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 Orth
- 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 Orth
- 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: Deep web, Recruiters Toolbox, Recruiting 2.0, Search, Sourcing Strategy
- 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.
Becoming a Promiscuous Linker on LinkedIn
- Author: Shally Steckerl
- Posted: May 9, 2007
- Category: Recruiting, Tools and Resources, Sourcing Strategies
- Tags: Recruiters Toolbox, Recruiting 2.0, Sourcing Strategy
- Comments: 5
Well I broke 4.5 million in network reach at LinkedIn…
“Yeah OK, Shally, big deal… but why should I care?”
It means that just over half of the 8.5 million people on LinkedIn are at least 3 degrees away from me, which in turn means I can see their full profiles. It’s a significant number but only for lead generation and research. It doesn’t necessarily mean I have a strong network.
Or do I?
You may not know this because I don’t talk much about it, but I am the 27th most LinkedIn person. But I’m not alone. There’s about a dozen or so recruiters on the top 100 most connected list, which honestly is not that many considering that networking is in large part what we do (or should do) every day as recruiters. Bill Vick and Russ Moon may be some familiar names on that list, in case you were wondering. Those listed among the top 100 are the recruiters who have truly cracked the code on both quality as well as quantity… so far.
Won’t you join us?
There’s a list called TopLinked where you can see the names and links to profiles of the most networked, and if you visit the site on the left hand side you will see a “short list” of the Top 50 in groups of ten. Another site about top networked people is MiLinkWiki where you can find us by groups of how many first degree connections we have (in denominations like 10,000+ - 5,000-10,000 - 2,500-5,000 - 1,000-2,500). All of us on those lists can see a vast part of the network, but network depth and network quality are two completely different things. They can co-exists, yet they are not mutually guaranteed, nor mutually exclusive.
What is Quality on LinkedIn?
In part, quality has to do with how many first degree contacts on your network are people who would pick up the phone if you called them, and consider granting you a favor if appropriate. It also has to do with how many of those first degree contacts in your network are super-connectors who can in turn extend their first degree contacts to you in a way that would also yield some kind of mutual opportunity.
Volume is to Quality like Popularity is to Value
You could have 20,000 first degree contacts, but if they all have small networks themselves then your reach may be even less than that of someone who has only 3,000 first degree contacts that are deeply networked. This paradigm exists because of the network multiplier effect. If you connect directly with 10 people that have a network reach in the millions, your network will be deepened because it will now contain a subgroup of their millions of contacts. But on the other hand you could connect with 10,000 people that have only a few first degree contacts each, and your LinkedIn network will have little depth in comparison. Lets call this the Promiscuity Ratio in honor of a recent CNN Money/Business 2.0 mention where Glenn Gutmacher was singled out as being one among a category of LinkedIn members referred to in the article as “promiscuous linkers.”
(more…)
Turn Our RSS Feed into an Email and Feed Your Recruiters Too
- Author: Amitai Givertz
- Posted: April 17, 2007
- Category: Tools and Resources
- Tags: No Tags
- Comments: 0
I know your time is precious, so here is a gem.
We are testing some options for you to subscribe to our site with updates delivered via email. In the meantime, here is a turnkey solution that fits the bill because it not only allows you to get updates from RCI Recruitment Solutions’ site but other sites too.
“Reading RSS the way you are already reading your emails,” RssFwd.com provides an invaluable service that saves time and more besides. It makes getting the content you want easy to access, scan, read, digest, file and/or discard.
I’m using RssFwd with a rule set in my Outlook that puts the day’s updates in a special folder for me. Some of our recruiters are starting to use it in some pretty creative ways too. It’s worth checking out for the stuff you read and if you want to use the tool for recruiting, let me know.
To get started with subject-specific emails from us, check out our RSS feeds. If you want to get it all, cut and paste this link: http://feeds.feedburner.com/rcirsblog into RssFwd. Enjoy!
Hat tip: dumb little man: tips for life
Defining Talent Management
- Author: Amitai Givertz
- Posted: April 5, 2007
- Category: Tools and Resources, Talent Management, Blogging
- Tags: Blogs, Industry, Talent Management Consulting
- Comments: 4
Modestly billing itself as a “daily news and commentary site about HR strategy and technology” systematicHR is in actual fact exceptional for its consistent quality and clarity of mind. It continues to be one my favorite blogs to read, re-read and read again. Hardly typical then, today’s post Defining Talent Management is typical:
Talent management is a true buzz word around HR these days, has been for a few years now. We all know the components of talent management: performance, compensation process, succession, recruitment, learning, competencies. All of these are major components to an overall talent strategy. Inclusive in this list should also be technology. But what really, is talent management?
