Trying To Do Our Part
- Author: Kyle Callahan
- Posted: November 24, 2008
- Category: Recruitment Solutions
- Tags: economy, hiring, lay offs, RCI, Recruiting
- Comments: 0
TIME Magazine recently explained Why Unemployment Could Be Worse This Time:
Unlike other economists, [Thomas Lam, an economist who tracks the U.S. economy at the Singapore-based United Overseas Bank] looks beyond the total jobless number to something called employment flow, which tracks the numbers of people moving from the ranks of those receiving a regular paycheck to those who aren’t and vice versa. What Lam has found is disturbing. Currently, people out of work have just a 22% chance of landing a new job within the next month. That already makes this a worse market for job seekers than at any time during the downturns of the early 2000s or 1990s, which is as far back as Lam’s data goes. And remember, we haven’t got to [the projected 8% of unemployment] yet.
This is why, at RCI, we’re trying create opportunities for companies to directly target those workers who have been recently laid off. While it is true that more and more employers are in a hiring freeze, it is also true that hundreds and hundreds of companies are not. Regardless of the slow down in the economy, there is still work that needs to be done.
If you’re a healthcare employer who has openings in any area, take a look at our Virtual Job Fair: Healthcare. We’re working with regional newspapers and unemployment offices to present recruitment messages to the thousands of experienced and certified healthcare workers who’ve been effected by recent hospital closings in Birmingham, Galveston, Detroit, Oklahoma, and Southern California. These are workers who’ll most likely have to relocate to continue their careers. If you’re hiring, we can put your message in front of these candidates.
If you’re a retail employer, you might want to take advantage of the Retail Supplement we’re adding to the Employment Review outplacement magazine, which gets distribution at job fairs and unemployment agencies, and in the HR offices of the companies that are laying off.
If you’re hiring for C-level professionals, or financial professionals, or marketing, supply chain, engineering and ALL other top professionals, then take a look at our special bannered-section in the Wall Street Journal, which will promote your recruitment message to a pool of highly talented individuals who are exploring new career options for the first time in years.
There are multiple options for all of these packages, and they all include postings on our award-winning career site, BestJobsUSA.com, which we recently re-launched with a completely updated design.
And that’s not all we’ve got planned for this crisis. In the coming weeks, we’ll start promoting a special seminar to give job seekers the competitive edge they’ll need to find the right job in a down economy.
For information on any of these opportunities, call (561) 277-1202, or use this web-form to contact us today.
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:
