Recruiting Excellence

Irv NaarAllegheny Health NetworkCorporate VP, Talent Acquisition, HRIS & HR Operations

The Journey from Recruiting 1.0 to 5.0

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

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

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.

AutomationCandidateExperience

Manager

ExperienceBrand

StaffReputation

Process

Leadership

January 1, 2011

Temp Staffing Fees

AgencyFees

Dick FosburyHigh JumpGold Medal

1968 Olympics – Mexico City

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

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

Centralization

Staff

Automation

Process

Analytics

……Transformation

5 Steps to……..

CentralizationNetwork Brand

Recruit by Discipline

One Source for Temps

Separate TransfersAgency Clearing House

Agency

TemporaryStaffing

Full TimeStaffing

TalentAcquisitionRecruiting

Engine

Talent Needs7 Recruiting Departments

RelationshipRecruiting

by Discipline

Transfers

3rd Party Temp

Agency

ExecutiveSearch

HIRES

Talent

Clusters

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

StaffStaff Professional RecruitersTeam Dynamics

Reinforcement TrainingBusiness Knowledgeable

Talent Oriented

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

2.6M Active Nurses

2.9M Openings

“There is a shortage of Nurses”

ThinkDifferently

How many do YOU need?

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

Automation

Automation Automation Works For You

A Tool Not A SolutionEnhance The “Customer” ExperienceEnhance Collaboration

Support “Working Smart”

Interview Types for

Onboarding

Reporting as a Communications Tool

Embedded Interview Guides in

RequisitionsJOBVITE

Extensive Use of

CollectionsAutomated Forms

Job SpecificPrequalification after Application

ProcessProcess Transaction to Engagement

Make Every Employee a RecruiterProcess Standards

Hire Best POSSIBLE People

Attract & Manage Talent

Constant Engagement

SolicitingReferrals

Trial Closes

RecruitThe

References

Build The Network

One Person At A Time

Train ManagersBehavioral

Interviewing

Encourage Initiative

& Creativity

RevelIn

Success

AnalyticsAnalytics

Strategic Influence

Motivate /Improve Via Metrics

Market Successes

Predictive Analytics

Executive Dashboards

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

Dashboards

Executive

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

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

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

Excellence

Innovation

Leadership

The Intangibles

We are pursuing recruiting nirvana…………

Clones are people TWO

Irv NaarAllegheny Health NetworkCorporate VP, Talent Acquisition, HRIS & HR Operationsinaar@wpahs.org

THANK YOU!