Category: Recruitment innovation

Some emerging apps for recruiters

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Thanks to smart phones, we live in an app dominated world. It’s not just for personal use or fun games. Businesses release new apps for their customers every day, and it’s impossible to go to a networking event without seeing people check LinkedIn on their phones. Recruiters are huge proponents of the benefits of using apps to help win the war on talent, but it’s important to know which ones are right for what you’re looking for. Mike Weil, Sourcing Specialist, provides insight on what apps to use before jumping to the app store and improving recruiting efforts.

HR Review: Technology evolves faster than anything else on earth. The websites, social platforms, and apps available for recruiters and job seekers are no exception. Just because Monster, CareerBuilder, Facebook, and LinkedIn are some of the most popular websites right now for those services, they’re not the only ones out there or the newest. And they will eventually be replaced. So, as a recruiter, it’s important that you keep abreast of what’s emerging. A bit of time spent regularly searching for new Apps and job boards could well be worth your time and give you a “got there first” advantage to finding great candidates....  read more

How Recruiters Can Create Successful Partnerships With Hiring Managers

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

You’ve Been Asked to Start a Veteran Hiring Program. Now What?

With Memorial Day coming up, military veteran hiring is a very topical subject matter within the HR industry. There are a lot of benefits when hiring veterans, as they have strong leadership and teamwork skills, character, structure and discipline, and loyalty. Companies also really enjoy promoting the fact that they hire veterans. Strategic Director Krista Williams used her background in veteran hiring to write about the next steps and potential tips for companies who have implemented a veteran hiring program, as featured in Recruiting Trends.

Recruiting Trends: If you’ve been asked to start a veteran/military hiring program, there are some important issues to be aware of before you put your program into place. In my work with clients, I help them develop effective strategies to create veteran hiring initiatives that tap into the great source of talent that our ex-military community offers. One thing I’ve seen, though, is a tendency for companies to think hiring vets is as simple as deciding to do so. Not so! ...  read more

Workforce Management: Special Report on E-Recruiting

This month’s Workforce Management includes a special report on “e-recruiting” and how the job of recruiters has changed because of internet job boards, social media and applicant tracking systems. The articles features expert commentary from Paul Harty, President at Seven Step....  read more

Here’s How You Need to Upgrade Your Behavioral Interviews

In any industry, the differences between today and five years ago are like night and day. When you consider how that works with something like behavioral interviewing, which utilizes past performance to predict future behavior, it can become pretty daunting and overwhelming. So how do you get with the times on something that changes based on timing? Strategic Director Steve Squier writes about the challenges and solutions to behavioral interviewing, as featured in ERE.net.

ERE.net: You would be hard pressed to find a candidate today who isn’t familiar with and prepared for a behavioral interview. A behavioral interview is based on the premise that past performance predicts future behavior. It’s designed to elicit information about how candidates handled a past challenge and the behaviors and decision-making process that went into it. A classic example of a behavioral question is: “Tell me about a time when you had to deal with a difficult customer.” If you’ve been hired in the last 20 years, you’ve probably been asked that....  read more

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