From Our Blog:
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
Boston, September 16, 2014 -- Seven Step RPO today announced it has acquired BlueGlue, a leading Recruitment Process Outsourcing provider in the United Kingdom.
Founded in 2005, BlueGlue provides Recruitment Process Outsourcing solutions to fast-growing organizations in the United Kingdom. It helps organizations achieve their most challenging hiring goals by providing them with exceptional talent for their hard-to-fill jobs.... read more
Seven Step RPO, a leading global provider of Recruitment Process Outsourcing (RPO) services, today announced that HRO Today has ranked the company as the #3 Enterprise RPO provider on its 2014 RPO Baker's Dozen list. Seven Step RPO was also ranked #3 in the Quality of Service category, #4 in the Healthcare Market Leaders category, #8 in the Breadth of Service category, and #8 in the Size of Deals category.... read more
Every single company measures time-to-fill. Any talent acquisition leader worth her salt will be able to tell you her organization’s average. But while this metric is crucial to quarterly reviews and remains the number one speed metric, there a few things that it may be hiding behind its glossy cover.
Before I dive in, let me just prefix it with this: metrics matter. But they only matter when the data they give you is tied to business strategy. So why do we measure time-to-fill at all? Most organizations do so because it tells them how well their hiring process is performing, right? That’s right. It’s also what’s wrong. Because there are two things that usually get missed and these two things have the power to really drive better hiring performance. What are they? Business context and distribution.... read more