© 2019 HealthcareSource HR Inc.

Your ability to quickly fill crit ical posit ions with qualif ied candidates directly impacts the quality of care your organization can provide. But today?s healthcare talent market is competit ive, and your recruit ing team and hiring managers are faced with the daunting tasks of finding, hiring, and keeping qualif ied employees who will provide superior care for your residents and clients. You need dynamic hiring software to support your recruit ing efforts while improving your organization?s ability to strategically source, recruit, and retain talent.

The information and tools in this Buying Guide will help you diagnose your organization?s specific priorit ies to select the right hiring software and overall solution that will best meet your needs. Then, leverage this information to support your argument to invest in hiring technology when presenting to your key stakeholders.

Senior Living/Post-Acute Hiring Software

B UYI N G GUIDE FOR

© 2019 HealthcareSource HR Inc.

Step 1BUYING GUIDE

Step 1: Identify Your Top ChallengesTo select the right hiring software for your organization, you first need to identify your top challenges so you can be sure your purchase will help you achieve your goals. Use this table to compare your organization to senior living and post-acute industry benchmarks, which are based on first-year turnover rates and t ime-to-fill in the top 25% of organizations surveyed. Simply record your best estimates in the ?Your Answer? column and then calculate your gap based on the industry benchmark that best describes your organization. Those areas with the greatest gaps are most in need of remedy.

EXAMPLE:

If you have an RN turnover rate of 30%, then Your Answer (30%) minus the Benchmark (24.2%) would be a 5.8 percentage-point gap, which might be something you?d like to address.

Metric Your Answer Benchmark**based on Lean Human Capital Data

Gap

RN Turnover Rate 24.2% Percentage points

LPN Turnover Rate 10.7% Percentage points

CNA Turnover Rate 21.2% Percentage points

RN Time-to-Fill 55 Days Days

LPN Time-to-Fill 57 Days Days

CNA Time-to-Fill 45 Days Days

2X SENIOR CARE WORKERS needed by 2030

© 2019 HealthcareSource HR Inc.

Step 2BUYING GUIDE

Step 2: Identify the Benefits of ChangeIn order to combat the challenges you?ve identif ied, you need to select hiring software that will help you work more efficiently as a recruit ing organization, empower your hiring managers to be a part of the process, and enhance the candidate experience. The efforts you choose to focus on first will depend on your organization?s needs and resources.

This chart will help you see the results you can expect from each effort:

Effort Strategy Impact What to Expect

Enhance the Candidate Experience

- Build recruiter skillsets with training

- Apply modern Recruitment Marketing and Applicant Tracking approaches

- Reduces t ime-to-fill

- Reduces turnover

- 25% reduction in turnover, 39% reduction in t ime-to-fill1

- 500% increase in applicant flow2

Work More Eff iciently - Apply Behavioral Assessments to interviewprocess and development planning

- Use configurable checklists

- Reduces t ime-to-filland turnover

- Improves quality of hire

- 19% reduction in overall employee turnover3

Empower Your Hiring Managers

- Use automatically generated, scientif ically-validated interview questions

- Increase communication and coordination with recruiters

- Use automated reference checking

- Reduces t ime-to-fill and turnover

- Improves quality of hire

- 48% reduction in turnover4

Skilled Nursing Turnover:

39% RNs 42% CNAs

1 Brandon Hall Group, Recruitment Marketing?s Big Impact on Hiring Metrics, 2017 2 Client Profile, HealthcareSource, Bethesda Health Group 3 Client Profile, HealthcareSource, Morning Pointe 4 Client Profile, HealthcareSource, Florida Presbyterian Homes

Senior Living Turnover:

24% RNs 34% CNAs

© 2019 HealthcareSource HR Inc.

Step 3BUYING GUIDE

Step 3: Estimate the Costs of Inaction for Your OrganizationWhat happens if your organization maintains the status quo? Inaction can be more costly than investing in new technology. Use our calculator to discover your organization?s cost-of-vacancy for key roles based on average staffing levels within skilled nursing facilit ies.

40%

The Cost-of-Vacancy estimate from the calculator represents what your organization could spend annually on overtime and agency staff to cover for nursing staff vacancies. Remember, this dollar amount is just for the noted roles, so imagine the costs of not making significant changes to your recruit ing function across all the posit ions in your organization. Investing in modern, efficient hiring software can help you save this amount and more.

of CNA posit ions have a t ime-to-f ill

OF 177 DAYS

GO TO CA L CUL ATOR»

Record your organization's Cost-of-Vacancy here:

© 2019 HealthcareSource HR Inc.

