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Recruitment and hiring are crucial to the culture and success of a company. However, if you’re like many Human Resources (HR) and Talent Acquisition (TA) leaders, you know it can be incredibly time-consuming. Not to mention it is not always at the top of the to-do list amongst other projects, yet it is one of the most imperative organizational functions. Recruitment Process Outsourcing (RPO) is a game changer for many organizations whose HR and/or TA departments are spread thin and need to focus on other important tasks.

It's 2020, we all know the impact social media has. But, do you know how it will benefit your recruitment techniques? We’re here to help!

Hueman is a nationally and globally recognized recruitment firm based in Jacksonville Beach, Florida. Hueman is the only organization in the country to be named a Best Workplace 15 years in a row and is the parent company to four organizations, including Recruitment Process Outsourcing firm, Hueman: Your RPO Partner. Hueman offers a range of custom RPO services to a variety of partners across various industries, including healthcare, automotive, education, manufacturing and more. As a Recruitment Process Outsourcing (RPO) partner, Hueman helps clients get a hold on their recruitment so they can attract and retain top talent.

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.

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.

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

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!

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?

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

Why are employees leaving your business?

When an employee leaves your business, whether it's through resignation or termination, it's not cheap. The costs associated with employee turnover are both tangible and intangible.

The hiring practices that lead to high turnover (aka employees leaving the business) in the healthcare industry are avoidable mistakes.

The healthcare sector experiences four times as much employee turnover as other industries, and wallets are hit hard because of it. If your organization is making these three hiring mistakes, consider revising your approach.

1. Underestimating the value of cultural fit:

Culture is a top-three factor for job satisfaction around the globe, and employees who actually care about their culture have a 31 percent lower turnover rate than those who quit to pursue new opportunities.