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.

To view more of our videos, visit RecruitmentSolutions on YouTube.

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.

To view more of our videos, visit RecruitmentSolutions on YouTube.

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.