In this webcast, Bob Mullins, Senior Organizational Development and Training Manager for Nissan North America, and Adam Hilliard, Project Consultant for Select International tackle the path at which HR and Operations frequently conflict – selection using referrals, and the politics associated with it.
As part of the innovation lab for the world’s largest staffing and recruiting firm, Sean Paley and his team at Ignite often grapple with the quandary of how enterprise-level organizations can embrace, generate and promote change. Driven by ...Read more
Hyatt® is a leading global hospitality company with a history of making guests feel more than welcome. In recent years, Hyatt has developed and implemented innovative strategies, tools and technologies to help create a unique employment ...Read more
With all the recruiting technology, sourcing alliance partners, employment branding programs, and subscriptions or licenses available to recruiting teams nowadays, you’d think that budgets would be expanding to include many of ...Read more
Blogging4Jobs Founder and Chief Blogger, Jessica Miller-Merrell sits down with HCI for a podcast on the many roles mobile can play engaging talent. Miller-Merrell explains why the time is right for firms to pursue mobile adoption. Jessica shares ...Read more
Since the economy bottomed out in 2008, the “resume black hole” has gained folk lore status, cropping up in the national employment conversation like clockwork every few months. And while employers would prefer to believe it’s a myth, a recent survey of over 2,500 job seekers conducted by our team at Seven Step RPO proved otherwise.
The “resume black hole” is real – and employers’ broken job application processes are to blame.
“Get the Right People on the Bus” proclaimed Jim Collins in his book Good to Great and this timeless truth is still valid.
RP (Right Person) in the RS (Right Seat) is a win-win both for the organization as well as for the employee. In this blog I shall share the difference between RP and RS and how a candidate can make sure they apply for an organization and role that is a right fit for them.
Employee engagement levels are usually at their highest during the first weeks of employment. However, poorly executed hiring and onboarding processes can easily turn this initial enthusiasm into disappointment, frustration and contribute to ...Read more
Lists are powerful tools. We use them to save time, to remind ourselves of what we want to achieve, and to recognize what and whom we value.
Top ___ Lists
Lists can also leave things behind, because they're only as valuable as the goals of the person creating them.
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% of candidates who applied for jobs never heard back from the employer, at all. Of the people who did hear back, 75% of them waited two or more days to receive a response. This has far-reaching effects. CareerBuilder reported in a 2012 survey that 42% of people who had a bad candidate experience said they would never reapply for a job at that company, 22% 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.