Talent acquisition (TA) differs from recruitment. TA is a long-term, continuous strategy to acquire top talent for your company vs. recruitment where you are filling short-term vacancies with active candidates. To have the best TA strategy, you must possess a good understanding of how talent acquisition operates—and why it matters.

Hueman was recently named one of the 2019 Best Workplaces in Consulting and Professional Services by Great Place to Work® and FORTUNE (you can see detailed results here). How’d we do it? One key was ensuring our employees feel a sense of belonging within our company. When your employees feel like they fit into your company, its culture will thrive.

I sat down with the Recruitment Process Outsourcing Association (RPOA) to discuss how Hueman partnered with a large organization to improve their job interview process to increase employee engagement and decrease turnover.In this eBook, we cover:

Bad hires can dismantle your company culture and increase employee turnover. It’s crucial to refine your hiring process to avoid making those bad hiring decisions. Check out these three best practices to help you find the perfect hire for your organization.

Employee turnover is a real issue that many organizations struggle with. In a recent panel webinar with the Recruitment Process Outsourcing Association (RPOA), talent acquisition experts discussed how bad hiring decisions are made and what can be done to combat turnover. 

Our partner,  a large and very niche HVAC manufacturing and service organization was struggling with time to fill. As their business continued to grow and change, their challenge was exacerbated and as a solution, outsourcing was selected. 

A collaborative partnership approach allowed for an immediate trust to be built between our two organizations. An understanding of the true value of RPO, granted us the opportunity to implement a scalable and flexible solution to help support our partner's growth. 

Our partner,  a regional primary care medical group was struggling with recruitment during a time of expansion and new business. With no formal process in place, HR Managers were struggling to fill positions and get people through on-boarding and credentialing in a timely manner. 

We quickly established and implemented a formal recruitment process from sourcing and on-boarding to credentialing. 

Our partner, a large logistics and freight transportation organization was looking to hire 90 freight conductors in six short weeks, coupled with a short-staffed HR team that didn't have the capacity to fulfill the organization's recruitment needs.

We quickly went to work, implementing a project-based RPO solution in order to deploy resources and begin recruiting to support our partner's goals. 

Understanding the true essence of a candidate is hyper important when hiring new employees. We reviewed our best practices and experience helping a large organization do just that with the Recruitment Process Outsourcing Association (RPOA) in our recent webinar.

Here's an outline of our World-Class Recruitment Guide:

Many of today’s candidates are passive job seekers. In other words, they aren’t actively searching for jobs.

When you're interviewing job candidates, what do you focus on? Do you go beyond qualifications? You should. Focusing on finding the right cultural fits during recruitment can benefit your organization from top to bottom. Learn how to find the right cultural fits for your company in our eBook which details:

Our client -  a leading regional health system with six hospitals and hundreds of clinic locations - was seeking a recruitment solution to reduce their time-to-fill for open positions, recruit for hard-to-fill clinical roles, increase their Registered Nurse experience level, and improve their full recruitment process.

Our partner, a large Academic Medical Center (one of the nation's leading academic medical institutions), needed help improving their recruitment volumes and candidate quality.

We developed a recruitment program that improved position aging by 84 percent and weekly hires by 46 percent. 

Hueman was tasked with developing a comprehensive full cycle recruitment program -- managing all aspects from job requisition development through on boarding. 

What were our results?

Our partner—a growing automotive dealership with five locations—had plans to expand nationwide; opening four stores within a year.

Our partner – a leader in rehabilitation, skilled nursing and assisted living with over 50 locations - was seeking a way to reduce their staffing agency usage while increasing recruitment efficiencies and expanding their candidate reach to achieve future growth goals.

Learn how after 6+ years of partnership, we have helped them to nearly eliminate their staffing agency usage and experience a 26% year over year increase in hires.

The majority of organizations face the “insource vs. outsource” decision in multiple aspects of their businesses.

A key piece of digital recruitment marketing is simply visibility. When you post your job online, you want to ensure job seekers find it, right? Advertising or sponsoring your job openings on job websites is a way to achieve this and should be a crucial piece of your recruitment strategy.

Even if you attract a qualified job applicant to your online job application, that doesn’t mean they’re going to follow through and complete it. Then, uh oh -- you could’ve just lost your best new hire.

