• Deep and Mutual Appreciation

    Top Customer Satisfaction ratings from our clients three years running.

  • Get Ahead of Talent Acquisition

    The agility to meet rapidly-changing hiring needs.

  • Passion for Hiring Performance

    Best-practices solutions to your unique challenges.

  • Recruiting's Innovation Engine

    Because state-of-the-art can always get better.

  • Committed to Business Impact

    Whatever it takes, that's what we do.

If your company has complex hiring needs, Seven Step RPO can make the process a whole lot easier. Our custom recruiting solutions are flat-out effective against a range of large, complex hiring challenges. Ask our clients: Seven Step can help you get ahead of talent acquisition.

Custom RPO Solutions

We help companies with unique hiring needs fill jobs more effectively than they ever have before.

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Record of Success

We've faced down complex hiring challenges for some of the globe's leading companies.

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Committed Partners

We're personally and universally committed to our clients' success, whatever that might mean.

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From Our Blog:

Listening and Caring: The Essential Elements for a Successful Business Relationship

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As Executive Vice President at Seven Step RPO, I have long held the philosophy that establishing and nurturing relationships with clients is one of the most important aspects of my role. You can have the best technology, products and services, but if you don’t build relationships with your customers, your success won’t last long. 

I recently met with a client that we’ve been working with for about a year. They had been using another RPO provider prior to us and unfortunately, had had a negative experience. Before they hired us, our President, Paul Harty, and I had spent a year communicating and meeting with them numerous times—building a relationship. Meeting with them, in and of itself, wasn’t unusual. What was unusual was the fact that when we met with them this last time, there was no agenda. No challenge to solve, nothing to sell, no reports to provide. ...  read more

Why You Can’t Afford Not to Hire College Graduates

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College. Just the word conjures up memories of the four ‘p’s: parties, professors, Pop-Tarts and pizza. However, there’s two more ‘p’s that every college student thinks about: their potential paycheck. Hiring managers can often crush those dreams as sometimes, they are not interested in hiring these recent grads. Many hiring managers only want to deal with people who have experience. Combine that with how recent college grads can often be lost in the job application process, and things can get a bit messy. Strategic Director Krista Williams discusses on HR Daily Advisor some of the reasons why hiring college graduates is not only a good move, but why companies and experienced employees can benefit from working with them.   

HR Daily Advisor: I have been working with college students … well, since I was in college. In most, if not all, of my positions I have had the fortune of working with interns, new graduates, placement offices, faculty, and students. My support has not only been to assist in job placement but also to support the transition of students from the life of ramen noodles and 10 a.m. classes to meeting the demands of a completely connected work environment with high expectations. 

I enjoy the aspect of the students being full of life, holding huge aspirations, and having absolutely no idea how to get where they are trying to go. I have partnered with placement offices at several colleges and managed college hiring programs for several organizations. Over the years, some things have changed and some things haven’t at all....  read more

What You Can and Can’t Ask a Veteran in a Job Interview

For some reason, when interviewing military veterans, hiring managers and recruiters seem to be at a loss when it comes to certain issues. We’re not really sure why – veterans are just like any other prospective employee who hasn’t proudly served our country. There are some sensitivities around their background and experience that is classified (for different reasons), and other information that can be discussed at great lengths. However, where do you draw the line between what is appropriate and what isn’t? Strategic Director Krista Williams discusses on Recruiting Trends what you can and can’t ask veterans and the rationale behind each of these points.  

Recruiting Trends: Hiring managers and recruiters need to be aware that there are certain questions they can and cannot ask military veterans during job interviews. The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the rights of veterans during civilian job interviews....  read more

Through the Looking Glass(door)

For recruiters and companies, logging on to Glassdoor and reading current or former employee reviews can be as frightening as a Freddy Krueger or Jason Voorhees movie. However, unlike the movies, these reviews don’t end after two hours, they aren’t predominately fiction, and worst of all – you’re not going to enjoy a tub of popcorn while seeing what’s on the screen. The good news is that you don’t need to go to the land of Oz in order for your to company to reap the benefits of Glassdoor. If Chief Brody can kill Jaws, then you can make Glassdoor beneficial to your employment brand. On Recruiter.com, Business Development Manager James Holt uses some of his favorite movie quotes for how companies can deal with negative Glassoor reviews/box office bombs, and how to turn them into positives/Oscar winning pictures. 

 

Recruiter.com: If you’re like most HR executives, logging into Glassdoor can be like one of those vanity mirrors with the bright lights: even the tiniest imperfection is magnified beyond belief, leaving you gasping in horror at what you see.

Many of these executives who read the entries on Glassdoor are shocked to find that those reviews completely contradict how they think their employment brand is perceived. Negative feedback by hires who turned out to be a bad fit or disgruntled past employees can drive a wedge between your recruitment marketing efforts and savvy candidates that use every available avenue to vet an opportunity. Prospective employees are no different than consumers today: they check online reviews and will trust them more than any marketing collateral, believing it to be more authentic because it comes from “real people,” not a “faceless company.”...  read more

Sourcers Are From Mars, Recruiters Are From Venus: Bridging the Great Divide

Since the dawn of time, the relationship between sourcers and recruiters has been similar to the relationship between Yankee fans and Red Sox fans. While there hasn’t been any Babe Ruth trades, Bucky Dent home runs, or 3-1 ALCS comebacks between sourcers and recruiters, the volatility between both sides can be just as palpable as going to a bar in the Bronx or Boston while wearing the opposing team’s hat. However, while there is close to no hope that the two baseball teams’ fans will ever get along, what would actually happen if sourcers and recruiters became friends and worked together to help hire the best talent? Senior Sourcing Specialist Andrea Blasdale discusses how this can happen, the benefits that would come out of sourcers and recruiters working together, and what they can learn from each other. We can promise you one thing – the world won’t end because of it, but maybe Big Papi and Derek Jeter will get a beer together one day…but maybe not. 

SourceCon: Sourcers and recruiters both have the same purpose: to facilitate the hiring of the best talent. So, why is it that we don’t always work as a team? Let me tell you a story. When I first started my work as a sourcer, I went about my work with my sourcing team, the way we always did it. We focused on finding stellar candidates. And the recruiters? Well, they were in another location, doing their thing, finding… stellar candidates. One day, after a few interactions with each other, we realized that our two teams didn’t really know that much about what the other one did, or how they did it, or what they struggled with, or that we had tools that could make the entire process so much easier. So, we decided to do the next logical thing: we moved in with them. That’s right, into the same office space. We now sat next to each other all day. And what happened? We started having conversations, learning from each other, and getting to know the value we each brought to the game. Where do we stand today? We’re a seamless team of colleagues that leverages our combined strengths to achieve a common goal....  read more

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(857) 239-5546

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

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