From Our Blog:
When on the job hunt, we all know how important our social media presence is. But what about the company hunting for the right talent? With so many new social outlets popping up, our talent pool is larger than ever. That means more eyes are on your company and on your brand. When your brand is looking to hire, you should double check that all your bases are covered. Keep in mind, your social networks should reflect what your company and brand stands for. Are you hip enough? Engaged enough? Current enough? Social Media Manager, Erin Bazinet, discusses on The Undercover Recruiter, the most effective ways of hiring through social media.
The Undercover Recruiter: Smart companies know that one of the best ways to connect with candidates is to go where they are: on social networks. However, just being present on these networks isn’t enough. Companies need to optimize their social media presence and their brand reputation with prospective employees. This means you need to engage candidates with content and conversations that matter on a consistent and ongoing basis. ... read more
In the talent acquisition world, where so much emphasis is put on the latest technology, tools, and processes, it’s validating to see how the Talent Board’s Candidate Experience Awards (CandE) have gained momentum by highlighting the importance of creating a great candidate experience. I had the honor of recently attending the CandE award ceremony (four of our clients won awards!) and it just drove home the value of making sure that every candidate – hired or not hired – has a positive experience with your brand. ... read more
On Saturday, September 27th, the Seven Step RPO Denver office had the opportunity to help out a great cause, as the Children's Hospital Colorado Foundation held its annual gala downtown. While the SSR Cares team enjoyed the chance to rub elbows with some of Denver's business, government and civic elite, no one doubted for a moment it was the “why” of the event, not the “who,” that mattered most.... read more
When it comes to any business decision, it’s important to make strong choices that align with your company’s brand and growth strategies. After all, what works for Urban Outfitters won’t work for Brooks Brothers. However, we aren’t just talking about attire, client base, and company attitude. It’s no different with RPO. Just because your friend’s company has had tremendous success with the RPO company his/her business employs, does not mean that it would work well for your company. It’s important for businesses to realize that RPOs can vary just as much as clothing store chains. Strategic Director Emily Gordon discusses on The Staffing Stream what to ask internally when considering RPO partners to determine the best match.
The Staffing Stream: When you’re hiring an RPO, what factors should you consider as you choose a firm that is right for you? As someone who has overseen many RPO solution implementations, I get asked this question pretty often. I find that many companies aren’t aware of the various questions to ask and issues to look at when they’re seeking a great match for their hiring needs.
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Have you moved to a new location or transitioned into a new job? Change isn’t easy. In fact it makes a lot of people uneasy. They say there are several stages of grief, but has anyone identified the stages of transitioning to change? With any type of major shift, the transition will always offer challenges to confront whether it’s getting used to a new location or adapting to new management. The recruitment process outsourcing system is no different. Strategic Director, Emily Gordon, discusses on Recruiter.com, RPO Change Management: What to Expect in the First 120 Days.
Recruiter: It’s a fact that no recruitment process outsourcing (RPO) transition is perfect, yet people assume theirs will be. I’ve managed RPO transitions with many clients, and while change is always challenging, it helps to know that there is a predictable pattern to it — a normalcy to the pain you will feel. Part of my work at Seven Step is to hold a full day “change management” meeting with new clients. We have found that nothing beats taking the time to be informed and educated about what to expect as we work toward a mutual goal of aligning a team that hires great talent. ... read more