Mike Moore on Sourcing
- Author: Cathy Card
- Posted: May 23, 2008
- Category: Sourcing Strategies
- Tags: No Tags
- Comments: 0
Mike Moore, CEO of RCI Recruitment Solutions, speaks about Sourcing, the fourth of eight steps to achieving recruitment success.
To view more of our videos, visit RecruitmentSolutions on YouTube.
Tip of the Week: Boomerang Programs
- Author: Melody Orth
- Posted: May 15, 2008
- Category: Sourcing Strategies
- Tags: Employee Retention, Sourcing Strategy, Tools and Resources
- Comments: 0
When it comes to Boomerang programs, they yield a pretty darn good ROI. Why? Well it’s simple – literally. Boomerang programs cost very little to implement and there is usually no expense in the “getting to know you” phase of recruiting a candidate.
Boomerangs make great hires for many reasons, such as knowing competitors’ strengths and weaknesses, possessing new and improved skills, and their existing knowledge about your company.
Many may think that hiring a boomerang is like bringing back a traitor – somebody who jumped ship and is not worthy to return. Well not so . . . in this day and age, loyalty to any one organization is almost unheard of. If a valuable employee leaves for a better offer, maybe we need to look at implementing a better retention program . . . but that is a conversation for another day.
Back to Boomerangs.
If you are looking for a fast, low fail way to recruit candidates that have EXACTLY what you are looking for, then a Boomerang program is just what you need. But you don’t want to extend the program to EVERY former employee that left the company. If somebody was fired or forced out, they are not a good candidate for a program like this. You want to target the top performers who left voluntarily and on good terms; former employees who retired and maybe have found that retirement is not all it’s cracked up to be; and even candidates that didn’t accept an offer elsewhere.
There are many companies that are doing Boomerang programs and doing them right – for instance, Deloitte & Touche has made as many as one-third of all new hires from their boomerang program.
For more information and to discuss how a Boomerang Program can fit into your overall Recruitment strategy, and to give you a much better ROI and reduce your cost-per-hire, contact us today, or give me a call (561) 277-1259.
Tip of the Week: Text messaging
- Author: Melody Orth
- Posted: May 1, 2008
- Category: Sourcing Strategies
- Tags: No Tags
- Comments: 1
Texting is everywhere and everybody is doing it – it’s fast taking the place of email communications that GenXers like myself prefer, and hey, it’s even replacing the simple phone call. Companies that are still heavily relying on print advertising and on Internet postings and/or resume searches are missing out on a whole audience and thousands of potential candidates. In this century, recruitment strategies need to incorporate more than the traditional – and text messaging is just scratching the surface.
Much like a company URL has become standard in all recruitment communications, a text message can also be incorporated, such as, “For more information on this position, text Engineers to 12345.” By opting in for the information, the potential candidate has now created an environment for you to begin communicating with him or her. BUT more importantly, you are now creating a database of candidates for further networking.
The message back should be simple and to the point – a link that directs them to more detailed information. But keep one thing in mind – texting should be used as part of a proactive, not a reactive, initiative; nevertheless, it should be used to cast a larger net.
For more information and to discuss how text messaging can fit into your overall recruitment strategy, give me a call: (561) 277-1259, or contact us today!
Find Better Candidates While Saving Time and Money
- Author: Kyle Callahan
- Posted: March 12, 2008
- Category: Sourcing Strategies
- Tags: Press Releases, Seminars, Sourcing Strategy
- Comments: 0
Consultants often tell their clients, “Better. Faster. Cheaper. You can only pick two.”
But every year, we help thousands of companies find the right candidates for their open positions, and we do it faster, better, and cheaper than anyone else in the marketplace. We know that sounds impossible, but in 2007 alone, we helped 2,600 companies increase the quality of their candidates at the same time as they reduced their cost per hire and decreased their time to fill.
It sounds like magic, but it’s not. It’s simply what we do. The question is: how?
When you register for our FREE, 30-minute webinar, you’ll go behind the curtain and see why we’re able to find more passive and active candidates at a fraction of the cost and in a fraction of the time. We’ll show you why —- when it comes to finding the candidates you need, the candidates you want -— RCI Recruitment Solutions has the magic touch.
Space is limited, so register now.
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.
Recruiting Veterans, Retirees, and Transitioning Military
- Author: Kyle Callahan
- Posted: November 7, 2007
- Category: Sourcing Strategies
- Tags: No Tags
- Comments: 0
We all know the benefits of hiring those who have served in the military. Their work ethic outpaces the average candidate; their leadership skills soar well beyond most college graduates; and from the first, they understand the value of teamwork. When you add on the fact that their physical health often reduces the costs for health-care claims and lost workdays due to illness, the decision to recruit a military veteran returns tremendous dividends.
