Believe it or not, the year is already halfway over. Some can interpret that this means that this year’s trends are already fleshed out and determined, so we should just sit back and watch them take shape. However, that’s not always the case. Recruitment Process Outsourcing, for example, is a very fluid trending topic, which means that trends either get formed later on than other industries, and/or they are always changing.
Information Service Group (ISG), a leading technology insights, market intelligence and advisory company has written an article based around the five trends driving RPO growth plans in 2014. Seven Step RPO was one of a few RPO companies who provided their insights and expertise in addition to discussing the industry trends of 2014, including the importance of the following:
1. Strategies to attract talent reflect a significant competitive opportunity for RPO providers.
2. Globalizing and centralizing RPO models is critical to growth.
3. Specializing in an industry answers client needs.
4. Clients accelerate adoption of talent acquisition technology.
5. Blended RPO is gaining interest.
You can read more specific details and a more thorough overview of each point, including Seven Step RPO’s thoughts on highlighting employment branding or employee value proposition on ISG: Trends Driving RPO Growth Plans in 2014. ... read more
Recruiter.com has started off our week this morning by featuring an article written by Seven Step’s Strategic Director Emily Gordon discussing 5 Tips for Success Change Management when hiring an RPO firm. Here's some more information:
Recruiter.com: Change is hard, change is constant, and change is how companies evolve. When you bring on an RPO firm, it requires change. The goal of change management is to make change minimally disruptive, so that people can focus on performance while change is implemented. What can you do to make change easier to manage?
Here are five tips to help you navigate and manage change:
- Develop a common “change” language and tools
- Be aware of the ripple effect
- Emphasize your company values
- Involve people in the solution
You can read Emily's full piece here on Recruiter.com: 5 Tips for Successful Change Management.... read more
HRO Today recently featured a piece by Seven Step's Strategic Director Katie Calhoun discussing hiring in the healthcare field.
Here's a bit of what she had to say:
HRO Today: The healthcare sector has emerged as a bright spot on the national employment scene: The United States Bureau of Labor Statistics reports the industry adding an average of 17,000 new jobs to the economy each month in 2013. But as healthcare professionals flourish in today’s job market, their employers face mounting challenges: an ever-changing regulatory environment, the evolution of patient care, and fierce competition for talent.
A perfect storm is brewing:
- The Affordable Care Act is expected to bring 32 million new patients into the fold in 2014, leaving healthcare companies scrambling to build out their ranks.
- An anticipated 45,000 physician shortage reported by the AAMC Center for Workforce Studies over the next decade is pushing healthcare companies to pursue clinical nurses to fill the gap.
- The U.S. Bureau of Labor Statistics is anticipating a 60 percent rise in demand for registered nurses between 2008 and 2018, but there are simply not enough candidates to meet this growing need.
... read more
We’re in the business of people. However, sometimes our processes get so automated that we forget that how people experience the recruitment process makes a huge impact on the employer’s reputation. In a 2013 candidate survey, Seven Step RPO found that 25 percent of candidates who applied for jobs never heard back from the employer, at all. Of the people who did hear back, 75 percent of them waited two or more days to receive a response. This has far-reaching effects. CareerBuilder reported in a 2012 survey that 42 percent of people who had a bad candidate experience said they would never reapply for a job at that company, 22 percent said they would tell others not to apply there, and nine percent said they would tell others not to buy products or services from that company.
This proves that candidate experience does matter. From the first time a candidate reads the job description, throughout the application process, and until the possible hire, communication with the candidate should be consistent and engaging.... read more
For HR leaders and talent acquisition executives nearing the end of their initial RPO contract engagement, there are a few reasons to explore alternate provider options. The landscape has changed dramatically over the last five years. The “usual suspects” have evolved while new players have emerged as leaders and innovators in the market. The RPO industry’s approach to delivery has also changed with time – candidates are using social media like never before, along with new mobile technology, tools, job websites, and analytics.
Below, I’ve answered a few of the most frequently asked questions we hear about second generation RPO buying.
When is the best time to start looking at new providers?
I’d recommend beginning the evaluation process between a year and a year and a half before your contract expires. It generally takes three months to evaluate and assess the overall provider community,... read more