From Our Blog:
Since the economy bottomed out in 2008, the “resume black hole” has gained folklore status, cropping up in the national employment conversation like clockwork every few months. And while employers would prefer to believe it’s a myth, a recent survey of over 2,500 job seekers conducted by our team at Seven Step RPO proved otherwise.
The “resume black hole” is real – and employers’ broken job application processes are to blame. ... read more
During the recent government shutdown, a joke making the rounds went something like this: “what if the government closed and no one noticed, or things were even better?” Recently, I’ve been having similar thoughts around RPO governance programs.
Many of these programs are robust, well planned, and provide real value to both the client company and their provider. Unfortunately, there are also cases where they consist of little more than a few monthly or quarterly reports combined with a broad escalation path for complaints – nothing driving continuous improvement and evolution of the program, and nothing that would be missed if it were shut down.... read more
The fight for top talent throughout the country has never been tougher, and companies are struggling to recruit, hire, and retain the regional talent they need in order to succeed. To make things even more difficult, competition is no longer just limited to other companies in the direct line of business since ”Shared Services” positions such as IT, Finance, Marketing, and Customer Service constitute the majority of common positions that all companies must fill.
So what does a TA leader do when there is a substantial amount of regional competition for the same types of candidates? ... read more
Workforce planning is a constant challenge for HR and Talent Acquisition leaders, and it’s getting even more difficult. Unless you’re Nate Silver, or perhaps a psychic, it’s impossible to predict the types of jobs you’ll need to fill down the road, when you’ll need them, or the volume of acquisitions that will be required every time. We live in an unpredictable world, and there are simply too many unknown factors.
HR leaders are dealing with different employee demographics than we’ve ever seen before. Due to the last economic recession, some jobs that used to be filled by students and recent college graduates are now being occupied by retirees while Baby Boomers are forced to hold off on retirement and remain in the workforce. The evolving role of tech has also introduced new roles and positions that introduce emerging skill sets and different disciplines than in the past. For example, a major automotive manufacturer (and Seven Step client) now hires exponentially more IT employees than they did just a decade ago, all thanks to rapid advancements to their in-car technologies.
With that being said, there are three areas of visibility that Talent Acquisition leaders must have to best prepare for the inevitability of workforce planning surprises.... read more
The War for Talent continues to threaten organizations with unexpected attrition and loss of human capital. To fight this war, companies spend an incredible amount of money on assessment software, internal career sites, corporate citizenship, and learning & development, all with the goal of getting employees to love what they do, where they work, and their career path at the company. It's a tall order! For those that can pull it off, lower attrition rates, higher productivity, and increased internal mobility is their reward.
There is an interesting line drawn in HR between Talent Acquisition and Talent Development departments. One is responsible for finding the employee and the other grows and retains them once hired. While there are many different aspects of these two HR functions, there are also so many foundational similarities. Talent Management needs to apply Talent Acquisition best practices post hire in order to achieve ideal staff retention and growth within the organization.... read more