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
From Our Blog:
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
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 Monday, TLNT featured a piece by Seven Step's Vice President of Client Services Jason Berkowitz (@jaybz) discussing the use of small data in recruiting.
Here's a bit of what he had to say:
It seems everywhere you turn you read another article describing how all your hiring problems will be solved if you can simply sift through the massive stream of data generated by your recruiting process to find nuggets of truth.
While I don’t disagree that Big Data holds promise (heck, I’ve even spoken on the topic at several HR conferences) I think the rush to embrace Big Data may cause us to overlook the wisdom of SMALL Data.
Just what is “small data?”
What do I mean by Small Data? If Big Data is characterized by massive data sets and the quest for statistical significance, Small Data is exactly the opposite — tiny data sets and the quest for anecdotal evidence.... 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