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!
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.
Top 50 HR Blogs
- Author: Kyle Callahan
- Posted: November 10, 2008
- Category: Tools and Resources
- Tags: Blogs, Internet Media
- Comments: 0
From Business Schools Directory’s People Persons: Top 50 HR Blogs:
“The field of Human Resources is an important one to any company. As the liaison between the employees and upper management, the HR department is often responsible for making sure hiring, communication, relations, motivation, and more are operating smoothly. As with any good manager or HR professional, you probably want to find out the latest trends, advice, and suggestions for ways to ensure your HR department is working as well as it can. The following blogs offer the wisdom that comes with experience, so take advantage of this opportunity to expand what you know.”
Click over to bschool.com to see the list.
Update: 11/11/08: Apparently, the “bschool.com” domain has been suspended for billing reasons. In the meantime, you can visit TopRecruitingBlogs.com.
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
Survey Says…
- Author: Melody Storms
- Posted: July 8, 2008
- Category: Tools and Resources
- Tags: Applicant Tracking, Employee Retention, Recruiting, surveys
- Comments: 0
While our decades in the talent management industry give us a unique understanding of the challenges faced by employers, we are constantly working to improve our knowledge base by conducting formal and informal surveys that cover the entire spectrum of talent management.
Our surveys typically last for the length of a quarter. We then collect and analyze the data, and present our findings in our Knowledge Center. We also send the executive summary to all participants, and to anyone else who would like one (to be added to our list of subscribers, contact us today)
If you have five minutes to spare, we’d love your participation in one of our open surveys:
- How do applicant tracking systems rank?
If you have an ATS system, will be replacing one, or buying one, we invite you to take this survey. - What are your major recruitment and retention efforts?
If you want to know how your organization stacks up when it comes to recruitment and retention efforts, please take a few moments to fill out the following survey. - How effective are job postings?
If you have ever wondered or asked yourself the same question we are asking, then you’ll want to be part of this survey!
For more information on any our surveys, please contact us today.
Tip of the Week: Choosing The Right ATS
- Author: Melody Storms
- Posted: May 20, 2008
- Category: Tools and Resources
- Tags: Applicant Tracking, Metrics, Tools and Resources
- Comments: 0
About 10 years ago, Applicant Tracking Systems were just being birthed for the small and mid-sized companies. Larger companies were already using them in some antiquated form in the mid to late 90s. Coupled with the launch of the first employment website in 1994 (Career Mosaic), followed by Monster.com a few years later, the way that recruiters were sourcing and tracking candidates began to change.
Stacks of paper resumes were now physically being scanned into an ATS, which at the time was really nothing more than a database containing searchable content on candidates that had applied for a job. But within a few fast years, candidates were directed to apply online at a corporate web site, which now provided the recruiter and/or hiring manager a more efficient way to receive resumes.
Additionally, digital applications allowed them to track the hiring processes better. They now knew:
- Where candidates were coming from;
- How long it took to fill their open positions;
- How long it took to go from offer to hire;
- Where any candidate stood in the hiring process
- And a ton of other strategically-important metrics!
What makes each company out there unique also makes it necessary to have an ATS that can be customized instead of bought “off the shelf”.
So, with over 200 companies to choose from, how do you even begin to know which one is the one for you?
When I speak with a client about their ATS, I hear things like:
- “Our ATS can’t do [insert need here]”
- “My ATS doesn’t pull the reports that I need for better metrics”
- “We don’t use the system properly (or at all) due to lack of training”
- “We can’t get a hold of support”
So the first (and most important) step you need to take in choosing an ATS is knowing exactly what you want…and why.
That’s where we come in. RCI Recruitment Solutions can partner with you to create a diagram/process map that will help you determine what your specific needs are. Then, working with you, we can customize an ATS to fit those needs.
To get started, give me a call at (561) 277-1259.
We also offer a 60-minute webinar that will provide you with an in-depth look at Applicant Tracking Systems and other recruiting technologies. For more information on our whole series of 60-minute webinars, visit the RCI Center of Excellence Talent Management Learning Series.
REAL Results from a Deep-web People Search Engine
- Author: Shally Steckerl
- Posted: June 5, 2007
- Category: Recruiting, Tools and Resources, Sourcing Strategies
- Tags: No Tags
- Comments: 4
There’s been a lot of noise and chatter lately about “people search engines” particularly those claiming to get deep-web data. Most of them, like Spock, are nothing but over-hyped “me too” sites which return less than what I can more quickly and accurately get from my own searches. Thus, it hasn’t been worth my time to experiment with them, until now.
I’d like to introduce you to my new friend – pipl
pipl claims to be the most comprehensive people search on the web. It won’t completely replace looking folks up on databases like LinkedIn, JigSaw, or Zoominfo. Nor will it replace lookups like Argali or Zabasearch, btut it will make a researcher’s life much easier. Here’s how:
pipl finds stuff search engines can’t find.
How… you may ask? Its not depending on an index of historically archived data, but instead it retrieves data in real-time from dynamic content sites. When you give it a name to find it will log into databases that are not indexed by search engines and proceeds to extract facts, contact details and other relevant information from personal profiles, member directories, scientific publications, court records and numerous other deep-web sources.
What you get is a simple, easy to read, one-page summary of highly relevant information about your target person. Try it and you will be shocked on how much is out there. For example…
It’s the FAST that Eat the Slow!
- Author: Amitai Givertz
- Posted: May 17, 2007
- Category: News and Events, Tools and Resources
- Tags: Center of Excellence, Leadership Training, Seminars, Training
- Comments: 2
It was just a short while ago that I was introduced to Laurence Haughton. In the few weeks that we have been talking I have come to recognize in him some of the qualities and traits that I covet for myself. Laurence is smart. He communicates complex things in simple terms. Laurence is generous. Already he has given me so much of what I have asked for — what he knows — and he has not asked for anything in return. I don’t suppose he will.
I think Laurence Haughton is a class act. But that’s just what I think. You have to make up your own minds, right?
On May 29th at 9:00 AM Pacific Daylight Time Laurence will be teaching three strategies to think faster, execute faster, and make speed a competitive advantage. The session is based his first bestseller It’s Not the Big that Eat the Small…It’s the FAST that Eat the Slow. The title of the workshop is (of course) It’s the FAST that Eat the Slow.
In this hour-long LiveMeeting Laurence plans to share with us:
- How to spot trends before the competition
- How to get people who will follow through fast
- How leaders can make fast decisions that they’ll never regret
This workshop is the result of over 5,000 one-on-one interviews with entrepreneurs and executives in the fast (and not so fast) lane. Best of all you should plan on being there to hear Laurence the storyteller telling his stories, giving a new twist to “anecdotal evidence.”
The event is being sponsored by Microsoft Office Live and MasterCard. I don’t know if there are any limits on the number of people who can log in but I just signed up here: It’s the FAST that Eat the Slow. I suggest you do the same too and do it now. After all, It’s the FAST that Eat the Slow you know.
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