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Vol.3 Issue. 12 Talent Acquisition Excellence Essentials is published monthly by HR.com, 124 Wellington Street East Aurora, Ontario Canada L4G 1J1 Internet Address: www.hr.com Submissions & Correspondence: Please send any correspondence, articles, letters to the editor, and requests to reprint, republish, or excerpt articles to: HR.com 124 Wellington Street East, Aurora, Ontario Canada L4G 1J1. Phone: 1-877-472-6648 To submit articles for future issues of Talent Acquisition Excellence Publication submit your article for one of these sections below: Quality of Hire Section: qoh@editor.hr.com Recruitment Process Outsourcing Section: rpo@editor.hr.com Online Staffing and Sourcing Section: oss@editor.hr.com Contract Workforce and Talent Exchange Section: cwte@editor.hr.com Talent Acquisition Excellence Essentials Publishing: Debbie McGrath, CEO, HR.com - Publisher Shelley Marsland-Beard - VP of Sales Deepa Damodaran - Senior Editor Raksha Sharma - Junior Editor Savitha Malar - Design and Layout Copyright © 2015 HR.com No part of this publication may be reproduced or transmitted in any form without written permission from the publisher. Quotations must be credited The hunt for the best talent is always on. Companies are fighting tooth and nail to beat the competition; some have even called it a war! The fight for the best and brightest talent in the world is heating up, especially now when there is an increasingly demanding workforce that has more choice and opportunities than ever before. In 2015, we discussed in length about social recruiting, attracting and retaining Millennials, use of technology in hiring, and background checks, among others. As we draw the curtain on the last edition of Talent Acquisition Excellence Essentials, we present to you 10 articles, which we hope will help you set the pace for the next year! Our Cover Article for this issue deals with issues of global background-screening and will tell you how to be complaint with laws of hiring, especially if you are screening cross borders. Mark Sward in his article Cross-Border Background Screening says that with the right planning and consultation and an experienced global background-screening partner, you can tackle this challenge and create a coherent, consistent, and compliant background screening program across the continent. He con-tinues to say that a qualified global screening partner can help give you access to real-time compliance information in all the jurisdictions where you operate. Thus, your program protects you against the risks of both bad hire and non-compliance with the law. As we all know, for many organizations, an area of complexity in the talent acquisition process is employment screening. Screening is a critical step for employers because it can help reduce the risk of employing a bad hire. Dan Shoemaker, in her article Employment Screening, points out a few mistakes and critical program gaps that many organizations make during employment screening. This article will be of great help for employers as it helps them to look hard at their own background screening programs to identify any gap/s they may have and re-tool their pro-cesses. This will help them ensure that they hire the most qualified talent and also improve their competitive advantage. Modern processes of recruitment still come with downsides in terms of time, cost, and even outcome in quality hire. Long hours for screen-ing CVs and interviewing candidates? Lack of qualified candidates for the role? High costs in advertising vacancies? Coping with such reality in an ever-increasing competitive market is a challenge for even the most dedicated recruiter. José Sánchez in the article Recruitment Predictions talks about how a variety of technologies can be integrated to ease the process and hints at the future of HR technology. The holiday season has begun. Holiday shop-ping is in full swing, and even if you have started staffing your retail stores early this year, you’ve inevitably got gaps to fill in your seasonal ranks. You’re interviewing people from different back-grounds, and you can’t help but see evidence of age-based stereotypes right in front of your eyes. No matter what words are used, and no matter what you believe about people based on when they were born, the ultimate question in the hiring world is this: Do generational differences really make a difference in the quality of my workforce? Or, are we biased in our hiring process? In the article Hiring For The Holiday Shopping Season, Carol Jenkins says that when you focus on key predictors of success instead of age, you’ll cut through the bias and find the candidates who are best fit for your retail stores — and in turn your customers will enjoy an exceptional shop-ping experience this season. In brief, this edition of Talent Acquisition Excel-lence Essentials contains a wide-range of articles that provide practical suggestions for improving company practices around interviewing, sourcing, on-boarding, and retaining top performers. Enjoy reading and don’t forget to send us your feedback! Happy Holidays and Merry Christmas to you all! Editors Note Regards, Debbie McGrath HR.com Have a say? Write to the Editor.


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