Cost Effective Recruitment Practices

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Cost Effective Recruitment Practices

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

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Case StudyCaritas 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
• KristenCarroll_at_talentmgmtstrategies.com
• Tom Howard, Talent Mgmt. Consultant
• ThomasHoward_at_talentmgmtstrategies.com
• Main Number 857-540-1610
• www.talentmgmtstrategies.com