Progress on the Select 50 Diversity Employers of Choice
- Author: Kyle Callahan
- Posted: March 10, 2010
- Category: Tools and Resources, Sourcing Strategies
- Tags: BestJobsUSA, Diversity and Inclusion
- Comments: 0
BestJobsUSA.com, published by RCI Recruitment Solutions, has been working to promote a steadfast commitment to diversity and inclusion, and last month, we unveiled the 10th annual Select 50 Diversity Employers of Choice.
The Diversity Employer of Choice program drives minority and diversity candidates to employers that focus on improving their hiring strategies by recruiting qualified and talented diversity candidates.
Immediately following BestJobsUSA.com’s selection of these fifty Diversity Employers of Choice, we reached out to over a million of the nation’s top diversity candidates to notify them of the program. As of March 1st, we’ve sent these candidates a range of emails linking them to company profiles and open positions of the Select 50 Diversity Employers of Choice.
We’ve also begun engaging with the members of Facebook and LinkedIn on behalf of the Select 50 Diversity Employers of Choice. Our advertising banners on the social network sites have received hundreds of thousands of impressions, and our CEO, Michael C. Moore, started a Select 50 Diversity Employers of Choice 2010 LinkedIn group to continue the discussion around diversity recruiting.
In addition to our own LinkedIn group, we contacted the leaders of a range of diversity-focused LinkedIn groups, introducing them to the Select 50 Diversity Employers of Choice program and asking them to direct their members to the site.
In short, the 2010 Select 50 Diversity Employers of Choice program continues to be a success for its members.
Candidates now prefer the search engines.
- Author: Kyle Callahan
- Posted: March 5, 2010
- Category: Tools and Resources, Sourcing Strategies, Employment Branding
- Tags: recruitment seo, search engine optimization, seo
- Comments: 0
Every month, candidates conduct over 300 million job searches on Google alone. Compare that to Monster, which only receives about 10 million searches a month [PDF]. If you’re spending money on the job boards, you may be investing your (limited) resources in the wrong place.
Consider looking into Search Engine Optimization for Recruitment. Recruitment SEO is a long-term, comprehensive solution for improving the presence of your recruitment site and job postings within the major search engines (Google, Yahoo!, and Bing), as well as within the major job boards and job aggregators (Indeed, SimplyHired, etc.).
At RCI Recruitment Solutions, we’ve been perfecting SEO since 2003, helping thousands of companies improve their rankings on the search engines, build positive online reputations, and increase the conversion rates of their online properties.
And we can do the same for you.
Find out more at www.rcirs.com/seo.
Hard-to-Fill Doesn’t Have to Mean Hard-to-Find
- Author: Kyle Callahan
- Posted: February 24, 2010
- Category: Tools and Resources, Sourcing Strategies
- Tags: Recruiting 2.0, Sourcing Strategy, Tools and Resources
- Comments: 0
Even in today’s economy, with millions and millions of Americans currently out of work, employers like you are still having a difficult time trying to find just the right individual to fill some of the more specialized positions.
But with RCI Talent Locator and Reverse Posting, you’ll locate even the most difficult to find candidates.
RCI Talent Locator scours the entire Internet—from the main resume databases to the darkest corners of the web—for candidates who match exactly what you need. We can search by geographic location, years of experience, level of education, technical skills, or anything else you desire. Once found, your candidates will receive a customized Reverse Posting that matches your employer brand and drives them to the start of your chosen application process. With Reverse Posting, you’re guaranteed to only receive applications from qualified candidates who are interested in a position with your company.
We’ve found needles in the haystack for hundreds and hundreds of employers, and we can do it for you.
For more information, visit ReversePosting.com today!
10th Annual Select 50 Diversity Employers of Choice
- Author: Gisele Matarese
- Posted: February 19, 2010
- Category: Recruiting, Sourcing Strategies, Employment Branding
- Tags: BestJobsUSA, diversity, Diversity and Inclusion, Diversity Recruitment, Employment Branding, hiring, Internet Media, Press Releases
- Comments: 0
BestJobsUSA.com has unveiled its 10th Annual Select 50 Diversity Employers of Choice with great success and interest from employers and candidates across America.
To become a member of the Select 50 Diversity Employers of Choice, companies must declare their committment to hiring candidates from a diverse range of backgrounds. They make this declaration, not because they want to comply with some law, but because they understand the power of varied perspectives.
In return, members of the Select 50 Diversity Employers of Choice receive a year-long, ready-made, multi-prong strategy to market their recruitment messages to tens of thousands of minority candidates, all of whom are driven back to the members’ corporate profiles and career sites.
We couldn’t be happier to announce this year’s list. For more information, and to read all the profiles, visit the 10th Annual Select 50 Diversity Employers of Choice.
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.
Operation Galveston
- Author: Kyle Callahan
- Posted: November 17, 2008
- Category: Recruiting, Sourcing Strategies
- Tags: No Tags
- Comments: 0
The University of Texas Medical Branch in Galveston, TX has been forced to lay off 3,800 qualified healthcare employees in the wake of Hurricane Ike. Most of the jobs will come from John Sealy Hospital, which is the island’s only hospital. Several of the campuses’ buildings were flooded by up to 8 feet of water, with the hospital’s kitchen, blood bank and radiology department taking the worst damage.
Unfortunately, the Galveston job market cannot handle this influx of healthcare employees, which means that most, if not all, of the 3,800 people included in the layoff will be forced to relocate. To assist in this time of great crisis, we’ve teamed up with The Houston Chronicle to publish recruitment messages from healthcare employers across the nation. If you have any opportunities for this highly trained and highly experienced pool of candidates, now is the time to tell them.
Visit our “Operation: Galveston” web-page for more information.
Mike Moore talks BestJobsUSA.com
- Author: Kyle Callahan
- Posted: September 12, 2008
- Category: News and Events, Recruiting, Tools and Resources, Sourcing Strategies
- Tags: Internet Media, Recruiting, Recruitment Communications
- Comments: 0
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 Storms
- 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 Storms
- 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!
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