Category: Social recruiting

SSR on Mashable: How Facebook Graph Search Could Transform Recruiting

On Sunday, Mashable ran a piece by Seven Step Sourcing Team Manager Erin Bazinet (@erinbaz) discussing the likely recruiting & sourcing impact of Facebook's new Graph Search capability. Here's a bit of what she had to say:

@Mashable: One of the greatest assets of [Facebook] Graph Search, in our opinion, is its ability to connect companies with hard-to-find candidates. Graph Search uses long-tail searches, which basically means that the more detail your search includes, the better your results will be. Searches can be tailored to include very narrow criteria — in countless combinations — meaning that hard-to-find candidates with highly specific skills, experiences and affiliations should be well-served by this platform.

Read the full piece here:  read more

Will Facebook Recruiting Be A Friend or Foe to RPO?

"Like" it or not, the social recruiting universe is expanding. Facebook has entered the scene with its long-awaited job board, aggregating open positions from an array of public and private career resources to help candidates find jobs. So will Facebook prove a friend or foe to RPO?

Our opinion: friend.

Like LinkedIn, Facebook has an opportunity to expand its influence among jobseekers by becoming a go-to resource for companies looking to reach their largest, most diverse applicant pools. The more jobseekers Facebook attracts, the more companies will rely on Facebook as a recruiting tool, creating an organic cycle of improvement that benefits everyone involved – especially recruiters.

That's because behind every great recruiting tool lies an even better recruiter. A large applicant pool is always beneficial, but it's the recruiter who can sift through that pool to find the star players who will succeed....  read more

How Open to New Opportunities Are the Currently Employed?

According to Jobvite’s Annual Social Job Seeker Survey, the amount of employed workers actively looking for a job has decreased significantly – from 16 percent of survey respondents last year to a mere 9 percent this year. This doesn’t paint a pretty picture for talent acquisition, especially as key targets for recruiters are generally those candidates who are currently employed rather than those who have been out of a job for an extended amount of time.

But wait, there’s good news! The survey also found that while the number active job seekers declined, the “active-passive” job seeker category is growing, with 69 percent of the employed either seeking a new job or open to the idea of one.

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So what does this mean for recruiters and talent acquisition professionals? Sourcing and winning over new candidates is more and more about selling the job, the employer and the vision. Based on some survey findings, here are the sourcing channels to explore if you want to make the most of the explosion of active-passive job seekers....  read more

What Does Your Talent Acquisition Scorecard Look Like?

A report card will bring you back – way back. And for most of the working world it’s a measurement we’re happy to be rid of. Although the way we measure business processes tends to be a bit different, the report card concept has stuck around for business benchmarking.

When it comes to talent acquisition, an analysis of how a company’s current sourcing approach holds up in comparison to the competition and other top-choice employers is a good tool to inform future sourcing strategy. There are a number of sourcing-effectiveness criteria that we measure at Seven Step, and they are constantly evolving as new candidate communication channels and expectations arise.

Would your current candidate sourcing strategy fall in the “A” range, or come closer to a “C”? Check out some of the subjects that we think talent acquisition professionals might need to apply themselves to:...  read more

Sourcing Innovation: Find & Be Found

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A recent article titled Are You Finding Talent or Is Talent Finding You? got our wheels turning. The article analyzed the technology-driven changes that have occurred in recruiting over the past 20 years, from the days of candidates flipping through the Sunday classifieds to today's job aggregators that allow candidates job access from endless sources and ensure that they're a proper fit through keyword and role-specific search terms.    

As a firm with a twenty-plus year heritage in the recruiting business, we agreed with many of the points made. We also had plenty of thoughts to add on regarding the "find and be found" mentality described in the article. While we pride ourselves on our skills using advanced search to find qualified candidates, we also pride ourselves on creating the buzz that leads potential candidates to find potential employers (like our clients). Here are some of the ideas that stuck out most:

SoMo. Social media and mobile communications are becoming more popular in recruiting, both for candidates and hiring managers. ...  read more

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