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.

The first case study details our implementation of a customized Applicant Tracking System for a non-profit HMO in Albany, and how the new system resulted in an improved workflow that our customer’s Director of Human Capital Management described as “quite surprising and the least bit complex.”

The second case study looks at the work we did for a chain of family-owned grocery stores in North Carolina that result in a 74% reduction in total recruitment costs, a 93% reduction in cost-per-applicant, and a 250% increase in the number of applicants.

Take a look at these, and all our other case studies, then shoot us an email and we’ll get to work solving your organization’s challenges.

To Whom It May Concern:

I do not know where to begin, as so many positive things come to mind when I think of RCI and the success of our partnership.

I began my search for an RPO by examining five different organizations. I narrowed it quickly down to two. After more diligence it was abundantly obvious that RCI was the way to go. From Mike’s enthusiasm and experience to Sam’s meticulous nature and technological expertise to Teresa’s tenacity and energy, RCI doesn’t miss a beat.

RCI provides a comprehensive service by becoming a true partner and seamless extension of your organization.

I have years of recruitment experience ranging from 3rd party to contract services to in-house models. I was concerned that I wouldn’t find an RPO that truly “got it” and understood the intangibles of successful recruiting. My concern has been put to rest. RCI hits the mark everytime!

By the end of week one, we already conducted 15 successful interviews and converted that into five successful hires! Allow me to remind you that we recruit allied health professionals. This is NO easy task in this industry.

Clearly I can go on and on about RCI and its amazing team! Should you have any questions or would like to speak further, I am happy to oblige. You can reach me at 800.314.2640.

Treat yourself well and have a wonderful day,

Tracy Litt
Manager of Talent Acquisition
AllianceCare
2500 Quantum Lakes Drive #108,
Boynton Beach, FL 33426

With so many of these talented professionals out of work or working below their capacities, there’s no better time to market your openings to this eager workforce than right now. And no better way to market to them than with RCI’s Operation: Detroit.

Qualified candidates in your industry are looking for the right employer, and the time to present your openings is now. Call (561) 277-1202 to get started, or see this webpage for more information.

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.