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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.
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.
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
Online Recruiting: Two Steps Forward…
- Author: Anna Kassulke
- Posted: August 15, 2007
- Category: Recruiting
- Tags: Internet Media, Recruitment Communications, Sourcing Strategy
- Comments: 0
In part one of this three part series Hopes, Dreams and Realities of Sourcing I discussed the role of the internet on sourcing. Now let’s talk about developing some basic strategy:
A treasure trove of information
How do we develop a strategy for sourcing people with the right skills set, background and geographical market? How, when, where, and why people search for jobs has changed forever. We need to build a process and a system based on what is, not what was. The first thing to impress upon ourselves is that the web is a treasure trove of data that is seriously underused when it comes to recruiting. Our strategy largely depends on how we view the channels of the internet; if we think of it as a source in itself, we are partway there.
There is now technology available that conceivably allows us to go out to all of the resume databases. So we can access these databases and find people based on the exact skill sets and qualifications we are looking for. We may be looking for a retail manager, so we perform a keyword search which gives us access to details of millions of resumes. How does this spread compare with the minimal readership of classifieds? It’s huge! There is no simpler way to source candidates than this. You will be in a position to identify hundreds of people with the right stuff, along with their contact data. So your first step will be to develop an email and send it to the right candidates. If you receive no immediate response, you might consider following up by mailing them a letter 15 days later, and calling three weeks after that. The goal of using technology is to automate your sourcing function; sourcing without having to actively source, always having access to a talent pool that never runs dry.
Then there is the question of how to get people to come to you.
Can You Source Healthcare Talent for $53.00 per Lead?
- Author: Amitai Givertz
- Posted: August 14, 2007
- Category: News and Events
- Tags: Center of Excellence, Performance Staffing, Seminars, Sourcing Strategy, Training
- Comments: 0
Back in May, we launched our first online clinic for healthcare recruiting called Self-Service Retained Search.
The concept was pretty simple:
Globetrotting online search and sourcing guru – and one of our RCI Center of Excellence practice leaders I might add — Shally Steckerl hosted a really informative 90-minute session with a handful of healthcare recruiters who had difficult positions to recruit for: speech language pathologists in rural communities, Director-level Neurological Nursing professionals in Middle-America, bilingual pharmacists in the southeast, physical therapists in “where!” – you know, the kind of jobs that seem impossible to source for.
We made a simple proposal, rather than commit to paying an upfront fee for a retained search or running ads for these positions, a limited number of recruiters could log on for a practical step-by-step tutorial, that walked them through some advanced deep web mining techniques which resulted in actual leads and resumes for the positions being recruited for. These leads included everything from contact information and work history to the physical location of similar sources actually plotted out on a map!
Each participating employer could bring as many people to the event as they could comfortably accommodate around the table. The cost of the clinic was $1590.00 which in some cases worked out to around $53.00 per lead. What’s more, if any of the participating members didn’t think the session was worth every penny, they could have the price of admission refunded in full.
Well, no one asked for their money back and we don’t expect any of those attending the next clinic on Thursday, August 30th at 1:30 EST to ask for their money back either.
What are you going to be doing on August 30th? Do you want to be one of the organizations submitting your impossible-to-source reqs? If so, contact me to submit your positions ahead of time and start recruiting immediately once the session is done. Most importantly, you’ll know how to do it for the impossible-to-source positions in the future .
Cost: $1590.00 per position submitted for sourcing/lead-generation. Want some?
Healthcare Recruiter, Are You Ready to Go-Go?
- Author: Amitai Givertz
- Posted: June 20, 2007
- Category: News and Events, Recruiting
- Tags: Print Media, Sourcing Strategy, USA TODAY
- Comments: 0
The cost of recruiting nursing, physical therapy, imaging and other hard-to-source healthcare talent has gone through the roof. One reason is the inflationary cost of recruitment advertising and the lack of responsiveness from an audience of mostly passive candidates. Another reason – believe it or not – is the cost of aviation fuel and the price of room and board.
For example, to travel from Denver to North Florida and then to Los Angeles stopping off at Chicago is not inexpensive. Of course that assumes 14-days advance notice. You are packed aren’t you?
Even so, networking and connecting with the country’s leading professionals as they meet at their annual shindigs may net you more candidates than just sitting at home and hoping the ad in Sunday’s paper generates some more paper on Monday morning.
