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:

LinkedIn

• 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.)