Category: Hiring market trends

Debunking the Myth About the Millennial Workforce

Many employers see the Millennials (aka “Generation Me” or “Generation Y”) as a difficult challenge and spend a tremendous amount of effort developing new and unique strategies to try and engage them. Yet, few companies take the time to ask themselves this…

“Isn’t the Millennial generation simply trying to live out what previous generations could only dream of?”

Baby Boomers and Gen X-ers hold on to your hats….but maybe we are not all that different than the Millennials after all.  I mean aren’t the ideas of work/life balance, purposeful jobs, altruistic motives, and career fluidity things we have all sought to achieve at some point? Don’t we ALL care about having a more “human” and custom work experience vs. merely clocking in and out on the linear road to retirement?...  read more

3 Ways Predictive Analytics Help You Hire Better

We’ve been inundated with bewildering big data for years now. Thankfully, predictive analytics has emerged to help us put that data to use in ways that drive business results. In talent acquisition (TA), predictive analytics is a tool that helps companies hire better and faster. In today’s highly competitive talent market, doing so is key to securing the talent you need. So, how does predictive analytics empower better hiring?...  read more

Addressing the Talent Shortage Five Radical Ideas from Bill Ingram, Executive Vice President of 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

Why Retailers Need a Game-Changing Talent Strategy Now

There were 800,000 online stores in the United States vying for $256 billion in sales in 2015, with an expected uptick to $370 billion in 2017.1This surge reflects a continuing consumer shift that is challenging brick-and-mortar retailers to deeply transform how they stay profitable. The pressure is on and at the core of this change lies the talent strategy that will either lead retailers into the future or run them into the ground....  read more

Rebuilding Your Internal Recruiting Program: What you need to consider

As a business development professional employed by an RPO solutions company, I have the opportunity to speak with experienced, senior-level talent acquisition leaders on a regular basis.While it’s always my hope that a burning desire to engage in an RPO partnership prompts them to take my call, I more often find individuals that are carrying the cross of rebuilding broken internal recruiting programs. 

It’s obvious, at first, that they are determined to go alone, come hell or high water, and maybe at some point down the road when they have a "better process in place" they will finally feel comfortable handing the task of hiring off to someone like us. They don’t necessarily want a solution, so much as they’re seeking insight. How does what I would be doing stack up against what you’re doing and what the rest of our peers are doing?

Well, here is some insight for you: You don’t need to go at it by yourself. Rather than trying to fix broken internal recruiting programs on sweat equity and good intentions, instead, assess your surroundings and use resources that are around you. There’s a lot to gain for the price of a conversation. Here are a few examples:...  read more

Seven Step RPO is part of the Motion Recruitment Partners LLC family of innovative recruitment companies