Innovative Talent Solutions to Drive Healthcare Results

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Innovative Talent Solutions to Drive Healthcare Results

October 18, 2013


Pinstripe Healthcare

Jill Schwieters President Pinstripe, Healthcare

Diane Appleyard President of Core Consulting, Inc. and President & CEO of Healthcare Institute

Greg Summers Senior Vice President, Pinstripe

Panelists

• Victoria W. Bayless President & Chief Executive Officer

• James K. Elrod President & Chief Executive Officer

• David J. Fine President & Chief Executive Officer

• James R. Kaskie President & Chief Executive Officer

• Mike O’Neill Chief Executive Officer

• David L. Ramsey President & Chief Executive Officer

• Joseph A. Scopelliti, M.D. President and Chief Executive Officer

• Edgardo Tenreiro Chief Operating Officer, EVP

Health Insights Introductions


“Having witnessed the

impact that the right

external partner can make,

I can’t imagine ever

bringing this program

back in-house.”

– Debbie Walkenhorst, Regional Vice President of

Human Resources, SSM Health Care – St. Louis

• About Pinstripe Healthcare

• Healthcare CEO Perspectives

• Pinstripe Partnership

• Partnership Results

Agenda


“Thanks to our partnership with Pinstripe Healthcare, we have a more positive response from our hiring managers and new hires regarding their overall hiring experiences and less overall turnover, which helps us to reduce overall labor costs.”

- Dawn Bryant VP of HR & OD, Carondelet Health

• Deep healthcare provider experience.

• Providing customized, scalable solutions.

• Clinical Centers of Expertise.

• Founded in 2006 in Brookfield, WI, USA.

• Recognized as top provider by HRO Today magazine & RPO Star Performer by Everest Group.

Pinstripe Healthcare


Pinstripe Healthcare Results


2013 RPO Baker’s Dozen #3 Global, European & Healthcare

2012 Outsourcing Institute's #2 “Ten Best" RPO Provider

2012 CareerBuilder Award for Excellence in Applicant Experience

2012 & 2013 HROA North America Recruitment Customer Relationship of the Year

2013 Everest Global RPO Peak Matrix Leader & Star Performer

Internationally Recognized for Quality, Satisfaction & Leadership

“The Pinstripe & Ochre House partnership has already proven to be one of the most successful in the industry, attributed to sharing complimentary values and a keen focus on talent management.” - Gary Bragar, NelsonHall

“Pinstripe & Ochre House’s combination changes the game, and adds a new and potent player.” - Elliot Clark, SharedXpertise

“Pinstripe’s exclusive technology eliminated our recruiting challenges related to the quality and volume of job candidates.” – Edie Widener, Director of HR, CHS Health Services


Pinstripe Healthcare Advisory Board

Gary Mecklenburg Former CEO, Northwestern Memorial Healthcare & Former AHA CEO Chairman

Bruce Van Cleave, M.D. Chief Medical Officer, & SVP Strategic Planning, Aurora Health Care

Diane Appleyard President of Core Consulting, Inc. and President & CEO of Healthcare Institute

Douglas Peters

Former President & CEO, Jefferson Health System & co-founder Advisors to Healthcare Suppliers

Ellen Zane CEO Emeritus & Vice Chairman of the Board of Trustees, Tufts Medical Center

Carrie Harris-Muller Senior Vice President of Managed Care Initiatives & ACO President for the Detroit Medical Center

Roger Strode

Partner, Foley & Lardner LLP; Healthcare Practice Leader

Susan Petrus Senior Vice President of Customer Care & Sales Effectiveness, U.S. Pharmaceutical Division - McKesson Corporation


Sample of Our Partners

Hospitals & Health Systems Academic Medical Centers

Health Benefit Organizations

Other Providers


Partnership Models & Solutions

Dedicated talent team delivering an end-to-end solution across an entire organization, in one region or multiple.

Enterprise

Co-sourcing

Project

Dedicated talent team working in partnership with the internal recruitment team, dividing duties by region, location, role or process point.

An enterprise solution executed in a defined timeframe to support a specific initiative.

Executive Search Identifying the perfect fit leader or niche performer using search techniques regionally and internationally.

Talent Acquisition and Management Consulting • Strategic Workforce and Succession Planning • Employment Branding & Recruitment Marketing

• HR Technology Services • HR Leadership and Assessment


We manage the people, process and technology to achieve a best-in-class talent acquisition process.

• Extension of the organization’s HR function.

• Customized solution.

• Dedicated recruitment teams.

• The organization’s brand and culture - our experts.

WE BECOME YOU™

End-to-End Recruitment Solution

SOURCE ACQUIRE HIRE ENGAGE ROI


Healthcare CEO Perspectives

October 2012 Research


Overall priorities focus on financial paradigms and navigating industry changes

Industry

changes

Navigating

change

Financial

paradigms

• Creating a wellness-based system as opposed to a

sickness-based system

• When is the optimal time to make changes?

• How to increase market share amidst budget cuts?

• How to make money in new model vs. traditional fee-for-service?

• How to restructuring compensation and performance metrics?

• What is the new cost structure going to be? How to manage changes in the payment system?

• How do we pace

ourselves when we are

uncertain about the

outcomes?

• Boards are not always

savvy about changes

on the horizon and the

implications

“Cost containment means a new emphasis on

efficiency and supply chain management.”

“What worries me most is what I don’t know!”


