Cost Effective Recruitment Practices

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Cost Effective Recruitment Practices Kristen Carroll Tom Howard Talent Management Strategies www.talentmgmtstrategies.com

description

Kristen Carroll & Tom Howard's presentation from the ERE Expo 2009.

Transcript of Cost Effective Recruitment Practices

Page 1: Cost Effective Recruitment Practices

Cost Effective Recruitment Practices

Kristen Carroll Tom Howard Talent Management Strategies www.talentmgmtstrategies.com

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Case Study: Caritas Christi Health Care

 13,000 employee system  6 Hospitals  7 Non-acute/Sub-acute entities

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Case Study

Caritas Christi Health Care  Decentralized recruitment function  4-5MM annual spend on recruitment  15-17MM annual spend on temporary

agency fees

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The Decentralized Model

 Separate ad campaigns  No candidate sharing  Different processes at each site  No effective source reconciliation

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Early changes

 Centralization of recruitment function  System wide ad strategy  Standardization of processes  Complete analysis of source effectiveness  Drastic reduction of overall recruitment

budget

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Cost saving strategies

 Automate and standardize as much as possible  Duplicate positive results  Provide recruiters with cost effective tools that

enables them to generate results  Develop strong and consistent collaborative

relationships with hiring managers  Constantly reevaluate tools

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Reduce Agency Expenses

 Development and Negotiation of Standardized Contracts

 System wide agency use tracking  Traveler elimination plan

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Automation and Standardization; Duplicate Positive Results; Tools

Development

 Recruitment Checklist  Internal Job Fair Checklist  Hard to fill databases  Interview Checklist  Recruitment Plan  Application Acknowledgment

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Recruitment Manual

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Recruitment Team Intranet Site

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Develop strong relationship with hiring managers

 Service Level Agreement  Unit/Department Description Sheets  New Employee Checklist  Interview Evaluation Form and training  Recruitment Newsletter

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Hiring Manager Intranet Site

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Constantly re-evaluate tools

 Give me five program  Interview referrals  30 day check-in referrals  Recruit past employees  Rejected offer recruits  Refresh ERP initiatives  Reference referrals  Candidate thank you notes

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Additional Cost Saving Strategies

 Vendor negotiation  Flexing resources  Developing relationships with local schools  Low cost/high results recruitment events

(CEU training, recruitment dinners)  Create recruiter goals aligned with cost

effective recruitment strategies  Recruitment and retention meetings

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Results   Time to fill averaged 35.56 days   Cost per hire 75% less than industry average   Vacancy rates more than 50% fewer than local competitors   Recruitment staff employee satisfaction among highest in

organization   Hiring manager satisfaction among highest, and often highest in

organization   Reduced recruitment budget by 80% with significantly better

outcomes   Reduced agency expenditures by 80% or more, site by site

Benchmark Data from ASHHRA, MHA and Staffing.org Average Time-To-Fill (Healthcare, non-executive): 48.6 Average Cost-Per-Hire (Healthcare, non-executive): $4,124 MA Hospital Vacancy Rate Range: 5.3% - 8.6% MA Hospital RN Vacancy Rate Range: 6.1% - 7.8

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Contact Info

  Kristen Carroll, President/Principal Consultant   [email protected]   Tom Howard, Talent Mgmt. Consultant

[email protected]   Main Number: 857-540-1610

  www.talentmgmtstrategies.com