Summit14 T2.1: Accelerating Recruitment Excellence -AHN
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Transcript of Summit14 T2.1: Accelerating Recruitment Excellence -AHN
Recruiting Excellence
Irv NaarAllegheny Health NetworkCorporate VP, Talent Acquisition, HRIS & HR Operations
The Journey from Recruiting 1.0 to 5.0
Allegheny Health Network• Hospitals: 7
• Affiliated Physicians: 2000
* Healthcare is the largest industry in the world *
• Hospitals: 7 with 2400 licensed beds• Primary Care & Specialty Care Practices: 200
• Physicians: 2100
• Employees: 17,000
• Residents & Fellows: 500
• Nurses: 4850
• Admissions: 88,000
• Out-Patient Visits: 1,138,000• Emergency Room Visits: 285,100
• Cancer Institute Clinics: 43
Mammographer
Service Line VP
Central Supply TechDriver
OR Nurse
ACCOUNTANTPerfusionist
SecretaryCarpenterMedical AssistantSu
rgic
al T
echn
icia
n CFO
Cook
CNA
CMT
CRNA
CRNP
Flight Nurse
Transporter
Engineer
Recruitment 1.0
Recruitment 2.0
Recruitment 3.0
Recruitment 4.0
Recruitment 5.0
The Evolution of Recruitment
Traditional recruitment – posting,print advertising, basic ATS. Focuson process.
Move to online – job boards,ATS searches, applicants respond. Basic 1.0 methodology.
Building begins.Focus on “talent” not applicants.Build 2 way communities. Engage “every one”, not just those seekingEmployment. Branding, social networks & mapping competitors.
Driving value.Realizing the values of the 3.0 communities. TA asa profit center. Gamification.
Personalization, predictability, mobile apps, relationships, augmented reality.
AutomationCandidateExperience
Manager
ExperienceBrand
StaffReputation
Process
Leadership
January 1, 2011
Temp Staffing Fees
AgencyFees
Dick FosburyHigh JumpGold Medal
1968 Olympics – Mexico City
Talent Acquisition
“Hire” Authority
42
Focus on Talent Not Requisition
s
1
Recruiting is a
Profession
3
Candidate Experience
Is Your Brand
5Talent
AcquisitionCorporate
Competitive Advantage
BLUEPRINT
Internal Sourcing
External Sourcing
Hiring&
On-Boarding
Screening&
Assessment
College & Community Relations
Employer BrandingOrg
aniz
ation
& G
over
nanc
eCom
pliance
Talent Acquisition Center of Excellence (COE)
Metrics & Reporting
Tools & Technology
Planning & Strategy
Vendor Management/Temp Staffing
Candidate Relationship Management (CRM)
Executive Search
FRAMEWORK
Centralization
Staff
Automation
Process
Analytics
……Transformation
5 Steps to……..
CentralizationNetwork Brand
Recruit by Discipline
One Source for Temps
Separate TransfersAgency Clearing House
Agency
TemporaryStaffing
Full TimeStaffing
TalentAcquisitionRecruiting
Engine
Talent Needs7 Recruiting Departments
RelationshipRecruiting
by Discipline
Transfers
3rd Party Temp
Agency
ExecutiveSearch
HIRES
Talent
Clusters
SYNERGY
Single Set of Forms
Consistent Background Screenings
One Set of Instructions
from a Central Source
Discipline Representation for all Facilities
Single Network Orientation
One Application
Process
StaffStaff Professional RecruitersTeam Dynamics
Reinforcement TrainingBusiness Knowledgeable
Talent Oriented
RECRUITINGPROFESSIONALS
• Sourcing• Selling• Assessing• Closing• Influence• Technology • Team Dynamics
Skilled at: On-going training:• Closing• Overcoming Objections• Competitive Landscape• CBA’s• Elevator speech• Cold calling• Messaging• Interviewing• Generating referrals
2.6M Active Nurses
2.9M Openings
“There is a shortage of Nurses”
ThinkDifferently
How many do YOU need?
Shiftthe
Prism
Hard to Find So what - influence
Heavy Requisition Load View them differently
I don’t have time Are you working smart – is there a plan Candidate won’t call me Messaging
This job is hard Go do something else
Manager is Difficult Empathy
Automation
Automation Automation Works For You
A Tool Not A SolutionEnhance The “Customer” ExperienceEnhance Collaboration
Support “Working Smart”
Interview Types for
Onboarding
Reporting as a Communications Tool
Embedded Interview Guides in
RequisitionsJOBVITE
Extensive Use of
CollectionsAutomated Forms
Job SpecificPrequalification after Application
ProcessProcess Transaction to Engagement
Make Every Employee a RecruiterProcess Standards
Hire Best POSSIBLE People
Attract & Manage Talent
Constant Engagement
SolicitingReferrals
Trial Closes
RecruitThe
References
Build The Network
One Person At A Time
Train ManagersBehavioral
Interviewing
Encourage Initiative
& Creativity
RevelIn
Success
AnalyticsAnalytics
Strategic Influence
Motivate /Improve Via Metrics
Market Successes
Predictive Analytics
Executive Dashboards
Vacancy Rates
Time-to-Fill
Turnover
Temp Agency Spend
Vacancy Rates
Time-to-Fill
Overtime
Vacancy Rates Time-to-Fill
Inter-Relationships
Manager Response Time
Time to Fill
Overtime
Quality of Hire
TurnoverTime to
Productivity
Interview-to-Hire Ratio
PreQualify
ManagerRelationship
Dashboards
Executive
5 Point Scale 1 2 3 4 5
Tenure (<2/Total) 5% 10% 15% 20% 25%
Age (>60/Total) 5% 10% 15% 20% 25%
Turnover (Actual) 2% 4% 6% 8% 10%
Revenue Impact Low………Med………..High
Patient Care Impact Low………Med………..High
Points X 4 = possible scores of 20 to 100 Score of:
<30 = Green 31-65 = Yellow 66 – 100 = Red Difficulty of Replacement Factor 1= Low (Green) 2= Medium (Yellow) 3= High (Red)
Tenure: <2 years most vulnerable.
Age: >60 most vulnerable.
Turnover: Patterns provide insight.
Revenue: Bottom line is vulnerable.
Patient Care/Safety: Bottom line & HCAP Scores
Replacement Difficulty: Timeframes a cost factor.
Talent ManagementFactors
Measurement Scales
DANGER
CAUTION
OK
Talent StatusTraffic Light
Averages by Position/Unit/Facility (compiled from 24 + months of data)
Size of Talent Pool
# ofApplicants
# ofCandidates
# ofInterviews
# ofHirable
Candidates
Closure % Time to Fill Time toStart
Time toProductivity
Predictability
Now we are dealing in probabilities rather than possibilities Strategic rather than Tactical
Agency Fees $0
Time-to-Fill 32 days
8K Applications per Month
Affirmative Action
Compliance100%
Manager & Candidate
Satisfaction1 – 1.5
Closure Rate>95%
Temporary Labor CostsControlled
Vacancy Rates< 3%
Hiring Up20% Year over Year
Turnover Down
34%
Employee Referral
Rate25%
Hiring Costs
$250-$300
RecruiterTurnover
0
Candidate Review
<72 hours
Advertising Costs
$0
Union Compliance
100%
RESULTS
Excellence
Innovation
Leadership
The Intangibles
We are pursuing recruiting nirvana…………
Clones are people TWO
Irv NaarAllegheny Health NetworkCorporate VP, Talent Acquisition, HRIS & HR [email protected]
THANK YOU!