Category: Talent acquisition
No matter how many articles out there exclaim that “email is dead”, I’m here to tell you that it is definitely here to stay. Email is an essential part of the recruitment process and one of the best ways to interact with candidates. It leaves an electronic trail, it’s convenient, time saving, and non-intrusive.
Continue reading for tips for how you can improve your email best practices when interacting with candidates.... read more
Time-to-slate refers to a group of candidates that an RPO firm screens, selects, and presents within a certain amount of time for a company to consider for interviewing. Typically, RPO firms have SLAs that dictate how many candidates are required per slate and how fast they need to present that slate to a hiring manager. An example would be “three candidates within 10 business days.” While time-to-slate is a very common SLA for RPO firms, it can also be a misleading metric, especially if you do not write it in a way that ensures quality.... 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
On Thursday, ERE.net featured a piece by Seven Step's Sourcing Solutions Manager Victor Alberts (@The_Victor2) discussing who should be responsible for your social recruiting.
Here's a bit of what he had to say:
ERE.net: Candidates today connect, communicate, and proactively do their homework as they interact with future employers through social media. Their first impression of your brand often takes place through your social media presence. They expect responsiveness, a person behind the brand voice, and the ability to ask questions, learn about job openings, and feel you out before they commit to clicking “apply.” The value of social recruiting is not in question. How to implement your social strategy is.
Who should be responsible for social recruiting? The answer depends on several factors. The size, depth, and internal resources of a company.... read more
Last Monday, WIRED Innovation Insights featured a piece by Paul Harty, President of Seven Step RPO, (@Paul_Harty) on the four mistakes business are making in their online application process that are driving thousands of candidates away.
Here is what he had to say:
WIRED Innovation Insights: In today’s highly-competitive hiring environment, building a robust candidate pipeline is a business necessity. It takes companies an average of 47 days to fill open positions, at a cost of $3,325 per hire, according the Bersin’s Talent Acquisition Factbook 2011. If your company is like most, however, you aren’t adding a steady stream of candidates to your talent pipeline -- you’re driving them away.
The reason? An intolerable online application process.
In a national survey of over 2,500 job seekers, our team at Seven Step RPO uncovered four mistakes companies make to deter... read more