Author: Greg Karr
As Executive Vice President at Seven Step RPO, I have long held the philosophy that establishing and nurturing relationships with clients is one of the most important aspects of my role. You can have the best technology, products and services, but if you don’t build relationships with your customers, your success won’t last long.
I recently met with a client that we’ve been working with for about a year. They had been using another RPO provider prior to us and unfortunately, had had a negative experience. Before they hired us, our President, Paul Harty, and I had spent a year communicating and meeting with them numerous times—building a relationship. Meeting with them, in and of itself, wasn’t unusual. What was unusual was the fact that when we met with them this last time, there was no agenda. No challenge to solve, nothing to sell, no reports to provide. ... read more
For HR leaders and talent acquisition executives nearing the end of their initial RPO contract engagement, there are a few reasons to explore alternate provider options. The landscape has changed dramatically over the last five years. The “usual suspects” have evolved while new players have emerged as leaders and innovators in the market. The RPO industry’s approach to delivery has also changed with time – candidates are using social media like never before, along with new mobile technology, tools, job websites, and analytics.
Below, I’ve answered a few of the most frequently asked questions we hear about second generation RPO buying.
When is the best time to start looking at new providers?
I’d recommend beginning the evaluation process between a year and a year and a half before your contract expires. It generally takes three months to evaluate and assess the overall provider community,... 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