You are browsing the archive for Recruiting 
.
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.
Keep Your Eye on the Ball
- Author: Cathy Card
- Posted: September 29, 2008
- Category: News and Events, Business Matters
- Tags: economy, Recruiting
- Comments: 0
Mike Moore, C.E.O. of RCI Recruitment Solutions, talks about the recent turmoil in the marketplace and how it affects recruiting.
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
RCI hits the airwaves
- Author: Cathy Card
- Posted: August 8, 2008
- Category: News and Events, Recruiting, Recruitment Communications, Employment Branding, Business Matters
- Tags: Employment Branding, Recruiting
- Comments: 0
RCI is very excited about our new partnership with Citadel Broadcasting and the ABC Radio network to run 100,000 recruitment radio spots per month. This gives our clients access to 120 million listeners a week! The spots will start September 1st, and will coincide with the launch of a new web design on our sister website, BestJobsUSA.com.
The radio commercials will be promoting BestJobsUSA.com and our Select 50 Diversity program, and feature companies by name to drive more candidates to their recruiters’ inbox than ever before.
Stay tuned!
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.
Alternate Uses for Indeed.com: Part One
- Author: Amitai Givertz
- Posted: June 8, 2007
- Category: Recruiting
- Tags: Recruiting, Sourcing Strategy, Tools and Resources
- Comments: 0
My first blog post, a year ago today…
You know, some things were just meant to be re-applied. After a power lunch, business cards can substitute very well for dental floss. Adam’s Executive Recruiters Almanac and companion titles make exceptionally good bookends. And of course, a pile of resumes can be turned over to provide endless sheets of scratch-paper.
So what uses does Indeed.com have for recruiters other than to generate more scratch-paper?
The other day I had a client in who was about to post her job on every board you can name in a last-ditch effort to find a supply chain manager in Florida. Her next move would be to call a search firm. I took her through this drill. If you are ever faced with the same dilemma, I suggest you do the same.
Baby Boomers and the 21st-Century Talent Shortage
- Author: Amitai Givertz
- Posted: May 17, 2007
- Category: That's Life, Miscellaneous, Employee Retention
- Tags: Employee Retention, Recruiting, Workforce Planning
- Comments: 3
In an article that appeared recently in Talent Management magazine Stephanie Klein asks what these people have in common:
Amazon.com CEO Jeff Bezos, British Prime Minister Tony Blair, President Bill Clinton, Katie Couric, Johnny Depp, Tom Hanks, Apple CEO Steve Jobs, Michael Jordan, Madonna, Brad Pitt, Secretary of State Condoleezza Rice, Steven Spielberg, Jon Stewart, Donald Trump, Denzel Washington and Oprah Winfrey.
The answer? Well, this “diverse group of entrepreneurs, politicians and entertainers” are all high performers and for another, they’re all baby boomers. As the basis for a piece that suggests employers couldn’t do better than to recruit and retain knowledgeable, experienced, motivated boomers.
I cannot fault the logic of her argument. Can you? After all, a lot of people aged between 42 and 60 have a work ethic American business is banking on. Boomers too.
Why Most Companies are Terrible at Selecting, Retaining and Motivating their Talent
- Author: Eric Jackson
- Posted: March 6, 2007
- Category: Talent Management, Employee Retention
- Tags: Center of Excellence, Employee Retention, Performance Management, Recruiting, Talent Management Consulting
- Comments: 0
Over the weekend, I was chatting with someone from a very successful Internet-based company (not Yahoo!). He asked me a little about my consulting business. I explained that we worked with companies who wanted to build programs to increase their ability to select, retain and motivate their top talent.
I didn’t have to say any more:
God, do we need your help! We’re constantly developing our people and our competitors will swoop in and poach them. We’re growing so fast, so we haven’t had time to really focus on it. However, I keep telling the folks in HR that they need to get a better plan to stop our bleeding there.
It reminded me of something I read in a recent 10-Q for Yahoo! . Under the “risk factors” facing their ability to continue to grow the business, they cite the risk:
If we are unable to retain our existing senior management and key personnel and hire new highly skilled personnel, we may not be able to execute our business plan.
Then, they go on to explain that:
Many of our management and key personnel have reached or will soon reach the four year anniversary of their Yahoo! hiring date and, as a result, have become or will shortly become fully vested in their initial stock option grants. Although employees receive additional grants, an employee may be more likely to leave Yahoo! upon completion of the vesting period for the initial option grant, which is generally the largest option grant an employee receives. If we do not succeed in retaining and motivating our existing key employees and in attracting new key personnel, we may be unable to meet our business plan and as a result, our stock price may decline.
So, here are two examples of highly successful companies, who realize that their continued success depends on being able to select, retain, and motivate great people. Yet, at least in the first example (and I would guess the 2nd), they acknowledge that they don’t really know what to do.