Step 4BUYING GUIDE

Step 4: Evaluate Your Short-List of VendorsNow that you know your cost-of-vacancy and top talent acquisit ion priorit ies, it?s t ime to identify which software vendor will best meet your needs. Narrow your decision by using the checklists below to rate your top three vendors against your talent management goals.

- Enhance the Candidate Experience

- Work More Efficiently

- Empower Your Hiring Managers

- Choose a Talent Acquisit ion Partner, Not Just a Vendor

Use a scale of 1 to 5 where 1 is a Significant Weakness and 5 is a Significant Strength of the vendor.

Enhance the Candidate Experience HealthcareSource Vendor 2 Vendor 3

Mobile-Optimized: Allows candidates to view your career site and apply to jobs seamlessly on any mobile device.

-

Career Site Design: Enables employer branding with the ability to customize your career site(s) with your logo and colors. Helps candidates find the right jobs with natural-language search.

Text Messaging: Enables text messaging for frequent communication with candidates throughout the recruitment process.

Recruitment Marketing: Allows you to source and recruit top healthcare talent quickly and effectively to improve t ime-to-fill and quality-of-hire.

Employer Branding: Reinforces and promotes your employer brand through a mobile-friendly career website, and text messaging and email templates.

Candidate Sourcing: Allows you to build strong talent pipelines for crit ical, hard-to-fill roles and high-turnover posit ions.

Data-Driven Recruit ing: Ability to measure and refine candidate sourcing and engagement activit ies to gain cost and efficiency insights.

Total Score

63%of candidates

who have a NEGATIVE experience tell others

© 2019 HealthcareSource HR Inc.

Step 4 (CONT.)

BUYING GUIDE

Step 4: Evaluate Your Short-List of Vendors (cont.)

Work More Eff icient ly HealthcareSource Vendor 2 Vendor 3

Process Automation: Automates reference checks, init ial OIG screens, and other tasks to give t ime back to your recruit ing teams.

-

Configurable Checklists: Uses company- and position-specific electronic checklists to ensure compliance with your hiring process and allows you to easily compare candidates.

Optimize Evergreen Requisit ions: Uses evergreen requisit ions to build talent pools for hard-to-fill or high-volume posit ions.

Effect ive Job Distribut ion: Enables automated distribution to top job boards, and easily posts to social channels and digital ads.

Robust Communication Tools: Enables recruiters and hiring managers to collaborate in one user interface to document their communications.

Structured Interview Process: Uses behavioral and job knowledge assessments to deploy a structured interview guide to help hiring managers better evaluate fit and increase retention.

Total Score

Empower Your Hiring Managers HealthcareSource Vendor 2 Vendor 3

Configurable Checklists: Provides hiring teams with checklists for a documented history of the steps completed during the hiring process.

-

Internal Communication Tools: Enables hiring teams to collaborate more easily with tools like @messaging to increase efficiency.

Structured Interview Guides: Leverages results of behavioral and job knowledge assessments to provide dynamic interview support to help hiring managers and recruiters stay aligned and extract important details from candidates.

Flexible Offer Management Workflow: Allows hiring managers to extend offers once criteria are met and communicate easily with the broader hiring team to adjust offers if needed.

Total Score

© 2019 HealthcareSource HR Inc.

Step 4 (CONT.)

BUYING GUIDE

Step 4: Evaluate Your Short-List of Vendors (cont.)

Choose a Talent Acquisit ion Partner, Not Just a Vendor HealthcareSource Vendor 2 Vendor 3

Healthcare Focus and Expert ise: Vendor has deep healthcare-focused talent management expertise across the continuum of care.

-

Healthcare-Focused Job Board: Advertises open posit ions specifically to qualif ied healthcare professionals via complimentary standard job postings on a niche, healthcare-specific job board powered by Google Cloud Talent Solution.

Staff Is Experienced in Healthcare: Vendor employees are well-versed and experienced in healthcare and human resources.

Provides Unique Solut ions for Senior Living: Vendor understands and serves the specific needs of clients from post-acute and senior living providers.

Covers a Wide Breadth of Talent Management Needs: Vendor provides solutions that range from talent acquisit ion to performance management, and learning and development.

Complementary and Ongoing Platform Education: Vendor offers educational tools and events as part of its service with the option for tailored education programs.

Rich Partner Ecosystem: Vendor integrates with background check providers, HRIS, and other tools.

Total Score

© 2019 HealthcareSource HR Inc.

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