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 Orth
- Posted: July 31, 2008
- Category: Recruitment Communications
- Tags: Internet Media, Recruiting, Recruitment Communications, surveys
- 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: Employment Branding, Profiling
- 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: Media, Print Media, USA TODAY
- 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.
Nurse Recruiting from Nurses Week to Memorial Day and Beyond, It’s Mind-numbing
- Author: Amitai Givertz
- Posted: May 8, 2007
- Category: Recruitment Communications, Sourcing Strategies
- Tags: No Tags
- Comments: 2
I read an article that lamented the media coverage and universal outrage surrounding the recent murder of 32 students at Virginia Tech compared to the passing interest that the daily killings of American servicemen and women now generate in the press and consciousness of the American public. I guess asking why flags are flown at half-mast for slain students and not for fallen heroes is a perfectly legitimate question although the answer is never easy to tease out in any forum, let alone in a post like this one, already on a slippery slope.
It seems to me that the incessant reporting, discussion and introspection about the U.S. nursing shortage has caused a similar lack of public — and sometimes professional — acuity until of course, the problem gets shoved right up in your face.
For example, for critical care nursing it came in the form of a recent Journal of Advanced Nursing paper titled, Impact of Hospital Nursing Care on 30-day Mortality for Acute Medical Patients. The research examined structures and processes of hospital care influencing 30-day mortality for acute medical patients, proposing the structures and processes of nursing care have an impact on patient death or survival. Among the mind-numbing facts and figures mentioned:
A ten per cent increase in the proportion of Registered Nurses employed was associated with six fewer deaths per 1000 discharged patients.
The death rate also went down by nine per 1000 discharged patients when the number of Baccalaureate-prepared (university graduate rather than diploma qualified) nurses went up by ten per cent.
A ten per cent increase in adequate staffing and resources (as reported by nurses) were associated with 17 fewer deaths per 1,000 discharged patients.
Hmmm. For some unfortunate family the nursing shortage came into sharp focus when a sole nurse assigned to monitor 10 patients said she did not hear her patient’s heart attack alarm sounding because she was attending to another patient in distress. It happens.
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