Category: RPO

4 Major Recruiting Mistakes and How to Fix Them

There’s something therapeutic about empathizing with others over shared awful experiences while recruiting for talent – especially if you can also share solutions to prevent those experiences from recurring.

Below, you will find some of the major recruitment mistakes that are often committed out in the field, along with some approaches to fixing the mistakes. If you’re experiencing a turbulent recruiting operation – or you just want to take a few minutes to learn about the solutions to costly and common recruitment mistakes – then read on....  read more

Three ways to determine if your talent acquisition process is ahead of the curve.

Today’s RPO buyers demand a more exponential value proposition from providers. Simply achieving a client’s hiring goals and satisfying SLAs are not enough. Buyers want a crystal ball and guarantee of their future state. They want a transformative RPO solution that provides measurable value to both the talent acquisition department itself and the business as a whole. This more expansive buying motive means that innovation has taken center stage and has officially become the core differentiator and a key selling point in today’s recruitment contracts....  read more

From ‘transactional’ to ‘strategic’

Bill Ingram, executive vice president of Seven Step RPO, has more than 20 years experience in the recruiting industry. HRO Today Global approached Ingram to get some insider analysis on the state of RPO right now in Europe—so HR practitioners can understand what potential vendors’ take on the situation is right now. Here are his insights:

Question: Can you give me a “lay of the land” in the RPO space right now in Europe, e.g., U.K. versus Europe maturity, demographic impact, economics – and how that affects recruiting and RPO?

Answer: RPO in the U.K. is currently very project or partial scope orientated. There are a large number of second- and third-generation buyers mid-contract, which squeezes the size and scope of first generation deals in the country down. The U.K. is the most mature RPO market in Europe, and the mainland has some catching up to do in the number and volume of deals that can be executed. I think there is scope for multi-country European deals, but not necessarily involving the U.K. I think RPO growth within Europe will be driven mainly by German and French headquartered businesses, incorporating their interests across mainland Europe. I think the project/partial scope trend, whether that be employer branding, analytics or sourcing, will continue to grow. We will also continue to see large enterprise deals over taking second and third generation ones that are not automatically renewing their existing suppliers. Both talent acquistion and procurement functions appear much keener, ensuring that they are receiving all the latest bells and whistles no matter how comfortable they are with their existing supplier....  read more

HP's divide, layoff and conquer strategy a challenge for managers

HP CEO Meg Whitman announced layoffs of 30,000 workers in an attempt to refocus and restructure the company. But is it already too late? And how will front-line managers handle retaining and motivating workers?...  read more

Hiring an RPO? 4 Things to Consider Before You Commit

Hiring the right recruitment process outsourcing (RPO) provider is a major organizational decision, one that will have a transformative impact on your organization’s talent. If you’re not sure exactly how to hire the right RPO provider, you’re not alone. Companies that want to transform the way they hire talent have increasingly looked to RPO as a solution to support their strategies. But there are a lot of factors to consider when choosing an RPO provider; how does a company zero in on the most important ones?

Both internal and external challenges are at play when considering an RPO. From an internal perspective, it becomes pressing for an organization to make changes when its recruitment process is seriously flawed. What comes into question are the norms that drive a company’s talent acquisition strategy, as well as the financial impact of potentially changing these norms. From an external perspective, a change to the recruiting process ultimately affects the candidate and client experience — not to mention the stakeholders who have made significant financial contributions to the company.

In my years of involvement in the RPO industry, I’ve been able to identify some key considerations companies should take when hiring an RPO — as well as some considerations you shouldn’t place too much emphasis on....  read more

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