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Archive for the ‘Recruitment Benchmark Study’ Category

Healthcare Recruitment Metrics

Tuesday, July 10th, 2012

Why should you track & benchmark them?

In the last three years, we have had over 150 unique healthcare systems participate in our Healthcare Recruitment Metrics Benchmark Study

And we are in the process of analyzing the data for our 2012 Study as I write this blog! 

In the next few weeks, I will be facilitating recruitment metrics workshops at NACHR’s IMAGE 2012 Conference & presenting the 2012 Healthcare Recruitment Metrics Benchmark Study FINAL results on August 8th.

With countless hours dedicated to gathering, tracking and benchmarking recruitment metrics…I think it is always important to step back and reflect on why we do it and WHY it is so important!   

Three key reasons why we track & benchmark metrics: 

  • To Quantify Return On Investment for Key Stakeholders!  Now more than ever, HR/Recruitment organizations need to quantify their value to executives, key stakeholders, etc.  How do we quantify the positive impact of key initiatives like reducing costs and improving patient care and satisfaction?  A well balanced recruitment metrics scorecard can enable you to do this!
  • Identify Performance Improvement Solutions.  It is true, you can’t manage what you don’t measure.  Tracking metrics and benchmarking against your peers can identify areas for improvement, and solutions with respect to cost, quality, responsiveness/speed and process efficiency.
  • Celebrate Success!  I think this is probably the biggest reason to track & benchmark metrics.  In recruitment, we too often focus on all the things we have to get done, like the countless number of unfilled requisitions on our plate, rather than all the things we accomplish.  An effective recruiter scorecard can show how well you perform relative to industry peers, and also show the improvements in performance made over time on a quarterly basis.

Speaking of celebrating Success, listen to our podcast: How to Become a LEAN Healthcare Recruitment Organization to hear Debra Palmer, Director of Development & Resources and Janet Cooper, Recruiter from Fairfield Medical Center, describe how Fairfield made our LEAN Healthcare Recruitment Metrics Benchmark ‘Elite Honor Roll’ through their Lean Transformation Journey!

How Do I Reduce Overall Time to Fill?

Thursday, November 17th, 2011

If you would like to discuss solutions for reducing your TTF please contact us!

 

I have been knee deep in analysis of recruitment metrics/organizational performance as we finalize our 2011 Recruitment Benchmark Study this month. 

While our client’s Voice of the Customer studies continue to suggest that responsiveness/speed (AKA –time to fill) is very important to hiring managers, most organizations still struggle with:

  • Identifying the root cause issues impacting TTF
  • Develop solutions to reduce it

In a recent post – Overall Average Time to Fill Metrics – Does it Really Capture what is going on?, we shared that while overall TTF was 47 days across over 75 organizations:

  • The % of positions filled in less than 60 days:  74%
  • Ave TTF for positions filled in less than 60 days:  24 days
  • The % of positions filled in 60 days or more:  26%
  • Ave TTF for positions filled in 60 days or more:  115 days

Think about that!  While we fill 3 out of 4 positions very quickly (24 days), 1 out of 4 positions takes an average of 115 days to fill! 

Investigating further, we found that these are also the positions that are:

  • Most critical to the organization!
  • Have the highest Cost of Vacancy
  • Impact customer, patient satisfaction the most
  • Very difficult to find candidates for (high demand/low supply)

With that said. . . to reduce overall TTF. . . the focus should clearly be on reducing TTF for those positions trending 115 days to fill! 

So what are the solutions?

Working with our clients, solutions usually were found in three categories:

  1. Data integrity – Common issues: TTF data was just inaccurate. Req’s that should have been closed were still open, positions that were on hold were still open.  Recruiters were not using ATS status codes correctly.  Not consistently tracking TTF the same (some recruiters tracking from Req Posted versus Intake Session with Manager). 
  2. Requisition Management – Common issues: Recruiters not developing Service Level Agreements with managers to reduce wait time. Infrequent communication rhythm with hiring managers that have positions trending over 45 days (red zone). Positions on hold. Lack of Manager engagement.
  3. Sourcing Top Candidates – Common issues: Not dedicating enough time to sourcing quality candidates.  Lack of expertise/skills to proactively source passive/quality candidates.

Working with our clients on these issues, we have seen phenomenal results in a short period of time.

If you would like to discuss solutions to reducing your TTF please contact us!

Some Cool Stuff at HealthcareSource!

Friday, November 11th, 2011

I was asked to speak at the HealthcareSource User conference this year regarding our Recruitment Metrics Benchmark Study Trends.

It was an excellent conference in many respects but what jumped out most to me was  . . . how they have listened to their customers

The updates to their core products and introduction of new products (including SourcingManager) seem spot on.  

HealthcareSource recently partnered with ASHHRA on the 2011 Healthcare HR Initiatives Survey*.  They solicited input from healthcare human resource professionals regarding top initiatives for reducing costs, improving patient satisfaction, and patient safety.  69% of respondents chose “streamlining HR processes” as the key HR initiative to cut costs!  

This is what we preach and teach every day! :)

With that critical information in mind, they have made significant updates to Position Manager to make it simple, easy and efficient to use.  In addition, they are adding a host of reporting capabilities that will allow them to provide the key data required at the enterprise, department, and individual level to quantify a recruitment organization ROI to key stakeholders and drive performance improvement initiatives!

The fact that they will pull most of the data required to participate in our Healthcare Recruitment Benchmark Study (free of charge) is an added bonus :) .

I was also really impressed with their new Sourcing Manager product!  Again – they have made it simple, easy and efficient to manage all job board postings within a few clicks.  It is similar to a top end catalog shopping experience. Quick, easy and efficient.

Most importantly – it provides the analytical platform required to analyze your recruitment advertising spend.  While many products/agencies focus on Cost per Click or Cost per Application, SourcingManager provides process efficiency metrics from ‘Click to Hire’.  They provide cost per hire and benchmark data across job boards. Cool, Cool, stuff. 

They truly understand the principles important to Lean, efficient staffing process. And that the goal is not ‘clicks’ or applications’ . . . IT IS QUALITY HIRES! :) .  

It is great to see folks listening to the customer and developing solutions to meet their needs.