Read the whole post here, subscribe to this blog’s feed and elevate your thinking about talent management and HR strategy.
If you want to know more about RSS feeds and subscribing to your favorite blogs — like this one — check out How to explain RSS the Oprah way.
Bells & Whistles: The RCI Recruitment Solutions Blog
- Author: Amitai Givertz
- Posted: February 23, 2007
- Category: Tools and Resources, Business Matters, Blogging
- Tags: No Tags
- Comments: 13
It doesn’t seem that long ago that I was firing-up my new and spiffy IBM ThinkPad 360 wondering what the heck this Mosaic worldwide web browser thing was. When I think of all that has modulated and demodulated since, and how our industry has been evolving along the way, the only constant in this warping of time and space is my own deer-in-the-lights techno-paralysis. I guess I just have a thing about machines.
So, here we are. We have gone from half a million jobs online in 1995 to half a million job boards now. We have come from newsgroups in cyberspace to News Corp and MySpace. It’s mind-boggling. But, just as I was relieved to get my hands on John Sumser’s Internet Recruiters’ Survival Guide back in the mid-nineties – yes, I’m a survivor – I was just as thankful to find Trevor Cook and Lee Hopkins’, Social Media: An Introduction to the Power of “Web 2.0”. At last, a primer for all those things that leave me befuddled.
The white paper aptly starts by citing The Cluetrain Manifesto, itself a set of 95 theses, compiled as a pitch for businesses to adapt to working within a newly-connected marketplace. The Cluetrain Manifesto examines how the internet facilitates a new relationship between markets, consumers and organizations; suggesting how organizations must respond to this new, emerging paradigm. For us, we see its impact on everything from employer branding and recruiting, to retention.
Likewise, as social media and networking are playing their part in transforming the business of recruiting, we feel that at RCI, we too can adapt to the needs of our market and consumers to everyone’s competitive advantage. As we evolve new approaches to finding, attracting, hiring, engaging, retaining, and growing talent for our organization and our clients’, similarly we must evolve new ways of communicating and connecting with our growing universe of consumers. We’re getting clued in, if you will:
A powerful global conversation has begun. Through the Internet, people are discovering and inventing new ways to share relevant knowledge with blinding speed. As a direct result, markets are getting smarter – and getting smarter faster than most companies. These markets are conversations. Their members communicate in language that is natural, open, honest, direct, funny and often shocking. Whether explaining or complaining, joking or serious, the human voice is unmistakably genuine. It can’t be faked.
In the same way that you can leave a comment on our blog posts – participate in our “naked conversations” – you can do the same pretty much everywhere on our corporate website. We encourage your feedback, thoughts, comments and suggestions. This site is for you. It is for us. In the meantime enjoy our Bells & Whistles: The RCI Recruitment Solutions’ Blog. Use it. Come back often. Choo-choo!
It’s a Wrap. You’re Hired!
- Author: Amitai Givertz
- Posted: February 22, 2007
- Category: Recruiting, Tools and Resources
- Tags: Internet Media, Media, Recruiting 2.0, Recruitment Communications, Sourcing Strategy
- Comments: 5
TIME Magazine posts an article on video resumes, It’s a Wrap. You’re Hired! The piece is written by Lisa Takeuchi Cullen and examines yet another new recruiting tool, one that remains unproven as regards its potential value and possible widespread adoption.
I guess when employers start hooking up their applicant tracking systems to TiVo – unlikely I think – or Monster start squishing upstarts like vidolio and VidRez.com on their way to emulating YouTube, we will have already moved on to offshoring recruiting to some fantasy cyberland. Yeah, right…as if.
The early and growing success of recruitment videos that target a demographically exact audience – and there are many examples to pick from: try Google or Electronic Arts; the CIA; Comcast; GMAC; the LAPD; and even one-offs for specific jobs – does not necessarily mean video resumes will be as widely accepted by employers in return. After all, institutionalized HR and recruiting are not always as net-savvy as the under 30-something crowd.
Anyway, that’s my take. What do you think?
Next Page »
