Innovative Talent Solutions to Drive Healthcare Results
Transcript of Innovative Talent Solutions to Drive Healthcare Results
1 Content Property of Pinstripe, Inc.
Innovative Talent Solutions to Drive Healthcare Results
October 18, 2013
2 Content Property of Pinstripe, Inc.
Pinstripe Healthcare
Jill Schwieters President Pinstripe, Healthcare
Diane Appleyard President of Core Consulting, Inc. and President & CEO of Healthcare Institute
Greg Summers Senior Vice President, Pinstripe
Panelists
• Victoria W. Bayless President & Chief Executive Officer
• James K. Elrod President & Chief Executive Officer
• David J. Fine President & Chief Executive Officer
• James R. Kaskie President & Chief Executive Officer
• Mike O’Neill Chief Executive Officer
• David L. Ramsey President & Chief Executive Officer
• Joseph A. Scopelliti, M.D. President and Chief Executive Officer
• Edgardo Tenreiro Chief Operating Officer, EVP
Health Insights Introductions
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“Having witnessed the
impact that the right
external partner can make,
I can’t imagine ever
bringing this program
back in-house.”
– Debbie Walkenhorst, Regional Vice President of
Human Resources, SSM Health Care – St. Louis
• About Pinstripe Healthcare
• Healthcare CEO Perspectives
• Pinstripe Partnership
• Partnership Results
Agenda
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“Thanks to our partnership with Pinstripe Healthcare, we have a more positive response from our hiring managers and new hires regarding their overall hiring experiences and less overall turnover, which helps us to reduce overall labor costs.”
- Dawn Bryant VP of HR & OD, Carondelet Health
• Deep healthcare provider experience.
• Providing customized, scalable solutions.
• Clinical Centers of Expertise.
• Founded in 2006 in Brookfield, WI, USA.
• Recognized as top provider by HRO Today magazine & RPO Star Performer by Everest Group.
Pinstripe Healthcare
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Pinstripe Healthcare Results
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2013 RPO Baker’s Dozen #3 Global, European & Healthcare
2012 Outsourcing Institute's #2 “Ten Best" RPO Provider
2012 CareerBuilder Award for Excellence in Applicant Experience
2012 & 2013 HROA North America Recruitment Customer Relationship of the Year
2013 Everest Global RPO Peak Matrix Leader & Star Performer
Internationally Recognized for Quality, Satisfaction & Leadership
“The Pinstripe & Ochre House partnership has already proven to be one of the most successful in the industry, attributed to sharing complimentary values and a keen focus on talent management.” - Gary Bragar, NelsonHall
“Pinstripe & Ochre House’s combination changes the game, and adds a new and potent player.” - Elliot Clark, SharedXpertise
“Pinstripe’s exclusive technology eliminated our recruiting challenges related to the quality and volume of job candidates.” – Edie Widener, Director of HR, CHS Health Services
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Pinstripe Healthcare Advisory Board
Gary Mecklenburg Former CEO, Northwestern Memorial Healthcare & Former AHA CEO Chairman
Bruce Van Cleave, M.D. Chief Medical Officer, & SVP Strategic Planning, Aurora Health Care
Diane Appleyard President of Core Consulting, Inc. and President & CEO of Healthcare Institute
Douglas Peters
Former President & CEO, Jefferson Health System & co-founder Advisors to Healthcare Suppliers
Ellen Zane CEO Emeritus & Vice Chairman of the Board of Trustees, Tufts Medical Center
Carrie Harris-Muller Senior Vice President of Managed Care Initiatives & ACO President for the Detroit Medical Center
Roger Strode
Partner, Foley & Lardner LLP; Healthcare Practice Leader
Susan Petrus Senior Vice President of Customer Care & Sales Effectiveness, U.S. Pharmaceutical Division - McKesson Corporation
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Sample of Our Partners
Hospitals & Health Systems Academic Medical Centers
Health Benefit Organizations
Other Providers
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Partnership Models & Solutions
Dedicated talent team delivering an end-to-end solution across an entire organization, in one region or multiple.
Enterprise
Co-sourcing
Project
Dedicated talent team working in partnership with the internal recruitment team, dividing duties by region, location, role or process point.
An enterprise solution executed in a defined timeframe to support a specific initiative.
Executive Search Identifying the perfect fit leader or niche performer using search techniques regionally and internationally.
Talent Acquisition and Management Consulting • Strategic Workforce and Succession Planning • Employment Branding & Recruitment Marketing
• HR Technology Services • HR Leadership and Assessment
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We manage the people, process and technology to achieve a best-in-class talent acquisition process.
• Extension of the organization’s HR function.
• Customized solution.
• Dedicated recruitment teams.
• The organization’s brand and culture - our experts.
WE BECOME YOU™
End-to-End Recruitment Solution
SOURCE ACQUIRE HIRE ENGAGE ROI
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Healthcare CEO Perspectives
October 2012 Research
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Overall priorities focus on financial paradigms and navigating industry changes
Industry
changes
Navigating
change
Financial
paradigms
• Creating a wellness-based system as opposed to a
sickness-based system
• When is the optimal time to make changes?
• How to increase market share amidst budget cuts?
• How to make money in new model vs. traditional fee-for-service?
• How to restructuring compensation and performance metrics?
• What is the new cost structure going to be? How to manage changes in the payment system?
• How do we pace
ourselves when we are
uncertain about the
outcomes?
• Boards are not always
savvy about changes
on the horizon and the
implications
“Cost containment means a new emphasis on
efficiency and supply chain management.”
