From Our Blog:
Any love-sick teenager will tell you that break-ups are tough to handle, and even harder to get-over. However, this is something that applies to all aspects of life, and doesn’t change as you get older. A break-up of a bad business relationship can be devastating to a business and executives. Things are even worse, when the relationship was toxic (for both teenagers and companies), as it might lead to hesitancy for future relationships. When it comes to a niche industry like RPO, recovering from a bad relationship might even lead to a ‘point of no return’. But it doesn’t have to. Senior Strategic Director Amy Caswell discusses how to recover from a bad RPO relationship, including how it will help future RPO efforts, all without having to Facebook stalk your high school ex.
The Staffing Stream: If you’ve experienced a negative relationship with a RPO provider, chances are you’re wary about jumping into a new one. But just because you had a bad experience, doesn’t mean you’re doomed to repeat it. Great RPO firms understand that when you come to them after a bad break-up, you’re going to have issues that you’re concerned about. There is a way to recover and build a new relationship that effectively meets your company’s hiring needs. How do you do this?
The first step begins before you search for a new RPO partner. Take the time to determine what went wrong and whose responsibility it was. Was it lack of follow up or follow through by the RPO firm? Zero urgency in filling your requisitions? Did they push off too much work on your hiring managers? Send over underqualified candidates? Not screen people well enough? Or were your hiring managers unresponsive or sluggish in providing feedback? Were you asking for too much experience in a candidate for the amount of pay offered? Did you fail to communicate openly and the RPO firm did not know what your true expectations were? Pinpoint the trouble and take a good, hard look at where one or both parties were responsible.... read more
Recruiters and hiring managers’ shared goal is to fill positions with top talent. So why do they often end up frustrated with each other? Most often, it’s because hiring managers and recruiters have different perspectives and approaches when it comes to hiring.
The only person you can change is you. Take on the responsibility to be a guide, to provide value by serving to help the hiring manager succeed, and in doing so, create a spirit of partnership. Here is some guidance to help you forge a successful working relationship with hiring managers.... read more
In certain industries, it’s a fact of life that there are people who stay within the field their entire career. In every industry, managing expenses and costs is one of the top priorities no matter what your position is or what department you are in. So how does this impact HR managers who are looking for talent within different communities? Social Media Manager Erin Bazinet has identified three ‘R’s to apply to talent communities in order to connect with candidates and to improve hiring searches, including reducing costs, reusing talent, and recycling prior applicants.
HRO Today: Talent communities are an essential component of today’s social recruiter’s game plan. Not only do they provide
a warm, inviting place for recruiters to connect and communicate with candidates, but they also facilitate crowd sourcing high-quality candidates. Just so we are all on the same page: Talent communities differ from career sites in their dynamic interactivity and their focus on building relationships between the recruiter and candidate.
You can think of it this way: Career sites are an entry point for people to be introduced to your employment brand, get to know the basics about your company, apply to a job, and be invited to join your talent community. Your talent community is where you build relationships with community members, share valuable content, and engage people to stay involved with your brand. Career sites and talent communities are both necessary and valuable in the recruitment process.... read more
When it comes to relationships, the old adage has always been ‘opposites attract’, but do they in the work place? How do the creative and financial departments work together? What about morning people and night owls? Do extroverts work well with introverts? Some hiring managers would theorize that an effective hire is someone who is willing to speak up, say their mind, and represent the extroverts all over the world. However, smart hiring managers recognize that there is a need to hire both extroverts and introverts. Strategic Director Krista Williams, a noted extrovert, discusses the benefits of hiring introverts, and how they help balance teams, as featured in HR Morning.
HR Morning: I am an extrovert. I ask questions. I share experiences. I am usually the loudest voice in the room even when I try to sit on my hands (I am Italian) and not speak. I’m like a bottle of champagne trying not to pop my cork. I can start a conversation with anyone and figure out a sustainable topic that we can chat about for an extended, almost ridiculous, period of time.... read more
Believe it or not, the year is already halfway over. Some can interpret that this means that this year’s trends are already fleshed out and determined, so we should just sit back and watch them take shape. However, that’s not always the case. Recruitment Process Outsourcing, for example, is a very fluid trending topic, which means that trends either get formed later on than other industries, and/or they are always changing.
Information Service Group (ISG), a leading technology insights, market intelligence and advisory company has written an article based around the five trends driving RPO growth plans in 2014. Seven Step RPO was one of a few RPO companies who provided their insights and expertise in addition to discussing the industry trends of 2014, including the importance of the following:
1. Strategies to attract talent reflect a significant competitive opportunity for RPO providers.
2. Globalizing and centralizing RPO models is critical to growth.
3. Specializing in an industry answers client needs.
4. Clients accelerate adoption of talent acquisition technology.
5. Blended RPO is gaining interest.
You can read more specific details and a more thorough overview of each point, including Seven Step RPO’s thoughts on highlighting employment branding or employee value proposition on ISG: Trends Driving RPO Growth Plans in 2014. ... read more