Hueman RPO Blog

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:

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.

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.

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?

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.

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?

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.