Eight Steps to Recruitment Success
- Author: Kyle Callahan
- Posted: January 17, 2008
- Category: Sourcing Strategies, Workforce Planning, Screening and Assessment, Recruitment Solutions, Profiling, Employment Branding
- Tags: No Tags
- Comments: 0
Mike Moore, CEO of RCI Recruitment Solutions, talks about the eight steps to recruitment success.
For more information on how your organization can better implement any or all of these eight steps, contact us today.
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.
What Bob Learned from a Leadership Assessment
- Author: Eric Jackson
- Posted: April 26, 2007
- Category: Recruitment Solutions, Center of Excellence
- Tags: Leadership Training, Performance Management
- Comments: 1
The following is a true story.
A number of years ago, one of Jackson Leadership’s longtime clients asked us to assess one of their “high-potential” leaders who was up for a key new leadership position within the organization. His name was Bob.
Bob was told he had to go to visit with Jackson Leadership for a day to be “assessed.” Later, he told me that he didn’t know what to expect when he first heard this. He knew that we’d worked with his company for several years on assessing and developing their leaders, but didn’t know quite what that meant.
He knew he wanted the job, though, so gladly agreed to visit with us. We put him through an “assessment center.” We sent him some surveys and tests in advance, which measured his personality but also included a 360 survey, where peers, direct reports and bosses gave him feedback on his management style.
We then spent a day with him, when we interviewed him about his background, asked about his career objectives, and posed a number of “behavior-based questions” which asked him to recount specific examples of work situations in which he had to overcome some challenges. We even gave him some new “case studies” to work through, and made him give a couple of presentations to us about the courses of action he was recommending. All in all, the “assessment” gave us — as third-party observers of leadership potential in organizations — a sense of what kind of leader Bob was and what his future potential was; his strengths and weaknesses.
Defining Recruitment Process Outsourcing (RPO)
- Author: Amitai Givertz
- Posted: March 28, 2007
- Category: Talent Management, Recruitment Solutions, Business Matters
- Tags: No Tags
- Comments: 1
There has been a lot of talk lately about RPO being this and RPO being that. CEO Mike Moore lays it all out bringing pie-in-the-sky back down-to-earth:
