Category: Recruitment productivity

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

Relationship advice for recruiters and candidates

In today’s competitive market, candidates need the help of recruiters now more than ever. In order for candidates and recruiters to work cohesively in matching candidates with employers, a strong relationship built on trust needs to be established early.

Relationship building may seem like an obvious component in the recruiting world, however, recruiters who struggle with successfully building relationships could improve if they had some direction on how they can build stronger relationships with candidates – directly impacting their effectiveness as recruiters.

Recruiters must embody certain characteristics and embrace certain practices for the relationship to work and gain the cooperation of candidates. The recommendations for relationship building that are provided below are intended to help recruiters earn the cooperation of candidates, and be seen as trusted advisors to them as they work together to find the right job for candidates....  read more

Have We Forgotten About the Hiring Manager?

Recruiting presents a very unique sales challenge.  Unlike selling software or business services (where there is distinctly only one buyer and one seller), recruiting actually has two buyers and two sellers. The candidate and the hiring manager will each wear both hats at many points during the hiring process. Given they must both sell and buy in order for a successful outcome, shouldn’t this indicate an equal amount of accountability?

So why does the focus always seem to be on the candidates (and less so the hiring managers)? Most certainly this is because top talent is in short supply and strong demand right now. And while this hyper focus on candidates is completely warranted, it can sometimes result in less focus on the hiring managers. As a provider of RPO solutions, we hear all too often from our prospects that their recruiting resources are not doing enough to provide hiring managers with the recruitment guidance and partnership they need....  read more

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

One RPO Doesn’t Fit All

When it comes to any business decision, it’s important to make strong choices that align with your company’s brand and growth strategies. After all, what works for Urban Outfitters won’t work for Brooks Brothers. However, we aren’t just talking about attire, client base, and company attitude. It’s no different with RPO. Just because your friend’s company has had tremendous success with the RPO company his/her business employs, does not mean that it would work well for your company. It’s important for businesses to realize that RPOs can vary just as much as clothing store chains. Strategic Director Emily Gordon discusses on The Staffing Stream what to ask internally when considering RPO partners to determine the best match. 

The Staffing Stream: When you’re hiring an RPO, what factors should you consider as you choose a firm that is right for you? As someone who has overseen many RPO solution implementations, I get asked this question pretty often. I find that many companies aren’t aware of the various questions to ask and issues to look at when they’re seeking a great match for their hiring needs.

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