“What worries me most is what I don’t know!”
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Talent concerns focus more on “quality” than on “quantity”
Management
and
leadership
Physician
integration Skills
• Physician leaders lack skills to take a vision and turn it into reality
• Training physicians to understand the business and impact of actions on revenue
• Clinicians and staff do not have the competencies needed to change the way care will be delivered
• Millennials and Baby Boomers work differently
• Retraining employees to improve through-put and efficiency to meet acute care needs
• Structuring compensation and performance metrics to turn entrepreneurs into engaged, highly productive business partners
• Physicians need to be patient-focused, offer more convenience and be available real time
“It all comes down to leadership. We don’t have nursing shortages
where we have good nursing leadership.”
“Numerically talent acquisition is easier because of the
downturn in the economy.”
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Compelling Pressures
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Our Impact on Compelling Challenges
Operational Efficiency
• Workforce Planning • Prioritize openings that drive revenue • Innovation, LEAN and Six Sigma practices
• Thorough assessments and competency testing • Patient satisfaction and quality outcomes • Compliance and continuity of care
Quality
Technology
Service Excellence
Reduce Costs/ROI
• Access to latest HR Technology without capital investment • Ongoing maximization of technology • Attracting and hiring the “high-tech” workforce
• Competitive Advantage - “Employer of Choice” • Brand Differentiation • HR, Hiring Manager Satisfaction, and Candidate Satisfaction
• It’s all about the metrics • Reduced Costs; Time to Fill; Quality of Hire; Engagement • Patient Satisfaction; Physician Satisfaction; Retention; ROI
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Creating a Foundation of Strength
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Pinstripe Healthcare Partnership
How it Works
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Proven Process Methodology
End-to-end Recruitment customized to meet your strategic objectives.
• Research • Brand • Social Media • Pipeline • Contact • Qualify
• Requisition • Recruit • Screen • Schedule • Assess
• Select • Offer • Screen • References • Background
• Start • Onboard • Orient
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Strategic Sourcing Methodology
Analyze
Attract
Assess
Engage
• Job Scoping • Talent Supply, Demand & Salary Research • Competitive Analysis & Strategy Planning
• Active & Passive Sourcing Techniques • Talent Mining/Campaigning • Progressive Recruitment Marketing
• Automated Scheduling • Integrated Assessments • ATS/Technology Agnostic
• Talent & Alumni Communities • Social Recruiting • Candidate Experience
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Access to Exclusive Technology
Pinstripe’s Talent Relationship Management Technology Platform
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Access to Exclusive Technology Registered Nurse in Southern California
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Access to Exclusive Technology Hospitalist
Location of Internists and Hospitalist by State
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Partnership Results
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Pinstripe Healthcare Results
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Increasing Quality Measures at Cone Health
Challenge • Hire approximately 2,500 clinical and support roles
annually to meet Magnet requirements. • Increase the number of BSN hires in a market of
50% ADNs. • Poor candidate experience & applicant perception
of hiring process. • Build a Talent Acquisition process reflective of the
Cone Health Triple Aim Focus.
Results • Achieved top decile results across performance
metrics. – 98% 90-day Retention. – 93% Hiring Manager Satisfaction. – 98% Candidate Satisfaction.
• Exceeded BSN hiring requirements.
As one of the region’s largest and most comprehensive health networks, Cone Health has more than 100 locations, including five hospitals, two medical centers, three urgent care centers, 71 physician practice sites and multiple centers of excellence.
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Making SSM Healthcare – St. Louis a Great Place to Work
Challenge • Hire 3,400+ individuals / year in addition to
the opening of a new hospital – St. Clare. • Designed overall Partnership process. • Launched new hospital and scaled to new
volumes that significantly exceeded projections.
Results Successfully launched STAR partnership that: • Transformed HR and Recruitment for SSM. • Decreased Cost Per Hire by 66%. • Increased Retention by 5 percentage points to
97%. • Increased Hiring Manager Satisfaction by
more than 20 percentage points to 95%. • Increased Candidate Satisfaction by 17
percentage points to 95%.
“The STAR partnership has been a tremendous success. We have enjoyed a heightened level of recruitment expertise and been able to focus on critical strategic HR initiatives, and make improvements across the board. Having witnessed the impact that the right external partner can make, I can’t imagine ever bringing this program back in-house.” - Debbie Walkenhorst, VP HR
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Finding Top Talent for The Children’s Hospital of Philadelphia
Challenge • Choice to partner or build internally. • Declining employment brand reputation. • Need for improved hiring manager and
candidate satisfaction. • Reduce costs.
Results • Increased hiring manager satisfaction by 12
points to 87%. • Reduced hiring manager time spent per hire. • Decreased time-to-fill by 7 days to 58 days. • Reduced temporary labor and overtime costs. • Increased 90-day retention to 94%. • Technology-enabled efficiencies now
generate an extra 12 hours per month used for candidate satisfaction initiatives.
“Our partnership with Pinstripe Healthcare drives quality, consistency and accountability in CHOP’s talent acquisition. They’ve built strong working relationships throughout our organization.”
- Rob Croner, VP of HR
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Thank You!
Jill Schwieters
(262) 754-5061
Diane Appleyard
(850) 850-2929
Greg Summers
(262) 289-2134
pinstripehealthcare.com
“Pinstripe's commitment to service excellence has distinguished them as one of the preeminent players in the RPO space and one of the very best choices in the verticals in which they excel.” – Elliot Clark, CEO and Chairman of SharedXpertise, publisher of HRO Today magazine