Cost Effective Recruitment Practices
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Transcript of Cost Effective Recruitment Practices
Cost Effective Recruitment Practices
Kristen Carroll Tom Howard Talent Management Strategies www.talentmgmtstrategies.com
Case Study: Caritas Christi Health Care
13,000 employee system 6 Hospitals 7 Non-acute/Sub-acute entities
Case Study
Caritas Christi Health Care Decentralized recruitment function 4-5MM annual spend on recruitment 15-17MM annual spend on temporary
agency fees
The Decentralized Model
Separate ad campaigns No candidate sharing Different processes at each site No effective source reconciliation
Early changes
Centralization of recruitment function System wide ad strategy Standardization of processes Complete analysis of source effectiveness Drastic reduction of overall recruitment
budget
Cost saving strategies
Automate and standardize as much as possible Duplicate positive results Provide recruiters with cost effective tools that
enables them to generate results Develop strong and consistent collaborative
relationships with hiring managers Constantly reevaluate tools
Reduce Agency Expenses
Development and Negotiation of Standardized Contracts
System wide agency use tracking Traveler elimination plan
Automation and Standardization; Duplicate Positive Results; Tools
Development
Recruitment Checklist Internal Job Fair Checklist Hard to fill databases Interview Checklist Recruitment Plan Application Acknowledgment
Recruitment Manual
Recruitment Team Intranet Site
Develop strong relationship with hiring managers
Service Level Agreement Unit/Department Description Sheets New Employee Checklist Interview Evaluation Form and training Recruitment Newsletter
Hiring Manager Intranet Site
Constantly re-evaluate tools
Give me five program Interview referrals 30 day check-in referrals Recruit past employees Rejected offer recruits Refresh ERP initiatives Reference referrals Candidate thank you notes
Additional Cost Saving Strategies
Vendor negotiation Flexing resources Developing relationships with local schools Low cost/high results recruitment events
(CEU training, recruitment dinners) Create recruiter goals aligned with cost
effective recruitment strategies Recruitment and retention meetings
Results Time to fill averaged 35.56 days Cost per hire 75% less than industry average Vacancy rates more than 50% fewer than local competitors Recruitment staff employee satisfaction among highest in
organization Hiring manager satisfaction among highest, and often highest in
organization Reduced recruitment budget by 80% with significantly better
outcomes Reduced agency expenditures by 80% or more, site by site
Benchmark Data from ASHHRA, MHA and Staffing.org Average Time-To-Fill (Healthcare, non-executive): 48.6 Average Cost-Per-Hire (Healthcare, non-executive): $4,124 MA Hospital Vacancy Rate Range: 5.3% - 8.6% MA Hospital RN Vacancy Rate Range: 6.1% - 7.8
Contact Info
Kristen Carroll, President/Principal Consultant [email protected] Tom Howard, Talent Mgmt. Consultant
[email protected] Main Number: 857-540-1610
www.talentmgmtstrategies.com