Why wouldn’t they complete your job application? Believe it or not, 60 percent of job seekers quit in the middle of filling out online job applications due to length or complexity. Plus, job applications with 20 screener questions lose 40 percent of job candidates.

Do you know the definition of an “employee value proposition” (EVP)? An EVP, also sometimes referred to as an “employer value proposition” is a statement communicating the value your company’s employees gain from working in your organization. Defining your EVP and communicating it to job seekers is critical to becoming a World-Class Recruiter.

When your company is recruiting job candidates, visibility is the most important thing to keep in mind. Can job hunters find your jobs? You must ensure you're getting noticed in the right place, at the right time. Digital recruitment marketing is the tool that helps you achieve this!

The competition for top talent in today's candidate pool is fierce. But a top-notch corporate culture can be your organization's one-up on the rest. And even better? It can help you land talent that didn't even know they wanted to make a job move.

Top-notch corporate culture.

Post your job and pray. That’s all there is to marketing your job openings, right?

No, no, no! You need a strategic approach. Just because you throw something onto the Internet doesn’t mean people can find it.

A large health system in Kentucky had difficulty recruiting RN’s, struggling to fill roles across their five campuses.

However, Hueman's partnership with the health system resulted in:

We have launched a specific program focused on reducing premium labor spend for our healthcare partner and helped them achieve great success.

What were our results?

Employee engagement. By now, you know it's something we scream from the rooftops. Why it's important. What it includes. What to do. What not to do. So, what makes Hueman the employee engagement expert? A lot of things, really.

Defining the job position and the ideal job candidate is the most critical step in the recruitment process. Not only will it help you focus, it will ensure better communication between you, your candidates and your hiring stakeholders. Those who do not prepare in advance risk attracting unqualified candidates. (No thanks!)  

People. They're at the core of everything we do. Without people, the world does not exist. Business does not function. Commerce does not happen. So why do they take the backseat when it comes to business?

Our partner is the largest regional health system in their market with eight hospitals and hundreds of access points for care. In partnership with this client, we developed a recruitment program to streamline, attract new candidates and decrease time-to-fill.

This recruitment program led to an offset of Registered Nurse traveler spend of more than $1.2 million. Today, the partnership has grown to focus on system-wide recruitment across multiple clinical units.

Having the right interview process and strategy in place is extremely important when hiring for your organization. But, unless you have job applicants, there’s no one to use these strategies on!

For healthcare companies, recruiting and retaining top talent is more crucial than ever before. The industry has quickly become an employee’s market, and there are no signs of that changing in the foreseeable future.

Healthcare is adding jobs at a rate almost double that of other industries. This means healthcare employees — whether they’re A+ or C- candidates — have plenty of job options to choose from. Workers know their skills are in high demand, and they’re not afraid to leave jobs in pursuit of something better.

A lot has changed for me over the past two years.

In 2016, I sold the recruitment company I founded in my spare bedroom 20-plus years ago: PPR Talent Management Group. This was a decision largely based on the incredible success of our recruitment process outsourcing arm. We had been thriving for eight years, and it was time to take this business out on its own.

You already know at Hueman, we hone in on the hearts—the humans. That's the very foundation of our new recruitment business. And this concept is part of a key movement we think is long overdue, and so, so important: the human-to-human (H2H) movement.

The healthcare industry’s turnover problem is growing year over year. Total employee turnover came in at just under 20 percent in 2015, up from 17.7 percent in 2014. Nurses are especially difficult to retain — 15 percent of new nurses leave their jobs after one year. And after three years, that number jumps to 43 percent.

Losing a single nurse can cost hospitals nearly $65,000. On average, providers spend $1,200 training each new employee — and that’s if they can find people to fill the vacancies. Organizations that struggle to recruit replacements spend up to 50 percent of their yearly revenues hiring premium labor sources.

What does finding a "culture fit" really mean? We got to the bottom of just that in our recent webinar with the Recruitment Process Outsourcing Association (RPOA).

I sat down with Hueman's CEO, Dwight Cooper (the only individual who has built a Best Workplace in America for 13 years in a row!) to discuss the true meaning of company culture—and how and why to hire for it. Check out the webinar on-demand below, where we:

What's a "cultural fit" anyway? And why is cultural fit important when finding a job candidate?