The big question is: How do you reach them?
With distribution to U.S. and international military bases, USA TODAY gives you access to these superior candidates (not to mention the five-million other readers), and on Sunday, November 9th, USA TODAY will run a special bannered recruitment feature entitled, “Careers for Veterans, Retirees, and Transitioning Military.” All those highly-trained eyes could be on your opportunity.
Your package will include:
- Your open position in the USA TODAY newspaper weekend edition (Friday - Sunday)
- Your online promotion in the Marketplace section of USATODAY.com for 7 days
- And for 60 days, in the area of your choice, an online promotion at the award-winning BestJobsUSA.com
Careers for Veterans, Retirees, and Transitioning Military
Print Market: National and Regional
Issue Date: Friday-Sunday, November 9-11, 2007
Deadline Date: Wednesday, November 7, 2007
Special Focus: Veterans Day
Take advantage of this targeted recruitment campaign by calling (561) 277-1212 or contacting us today!.
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.
It’s Time to Kill the Diversity Ad
- Author: Eric Peterson
- Posted: October 18, 2007
- Category: Sourcing Strategies, Employment Branding
- Tags: No Tags
- Comments: 4
Having served as the Creative Director for RCI Recruitment Solutions since 1991, the five words I have come to dread most are “We need a diversity ad.” I have nothing against diversity, mind you; to the contrary, I acknowledge the strength that an inclusive organization gains by filling its corridors with people of various backgrounds, experience and perspectives. And let’s not forget that equal opportunity is the law. But what bothers me is how companies approach the opportunity to address a minority audience.
For one, a company seeking a diversity ad will often insist that the headline screams “DIVERSITY!”; for example, “From diversity comes strength.” But as I mentioned above, it’s unlawful to discriminate during the hiring process, so a headline that screams diversity doesn’t do anything but tell the audience that your organization is a law-abiding equal opportunity employer. Does that support your employer brand? It boggles my mind that companies would invest hundreds of hours and thousands of dollars to uncover and develop just the right employer brand, only to run from it in a diversity campaign. Diversity may very well be an important pillar of your employer brand, but is it the heart of your employer brand? If it is, then I suggest you’re not showing how your organization differs from the millions of other law-abiding employers.
Also, when a company requests a visual representation in their diversity ad, I typically get one of two edicts handed to me. It’s either, “Give me a photo showing a group of people from every imaginable race, gender, height, weight and shoe size,” or “We’re placing the ad in Black EOE Journal. I want a photo of a black person.” The first edict is, in my opinion, a surefire way to water down the impact of any ad. In this day and age, it’s all about me, not all about us. As the old advertising adage goes: When you try to appeal to everyone, you end up appealing to no one.
The second edict sticks further in my craw. Does including a photo of a black person (to follow the example) make the black audience feel more comfortable? Let’s face it: When it comes time for the interview, the candidate is going to find out real quick whether your organization is diverse. Will he or she see a company that is not all black, not all white, and not all Asian? Hopefully, what the candidate will see is simply the best darn people for the job. If a black candidate can’t get past the fact that a Hispanic woman is featured in your ad, then how well is she/he going assimilate into your (hopefully) diverse environment?
A diversity ad cannot be about patronization. Organizational diversity isn’t something that can be claimed in an ad. It must be demonstrated through experience and promoted through reputation. A company needs to have faith in the competitive advantages of its employment offering and be confident that those advantages transcend race, gender, height, weight and shoe size.
What organizations need to understand is that diversity campaigns are not about the types of ads they run. Diversity campaigns are, purely and simply, about media plans. You need to find a diverse audience and steadfastly communicate to them the qualities that make your organization a special place to work—not just for minorities, but for everyone who possesses the skill sets, experiences, and personal characteristics that make candidates a “right fit” for your organization.
Call me an idealist, but I believe a campaign based on a diversity-screaming headline and the race of the people in the photo only serves to prolong our obsession with the outer shell. The concept of diversity gains strength from referencing not ethnicity or gender, but a healthy variety of ideologies, perspectives and experiences. Until the day comes when companies and candidates alike can stop focusing on the outer shell, we will never truly focus on the value and relevance of the content within. We will never make Equal Opportunity Employer mean “we hire the best darn person for the job. Period.”
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.
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
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