Talent concerns focus more on “quality” than on “quantity”

Management

and

leadership

Physician

integration Skills

• Physician leaders lack skills to take a vision and turn it into reality

• Training physicians to understand the business and impact of actions on revenue

• Clinicians and staff do not have the competencies needed to change the way care will be delivered

• Millennials and Baby Boomers work differently

• Retraining employees to improve through-put and efficiency to meet acute care needs

• Structuring compensation and performance metrics to turn entrepreneurs into engaged, highly productive business partners

• Physicians need to be patient-focused, offer more convenience and be available real time

“It all comes down to leadership. We don’t have nursing shortages

where we have good nursing leadership.”

“Numerically talent acquisition is easier because of the

downturn in the economy.”


Compelling Pressures


Our Impact on Compelling Challenges

Operational Efficiency

• Workforce Planning • Prioritize openings that drive revenue • Innovation, LEAN and Six Sigma practices

• Thorough assessments and competency testing • Patient satisfaction and quality outcomes • Compliance and continuity of care

Quality

Technology

Service Excellence

Reduce Costs/ROI

• Access to latest HR Technology without capital investment • Ongoing maximization of technology • Attracting and hiring the “high-tech” workforce

• Competitive Advantage - “Employer of Choice” • Brand Differentiation • HR, Hiring Manager Satisfaction, and Candidate Satisfaction

• It’s all about the metrics • Reduced Costs; Time to Fill; Quality of Hire; Engagement • Patient Satisfaction; Physician Satisfaction; Retention; ROI


Creating a Foundation of Strength


Pinstripe Healthcare Partnership

How it Works


Proven Process Methodology

End-to-end Recruitment customized to meet your strategic objectives.

• Research • Brand • Social Media • Pipeline • Contact • Qualify

• Requisition • Recruit • Screen • Schedule • Assess

• Select • Offer • Screen • References • Background

• Start • Onboard • Orient


Strategic Sourcing Methodology

Analyze

Attract

Assess

Engage

• Job Scoping • Talent Supply, Demand & Salary Research • Competitive Analysis & Strategy Planning

• Active & Passive Sourcing Techniques • Talent Mining/Campaigning • Progressive Recruitment Marketing

• Automated Scheduling • Integrated Assessments • ATS/Technology Agnostic

• Talent & Alumni Communities • Social Recruiting • Candidate Experience


Access to Exclusive Technology

Pinstripe’s Talent Relationship Management Technology Platform


Access to Exclusive Technology Registered Nurse in Southern California


Access to Exclusive Technology Hospitalist

Location of Internists and Hospitalist by State


Partnership Results


Pinstripe Healthcare Results


Increasing Quality Measures at Cone Health

Challenge • Hire approximately 2,500 clinical and support roles

annually to meet Magnet requirements. • Increase the number of BSN hires in a market of

50% ADNs. • Poor candidate experience & applicant perception

of hiring process. • Build a Talent Acquisition process reflective of the

Cone Health Triple Aim Focus.

Results • Achieved top decile results across performance

metrics. – 98% 90-day Retention. – 93% Hiring Manager Satisfaction. – 98% Candidate Satisfaction.

• Exceeded BSN hiring requirements.

As one of the region’s largest and most comprehensive health networks, Cone Health has more than 100 locations, including five hospitals, two medical centers, three urgent care centers, 71 physician practice sites and multiple centers of excellence.


Making SSM Healthcare – St. Louis a Great Place to Work

Challenge • Hire 3,400+ individuals / year in addition to

the opening of a new hospital – St. Clare. • Designed overall Partnership process. • Launched new hospital and scaled to new

volumes that significantly exceeded projections.

Results Successfully launched STAR partnership that: • Transformed HR and Recruitment for SSM. • Decreased Cost Per Hire by 66%. • Increased Retention by 5 percentage points to

97%. • Increased Hiring Manager Satisfaction by

more than 20 percentage points to 95%. • Increased Candidate Satisfaction by 17

percentage points to 95%.

“The STAR partnership has been a tremendous success. We have enjoyed a heightened level of recruitment expertise and been able to focus on critical strategic HR initiatives, and make improvements across the board. Having witnessed the impact that the right external partner can make, I can’t imagine ever bringing this program back in-house.” - Debbie Walkenhorst, VP HR


Finding Top Talent for The Children’s Hospital of Philadelphia

Challenge • Choice to partner or build internally. • Declining employment brand reputation. • Need for improved hiring manager and

candidate satisfaction. • Reduce costs.

Results • Increased hiring manager satisfaction by 12

points to 87%. • Reduced hiring manager time spent per hire. • Decreased time-to-fill by 7 days to 58 days. • Reduced temporary labor and overtime costs. • Increased 90-day retention to 94%. • Technology-enabled efficiencies now

generate an extra 12 hours per month used for candidate satisfaction initiatives.

“Our partnership with Pinstripe Healthcare drives quality, consistency and accountability in CHOP’s talent acquisition. They’ve built strong working relationships throughout our organization.”

- Rob Croner, VP of HR


Thank You!

Jill Schwieters

[email protected]

(262) 754-5061

Diane Appleyard

[email protected]

(850) 850-2929

Greg Summers

[email protected]

(262) 289-2134

pinstripehealthcare.com

“Pinstripe's commitment to service excellence has distinguished them as one of the preeminent players in the RPO space and one of the very best choices in the verticals in which they excel.” – Elliot Clark, CEO and Chairman of SharedXpertise, publisher of HRO Today magazine

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Innovative Talent Solutions to Drive Healthcare Results

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