Lean, Just-in-Time Recruiting!



Lean Journey at Mission Health System

If you missed it last week, Lori Halula, Manager of Recruiting for Mission Health System, and I conducted a webinar in partnership with HealthcareSource discussing how Mission engaged Lean Human Capital to conduct a Lean, Just-In-Time transformation.

During the webinar, Lori recapped the major milestones over the last year including:

  1. How Position Manager data and Lean Human Capital’s Healthcare Recruitment Benchmark Study uncovered areas for improvement – As you may have seen from our press releases and other blog posts, we are now an integrated partner with HealthcareSource. As a part of this partnership, any client of Position Manager will now have a FREE automatic data feed from Position Manager. This feed will allow you to seamlessly participate in our benchmarking study, as well as build deeper analytics to measure your process efficiency.
  2. Creation of a new, benchmarked analytics and performance metrics scorecard – As many of you have heard from me, you can’t improve what you don’t measure. It’s also more difficult to make key decisions and manage customer expectations without objective data to drive behaviors. A metrics scorecard can lead to a continuous improvement approach that drives the desired behaviors from your key stakeholders by using factual data that is very difficult to argue with.
  3. Mission’s transition to an optimized recruiting structure including new roles & responsibilities – Early in the engagement, Mission conducted a 360 degree assessment with their recruiters where they evaluated their competencies and skills compared to other healthcare recruiters, to uncover areas for improvement. Sourcing candidates and building pipelines scored lower than other areas. Based on this data, as well as additional research, we decided to migrate the team from a generalist recruiting structure (where recruiters do everything for everyone) to a model that includes talent and sourcing specialists. In the new model, talent specialists work primarily with the candidates and hiring managers while sourcing specialists work to source candidates and build active and passive pipelines.
  4. How conducting a Lean process audit and time-value mapping of Mission’s recruitment process reduced waste – In this exercise key stakeholders were documented for each step in the process as well as the process and delay times for each step. At the end the team worked on techniques to positively impact time to fill and improve customer service.
  5. How Mission implemented Service Level Agreements to better manage the hiring manager relationship and expectations – Lori shared their experience about how hiring managers can negatively impact time to fill by delaying the movement of candidates through the hiring process. By putting in place service level agreements, Mission has created greater accountability for hiring managers as well as recruiters.

Mission’s ROI since going live has positively impacted time to fill, reducing it from 48 days (2010) to 42 days (2011)! We look forward to seeing more improvements over time.

If you have interest in hearing the entire presentation, here is the link to the recorded webinar: Mission Health System’s Lean Journey Webinar.

We are excited to have Lori participate in our Advanced Metrics pre-conference workshop on Tuesday July 12th at NACHR’s Annual Image conference! If you would like more information about this workshop, please contact us.

I would also encourage you to participate in our Healthcare Recruitment Benchmark Study. For more information, please contact us.

I hope you’re having a great week!

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