A case in point: consider the upcoming events in each of the above cities respectively:
- Annual Conference of the American Physical Therapy Association
- 2007 Convention of the Association of Women’s Health, Obstetric and Neonatal Nurses
- 11th Annual Meeting of the Clinical Magnetic Resonance Society, and/or
- The American Academy of Nurse Practitioners Annual Conference
As a healthcare recruiter, it is never easy being in the right place at the right time with the right people, when so many airports, hotels and unfamiliar cities are involved. Unless, of course, you happen to be a high-profile USA TODAY recruitment ad published in each of the host cities where our bannered feature for healthcare will be appearing, timed to coincide with each of these events.
Recruiting passive candidates under the best of circumstances is often tiring. Try getting through security at four major airports in as many days with a full day of recruiting in between, and you’ll have to admit the virtues of targeted print over cross-country trekking are irrefutable. Some of the markets for this advertising opportunity are looking a little tight for space. Don’t fly standby if you really don’t have to.
Contact me for availability in the markets of your choice — 25 advertising print markets to pick from — deadline information and space reservations, or email me if you prefer.
Hey, if you pay with a credit card and get frequent flyer miles for next year’s recruitment travel you’ll be killing two birds with one stone!
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.
That Employee Referral Program is a Winner!
- Author: Eric Peterson
- Posted: May 2, 2007
- Category: Recruiting, Recruitment Communications, Sourcing Strategies, Employee Retention
- Tags: Employee Referral Programs, Print Media, Recruitment Communications, Source of Hire, Sourcing Strategy
- Comments: 1
While it’s results, not awards, that drive our recruitment communications strategies, it sure is nice to be recognized for our creative efforts. RCI Recruitment Solutions is proud to have captured 3rd place in the “Referral – Multiple Medium Employee Communications” category of the 2007 Employment Management Creative Excellence Awards.
We received the award for our work on an Employee Referral Program developed for iParty, which has more than 45 party supply superstores on the east coast. Each year, iParty relies on its Employee Referral Program to staff up for the busy Halloween season, and each year iParty relies on us to generate the candidate flow they need to successfully manage the dramatic spike in their business.
This particular effort, “World Series of iPoker: Texas Hire ‘Em” (view all the pieces), consisted of a poster to be hung in high-traffic areas, a brochure laying out the rules of the program, and a referral card that employees could use to submit the information about their referrals. The referral card also served as a raffle entry and scratch ticket. Before submitting it to HR, employees scratched the card to reveal instant cash prizes and additional bonus entries into two separate $500 raffle drawings.
The “World Series of iPoker: Texas Hire ‘Em” was directly responsible for 60% of iParty’s part-time seasonal hires made between July 1st and November 1st, 2006. We’ll take those results over an EMA award every time!
Recruiting Operating Room Nurses with Surgical Precision
- Author: Amitai Givertz
- Posted: March 14, 2007
- Category: Recruiting, Sourcing Strategies
- Tags: Print Media, Sourcing Strategy, USA TODAY
- Comments: 0
Recruiting nurses in the face of the ongoing shortage of candidates is a problem that impacts everyone, showing no signs of letting up. For example, the number of nurses is projected to shrink just as the demand is projected to increase with an aging population. And if the shortage of nurses wasn’t problem enough, in many places the rising cost of living makes recruiting in some markets nearly impossible.
No doubt some of these issues will be topics of much discussion at the 2007 Association of PeriOperative Registered Nurses (AORN) Congress to be held in Orlando, Florida, this week. Not only are these specialized nurses among the hardest to recruit but finding new ways to reach them can be just as challenging.
The AORN CareerCenter is an obvious place where employers and recruiters can post their jobs to attract nurse anesthetists, operating room nurses, scrub nurses and so on. But posting on the AORN site assumes a number of things which may not help in an effort to reach the best available passive candidates, the top professionals in their field who are gathering at the AORN Congress.
Strategies like the one published in USA TODAY this week are designed to target this type of skill set and demographic with pinpoint accuracy. This and other creative strategies are becoming increasingly popular alternatives for recruiters who need to connect with a national audience of passive candidates at a local level. This type of advertising can also help smaller hospitals with their employer branding as USA TODAY delivers a strong brand of its own.
You might think this is a strategy worth checking out. In the same way as USA TODAY is being used to target specific skill sets in nursing it is being used in the exact same way for diversity candidates in engineering, truck drivers in Madison Wisconsin, and even Gen Y’ers following their college team to the Final Four.
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?
