Author: Seven Step RPO
We’ve got a serious problem. A talent shortage that has companies scrambling to figure out ways to meet the growing demands of business with fewer skilled workers. So far, no one seems to have a solution. What I’ve seen are companies looking at small steps, little changes that might make them more attractive to scarce talent. But I say we toss that, and think really big for a change. I mean really BIG, as in completely transform the way we do things. The following ideas are certainly controversial. Yet, if we don’t find a radical solution to this immense problem, we’re going to see companies failing because they can’t find the skilled human beings they need.
Before I jump into ideas, let me just say that this isn’t about traditional education and it isn’t enough to assume that technology will be the answer. In fact, I would argue that it is precisely the skills that technology cannot and will not be able to do – the very human skills – that are and will be most needed. So, we’ve got to rethink everything from all angles. The conversation needs to widen and deepen, we need to be as innovative in creating a solution for the talent shortage, as we are in innovating new technology. And the time to start is now.
Here are five radical solutions to ponder:... read more
You suspect you have a problem with your talent acquisition (TA), but you can’t quite pinpoint it. Let’s get beyond that sinking sensation in the pit of your stomach and find out what’s really going on so you can assess how big of a problem it actually is and what actions (if any!) are required.
I meet with many great companies experiencing talent acquisition “challenges.” Sometimes, identifying the difference between comparatively normal challenges and outright failure is hard. These companies know something is not right and they are experiencing negative consequences in their business – but they aren’t sure if there’s a systemic problem or if they’re simply expecting way too much.
Talent acquisition is a tough business. It’s competitive, operationally demanding, and fast-paced. So, feeling stressed and under pressure is absolutely normal on any given day in TA. That’s just part of the game. Simply feeling stressed doesn’t necessarily mean you have a problem!... read more
Young people are finally returning to the workplace, the March employment report showed. That means companies will have to make a bigger effort in recruiting. As the job market tightens, how are firms going to get the best recruits?... read more
Very much like the standard version of Facebook which has over a billion users, the enterprise version called Facebook at Work will also be a success and enjoy similar popularity, believe experts. Facebook at Work is meant to foster collaboration within a business. It serves as a means for co-workers to communicate with one another at the same company.
This is not Facebook's first attempt to reach out to professionals. In 2010, the company introduced Branchout, an app which was aimed at creating a professional network inside Facebook. In 2014, Hearst Corporation announced that it had acquired the Branchout team.
Speaking to IBTimes UK, Sara Jane Jones, Senior Manager, Sourcing Operations at Seven Step RPO, a global recruitment process outsourcing company that works with large organisations, said: "Enterprise social networking has grown into an industry, so it would make sense to see the continued growth of these companies as well as new ones popping up in the not so distant future."... read more
As diversity comes under the microscope in the tech industry, Pinterest has become the latest company to appoint a head of diversity to help redress hiring and retention of women and underrepresented minorities.
But as tight competition in tech hiring persists, many companies are applying pressure to diversity initiatives that will intensify in 2016. Especially for well-established companies, changing the culture can take more than installing a diversity head. ... read more