From Our Blog:
In life, we are all looking for the perfect match to compliment us. It’s the same for recruiting in business; we want that “perfectly matched” candidate whose goals and ambitions align with the company’s vision. When you’ve found “the one” it’s important to keep communication open and the message clear. Once expectations are set, it’s important to keep both parties happy. Just as in any relationship, you’ve got to make sure both parties are getting what they need! It is an ever-evolving relationship that will need constant nurture and care. Business Development Manager James Holt discuss this on ERE.net so you can keep your message clear and your candidates happy, and he does it with some of the best songs from the 90s.
ERE.net: Everyone loves a trip down memory lane. That’s why VH1 made those retrospectives about the 1980s, 1990s, etc. Admit it: once you caught five minutes of one of those shows, the next four hours of your life were forfeited.
A few years ago, when I was an IT recruiter back in Washington, D.C. (see what I did there? Clever, right?), one of my favorite parts of the job was getting to know each candidate and figuring out what their “story” was. What were their unique aspirations and hot buttons? How did they get to this point in their career? What were they passionate about in their lives? Being able to get to know someone, then matching them up with a company that matched their professional and personal ambitions was, to me, one of the best and most rewarding parts of the job. It was always a delight to follow up with them six months later and learn that they were indeed happy with the new direction in their career. ... read more
When on the job hunt, we all know how important our social media presence is. But what about the company hunting for the right talent? With so many new social outlets popping up, our talent pool is larger than ever. That means more eyes are on your company and on your brand. When your brand is looking to hire, you should double check that all your bases are covered. Keep in mind, your social networks should reflect what your company and brand stands for. Are you hip enough? Engaged enough? Current enough? Social Media Manager, Erin Bazinet, discusses on The Undercover Recruiter, the most effective ways of hiring through social media.
The Undercover Recruiter: Smart companies know that one of the best ways to connect with candidates is to go where they are: on social networks. However, just being present on these networks isn’t enough. Companies need to optimize their social media presence and their brand reputation with prospective employees. This means you need to engage candidates with content and conversations that matter on a consistent and ongoing basis. ... read more
In the talent acquisition world, where so much emphasis is put on the latest technology, tools, and processes, it’s validating to see how the Talent Board’s Candidate Experience Awards (CandE) have gained momentum by highlighting the importance of creating a great candidate experience. I had the honor of recently attending the CandE award ceremony (four of our clients won awards!) and it just drove home the value of making sure that every candidate – hired or not hired – has a positive experience with your brand. ... read more
On Saturday, September 27th, the Seven Step RPO Denver office had the opportunity to help out a great cause, as the Children's Hospital Colorado Foundation held its annual gala downtown. While the SSR Cares team enjoyed the chance to rub elbows with some of Denver's business, government and civic elite, no one doubted for a moment it was the “why” of the event, not the “who,” that mattered most.... read more
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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