Editor's Note

How can talent acquisition contribute to top line revenue and bottom line profits while keeping the corporation out of the cross hairs of government attorneys and regulators? The May 2015 edition of Talent Acquisition Excellence Essentialsincludes two articles that provide tips on interviewing best practices, two articles dedicated to legal compliance issues, four that bear on specific different aspects of sourcing, and two on-boarding, among others.

Solving The Onboarding Conundrum: The solution starts with exit interview

We are familiar with many problems with regard to onboarding – we’ve heard them more times than we want to. Onboarding is expensive, time-consuming, outdated, and in many cases, a new hire quits during or right after the onboarding process.

Talent Acquisition Excellence Advertisers May 2015

Risks With Hiring Processes: Are you aware of what constitutes a compliant hiring process?

When it comes to a hiring process, attention is typically given to looking for creative ways to effectively recruit top talent for the organization and move them through interview and onboarding processes as soon as possible. What many companies overlook, however, is the importance of ensuring that the very same people who are in charge of recruiting, interviewing, and hiring are properly trained on what constitutes a legally compliant hiring process.

Rethinking Recruitment: It’s time to redefine how we attract and hire candidates

Given all that has changed in recruitment over the past couple of decades, you would think organizations would have undergone a significant shift, if not complete overhaul, of the way we recruit. However, even though the Internet spurred a vast array of technology-enabled applications ranging from Applicant Tracking Systems (ATS), online job boards, social media networks and mobile recruiting applications, we’re still pretty much doing the same things we did in 1990 — with a little less postage and paper.

Video Interview: 5 ways it has improved candidate’s experience

Interviews are intimidating — regardless of what kind they are. However, just because the interview process tends to be nerve-racking for candidates, doesn’t mean employers shouldn’t even try to make the candidate experience as enjoyable as possible. After all, the interviewee isn’t the only one being judged.

The Lingering Job Order: Why it exists and tips to move it forward

We have all many things in the world, today, designed to make us more efficient and help us save time. The recruiting world is no different. Candidates now apply online or on their mobile device/s, resume databases and tools like LinkedIn make it easier than ever to identify, connect and network with professionals in any field, and applicant tracking systems help us stay more organized and efficiently communicate with candidates and hiring managers. All of these are designed to save time. Yet, many organizations and recruiters are spending more time filling numbers than growing.

Independent Contractors: Beware of traps

Organizations are increasingly moving away from the traditional employee model and implementing independent contractor models for some aspects of their business to reduce their direct labor costs without sacrificing productivity, or efficiency. However, implementing an independent contractor model is not without risk and, given the current economic and political climate, independent contractor relationships have been facing and will continue to face increased scrutiny.

Best Candidates: Where to find them?

As recruiters face pressure to hire top talent while managing costs, spending recruitment dollars wisely has never been more important. Current data shows that companies around the world can spend more than $3,300 per hire on recruiting — depending upon the region, business size, and the worker’s skill set. Moreover, if an employee jumps ship, the turnover and total replacement costs have been estimated to run as high as 150 times annual salary for specialized senior-level positions and a substantial cost for lower-level positions.

Healthcare Hiring Landscape: 8 ways to recruit and retain top talent

Staff turnover ranks as the top concern among healthcare hiring managers and recruiters. You already know how important it is to seek out and hire the best talent for your organization. This is especially true for fast-growing fields such as healthcare, which is expected to produce one in three of the new jobs in the U.S. over the next decade, and about five million jobs overall by 2022.