Hueman RPO Blog

Hueman was recently recognized by Great Place to Work® and FORTUNE as one of the Best Small & Medium Workplaces of 2021. How'd we do it? We strive to create an environment where our employees feel a sense of belonging within our company. 

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.

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.

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:

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 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.

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. The pandemic exacerbated the problem with total employee turnover coming in at just under 40 percent in 2021. Nurses are especially tough to retain with RN turnover in 2020 at 34.81 percent. And in 2021? That percentage jumps to 40.45 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:

Today, human resource leaders must be proactive in decreasing costs within their healthcare organizations. I sat down with Meadville Medical Center VP of HR, Greg Maras and DeKalb Medical's Executive Director of HR, Cathy Hardin to pick their brains on reducing costs and how they have done just that.

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

Why are employees leaving your business?

It's not cheap when an employee leaves your business, whether through resignation or termination. 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.