Filling open positions as need arises for an organization is no longer effective. Staying competitive in today’s job market means building candidate pipelines and managing candidate pools among other talent acquisition strategies.

Hiring the right people for your organization is vitally important. The healthcare industry has a particularly unique and difficult hiring challenge. Faced with ever-increasing turnover, a low supply talent with a nearly full employment economy, healthcare organizations are under a lot of pressure to not only fill open roles, but to fill them with good cultural fits. To solve these staffing challenges, organizations are opening up to new approaches.

In this edition of #AskAnRPOExpert, we’re talking with Joe Marino, Senior Vice President at Hueman RPO, a recruitment process outsourcing (RPO) company headquartered in Jacksonville Beach, FL. We discuss the complexity of hiring challenges healthcare organizations face -- specifically where a recruitment process outsourcing (RPO) partner could make a huge difference.

According to global recruitment process outsourcing experts, Mynt Consultants, “the principal function of an Applicant Tracking System (ATS) is to provide a central location and database for a company's recruitment efforts”. With that in mind, it’s important for a company's ATS to be easy to use, interpret and get support. The system they elect to go with should be aligned with the company’s business strategy and hiring process.

In this edition of our #AskAnRPOExpert series, we talk to Maru Gonzalez, Global Managing Director at Mynt Consultants, a global recruitment process outsourcing consultancy specializing in ATS implementation and training, change management and continuous process improvement. We discuss the features company’s should look for in their ATS, the value of having an RPO bring their system and how to get more out of the candidates already in your database.

Applicant tracking systems (ATS) can play an integral part in the recruiting process. They can increase efficiency, move qualified candidates through the recruiting process and help companies manage large volumes of applicants. But if the wrong software is being used, it’s managed properly, or implemented poorly, it can do more harm than good.

In this edition of our #AskAnRPOExpert series, we talk to Mike Tastle, Senior Vice President of Accolo, a recruitment process outsourcing (RPO) company based in the U.S. We discuss the role an RPO plays regarding ATS’s, common mistakes clients make when implementing them, and the level an RPO should be involved in managing them.

How do you compete for top talent in an economy where candidates are in the driver seat? In this week’s #AskAnRPOExpert, we’re continuing our discussion with Newton Talent’s, Patty Silbert on how HR can best adapt to the present job market from a talent acquisition point of view.

Related: Adapting Your HR Strategy to A Changing Job Market with Patty Silbert

According to CNN Money and the U.S. December Jobs Report, December, 2016 marked the 75th consecutive month of job gains, the longest streak on record. With the jobs market running hot, many companies are struggling to fill certain positions amidst the challenges of shrinking qualified candidate pools, rapidly evolving technology and shift in candidate selectivity.

The most import key in the success of any talent acquisition strategy is, arguably, leadership commitment. But, how do you make the case for change to the executive team? And how do you win buy in and commitment before, during and post implementation? 

In this edition of #AskAnRPOExpert, we asked John Younger, founder and CEO of Accolo, a recruitment process outsourcing provider based in Dallas, Taxes to answer these questions and others. Here is what Younger said.

While recruitment process outsourcing has been gaining popularity in the past few years, for many working with an RPO provider still seems mysterious with many unanswered questions. In this edition of #AskAnRPOExpert, John Younger, founder and CEO of Accolo, answers questions related to working with recruitment process outsourcing providers as they relate to corporate culture and keys for success and failure.  

In our recent conversations with recruitment process outsourcing experts, we established a clear understanding of the conditions of the current labor market. In this edition of #AskAnRPOExpert  we followed up with Personify's Ryan Carfley, President and CEO, and Allen Wooten, Solutions Architect and Business Development Manager (RPO) to learn how companies are changing their HR strategy to deal with the high demands of the current job market.

Job openings are on the rise across the board; however, figures vary by industries and regions. Within the industries, the largest increases in average annual job openings levels between 2014 and 2015 were in real estate and rental and leasing (37.8 %); health care and social assistance (25.5 %); professional and business services (24.6 %); according to a Monthly Labor Review by the Bureau of Labor Statistics.  Increases were similar in all four census regions, ranging from 15.6 percent in the South to 17.2 percent in the Midwest. What challenges or opportunities does this competitive environment create when acquiring talent for an organization?