employees and potential employees.
A recent survey of 600 employees found that an organization’s reputation as an employer is important in a candidate’s decision to work for them in 9 out of 10 cases.
- 86 percent would not work for an organization with a bad reputation, even if they offered more financial incentives than one with a good reputation.
- 61 percent said they would not work for a company whose vision, values and culture did not match theirs.
- 23 percent said they would resign if the organization did not stick to its culture or branding
- To sustain an organization’s culture and branding with existing constituents, communication, professional development, employee involvement, management style and a consistent image demand continual vigilance.
This research clearly shows that clear, honest communication with all employees is vital, and yet many organizations neglect this.
UK-based Personnel Today surveyed people who drove the recruitment processes in their organizations. 95% of them believed that branding is important, and 80% said that it will become more so. And yet less than a quarter of them were given the responsibility of employer branding. Nowadays it is critical that HR is viewed as a strategic partner; it should be responsible for branding, as branding heavily impacts the bottom line.
It is time to act now, because realistic, accurate branding will give your company the edge when it comes to hooking and keeping the right talent for your organization. Let’s assume you’ve done your employer branding; now is the time to implement it and measure the results.
Tick…tick…boom(ers)
- Author: Amitai Givertz
- Posted: May 25, 2007
- Category: Recruitment Communications, Employment Branding
- Tags: Recruitment Communications, USNews & World Report
- Comments: 0
In this article Planning for Tomorrow Today the issue of aging boomers in the workforce – specifically the healthcare industry – is detailed. One quote stands out:
“A recent report by the U.S. Government Accounting Office shows that most employers have taken little action to prepare for the demographic transition that will come when their baby boom employees retire.”
As detailed in previous posts here and here, the hiring of qualified healthcare professionals can be a daunting task – even for the most seasoned HR professionals. Add to that the fact that many of the nations’ soon-to-retire boomers are in the healthcare field, and the task becomes even more difficult.
As stated in the article, U.S.News & World Report’s America’s Best Hospitals ranked NewYork-Presbyterian Hospital should be considered as a model of an organization that has the tools in place to survive in an ever-tightening job market. What is your organization doing to ensure a fully-staffed future? Here’s an idea…
It’s important to look beyond immediate staffing needs and focus on long-term recruitment and retention strategies; and by utilizing effective employer branding, you will create a strategy that works both now and in the future.
USA TODAY Remains Top-Selling Newspaper in the United States
- Author: Amitai Givertz
- Posted: May 14, 2007
- Category: Recruitment Communications, Business Matters
- Tags: No Tags
- Comments: 1
There have been a number of reports recently that have piqued my interest. As it relates to recruitment advertising and old-media in particular:
It goes without saying that Rupert Murdoch’s recent overtures to buy the Dow Jones & Company for around $5 billion will come as no surprise to those who have watched the Digger’s decades-long strategic expansionism, picking up some interesting morsels along the way.
In this case one suspects that the object of Rupert Murdoch’s desires is the Wall Street Journal. This would be consistent with his strong sense for chum in the water — see the Wall Street Journal’s circulation numbers below — and his taste for gaffing the occasional trophy.
Also of note, Microsoft has bought a 4 percent slither of CareerBuilder for an undisclosed price which includes, no doubt, unlimited job postings. This leaves Gannett who publish USA TODAY — one of RCI’s recruitment media partners — with a little over 40 percent of the CareerBuilder pie the rest owned by Tribune and McClatchy. Under the radar, the more newsworthy item I think is that Microsoft’s MSN and CareerBuilder said they have also extended their partnership for job board distribution. This makes CareerBuilder the exclusive job board supplier for MSN Careers in the U.S. with CareerBuilder paying MSN up to $443 million over the next seven years, based on the traffic MSN delivers.
Next Page »
