NAHCR IMAGE 2013
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Transcript of NAHCR IMAGE 2013
NAHCR IMAGE 2013
Highlights of Best Practices, New Technology in Health Care
Recruitment
Social Media Bootcamp
• Jim Stroud, Director of Sourcing and Social Strategy at Bernard Hodes Group– The Jim Stroud Show (You Tube Channel)– Author of Resume Forensics: How to Find Free
Resumes and Passive Candidates on Google.
Facebook:
What is the number one way to attract passive candidates on FB?
Photo that is shared once is shared at least 14.8 times: 50% of all shares are pictures!Combine that with key words to enhance SEO…photos should speak to your audience!
Build Your Persona!
• I want to attract: • The talent I want is an expert in:• The talent I want works for such companies as:• The talent I want probably went to school at:• The talent I want typically works (alone or in a
team):• The talent I want tends to be (introverted or
extroverted):• The talent I want would probably be interested in:
• Make sure they can find you on their search:
Your Profile Picture:
What is the Second Largest Search Engine?
• You Tube!– Does your organization have a dedicated You Tube
“channel”? • Is there one for recruitment or just marketing?
– Job posting with video are viewed 12% more than without– Suggestions:
• How-to video• Typing in captions on back end of video• Check out your competitors videos and see what tag lines they
are using– Vine/Instagram
And all the rest…
• Twitter• Tweepz• Follow wonk• Google Plus• Healthgrades (for sourcing!)
Current Trends in Recruitment: Metrics
• FTE employees to FTE recruiters:– System: 955:1
• Centralized Recruitment:– 48% versus 25% hybrid versus local
• Average number requisitions: – System: 40-42– Individual Hospital: 28
Metrics, continued…
• Average number of hires in past year:– System: 843 with 43% of these are nursing
• Days to Fill (posted to offer accepted):– OT: 54– PT: 52– All RN: 46• Critical Care: 49• OR: 51• Nurse Manager: 57
Metrics, continued…
• Turnover:– National Turnover in Healthcare: 14.7%– Nursing: 13.1%
• Recruitment of RNs is expensive for any facility. A recent study by Jones, CB, The Cost of Nurse Turnover, Part 2, Journal of Nursing Administration, 35(1), 41-49, estimated a total cost of between $62,100 and $67,100 to replace a single RN.
What’s Happing in the West:• Top 5 Recruiter Core Functions:
– Initial interviewing, Assisting manager in selection of best candidate, Onboarding, Orientation, Variety of training programs (labor/relations, new manager training)
• Healthcare Reform:– Hot topic: 30 hour rule– New roles being developed:
• Nurse Navigator• Patient Care Flow Nurse• Nurse Coordinators
• IT & Clinical Informatics are also hot commodities • Vendors that are true partners (background checks, etc.)