summit14 t2.1: accelerating recruitment excellence -ahn
DESCRIPTION
Summit14 - Jobvite Annual User Conference - Breakout Session Presentation. 4.30-5.1TRANSCRIPT
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Recruiting Excellence
Irv NaarAllegheny Health NetworkCorporate VP, Talent Acquisition, HRIS & HR Operations
The Journey from Recruiting 1.0 to 5.0
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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
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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
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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.
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AutomationCandidateExperience
Manager
ExperienceBrand
StaffReputation
Process
Leadership
January 1, 2011
Temp Staffing Fees
AgencyFees
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Dick FosburyHigh JumpGold Medal
1968 Olympics – Mexico City
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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
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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
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Centralization
Staff
Automation
Process
Analytics
……Transformation
5 Steps to……..
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CentralizationNetwork Brand
Recruit by Discipline
One Source for Temps
Separate TransfersAgency Clearing House
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Agency
TemporaryStaffing
Full TimeStaffing
TalentAcquisitionRecruiting
Engine
Talent Needs7 Recruiting Departments
RelationshipRecruiting
by Discipline
Transfers
3rd Party Temp
Agency
ExecutiveSearch
HIRES
Talent
Clusters
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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
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StaffStaff Professional RecruitersTeam Dynamics
Reinforcement TrainingBusiness Knowledgeable
Talent Oriented
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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
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2.6M Active Nurses
2.9M Openings
“There is a shortage of Nurses”
ThinkDifferently
How many do YOU need?
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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
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Automation
Automation Automation Works For You
A Tool Not A SolutionEnhance The “Customer” ExperienceEnhance Collaboration
Support “Working Smart”
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Interview Types for
Onboarding
Reporting as a Communications Tool
Embedded Interview Guides in
RequisitionsJOBVITE
Extensive Use of
CollectionsAutomated Forms
Job SpecificPrequalification after Application
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ProcessProcess Transaction to Engagement
Make Every Employee a RecruiterProcess Standards
Hire Best POSSIBLE People
Attract & Manage Talent
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Constant Engagement
SolicitingReferrals
Trial Closes
RecruitThe
References
Build The Network
One Person At A Time
Train ManagersBehavioral
Interviewing
Encourage Initiative
& Creativity
RevelIn
Success
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AnalyticsAnalytics
Strategic Influence
Motivate /Improve Via Metrics
Market Successes
Predictive Analytics
Executive Dashboards
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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
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Dashboards
Executive
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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
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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
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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
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Excellence
Innovation
Leadership
The Intangibles
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We are pursuing recruiting nirvana…………
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Clones are people TWO
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Irv NaarAllegheny Health NetworkCorporate VP, Talent Acquisition, HRIS & HR [email protected]
THANK YOU!