Lean, Just-in-Time Recruiting!



Archive for the ‘Retention Rates’ Category

Lean, JIT Transformation – Simply Brilliant ideas!

Wednesday, April 27th, 2011

If you missed NAHCR’s webinar last week, Miranda Maynard (Employment Supervisor for EMH Healthcare) updated us on their Lean, JIT transformation initiative of 2011. 

It was an excellent ‘case study’ of what a continuous improvement journey is all about.

  • Incremental improvement over time can provide exponential returns.
  • Innovation doesn’t have to be rocket science. The best solutions are often simple which make them brilliant.

Some of the Simply Brilliant solutions EMH is implementing include:  

Capturing accurate Metrics – To migrate to a Management by Fact/Data Culture:

  • Eliminating “Other” and “EMH Career Site” as options for a candidate to choose for source of hire.  This has helped identify where top candidates are coming from to further develop cost effective sourcing strategies.
  • Recognizing that a sharp increase in TTF was a result of closing requisitions that have been open for a long period (a positive thing)!

Eliminating unqualified applicant flow – To spend Quality time with Quality Candidates:

  • Implemented pre-screen “Knock-out” questions prior to candidates applying for a particular position (most organizations implement these questions as part of the application process).
  • Implemented a behavioral-based online assessment (HealthcareSource’s Test source).

Make Time to Fill Service Level Agreements public and hold Managers accountable for achieving them:

  • Holding managers accountable for a 40-day Time to Fill metric ensures they are engaged in process. Currently evaluating  adding this SLA to their performance evaluation in 2011. 

Define/separate processes for ‘Business as Usual’ vs. ‘Critical/Difficult/Visible’ positions:

  • Immediate recognition of CDV positions and elimination of the time and cost associated with the “wait & see”/”post & pray” process.

We are excited to have Miranda 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 hope you’re having a great week!

Measuring Quality of Hire

Wednesday, February 2nd, 2011

We’ve always had requests from our clients and network on how best to measure Quality of Hire.  For years there has been debate throughout  recruiting circles on how to effectively measure it.  I think the common consensus is that it’s one measurable thing. Right?  Some Holy Grail that once found will bring us everlasting happiness.

Our view is that the best way to measure quality is through a 360 degree view across your customer base. Quality of Hire is not simply one metric, but a host of them that when combined will give you an overall indication of the quality of the individuals your organization is hiring.   

Here are some of the categories we consider when measuring Quality of Hire.

New Hire Satisfaction:  After new hires complete the recruiting experience, ask them to rate the experience with your department through surveys or focus groups.  This is even more critical for your internal transfers, which in many organizations represent 30-40% of your annual hires.

External Candidate Satisfaction:  This measures the experience of those individuals that were declined by your organization.  These are the folks that will go back out into the market and speak about their experience with your brand.  Whether it was positive or negative, it will have a ripple effect through their network.  Right now, I’m working with a client who is measuring this across one of their critical job families which also has a high attrition rate.  Hence they’re constantly trying to re-recruit candidates they previously declined, so this metric is critical to them.

Hiring Manager Satisfaction. What is the overall hiring manager satisfaction rating of their overall experience with recruiting? Consider aspects such as:  Recruiters understanding of the business they support, responsiveness to the hiring manager, customer service, candidate quality, and others.  For those of you that have worked with us you know this as part of the Hiring Manager Voice Of the Customer (VOC) work that we do.

Retention rates:  What is the new hire voluntary termination rate for your new hires in their first year by department?  What is it for your critical job families?

New Hire Performance versus Their Peers:  How does the performance of the individuals that were hired in the last six months compare to their peers?.  Are they meeting, or exceeding expectations?

We’re working with a few systems on this now.  If you’d like to discuss how we can partner with you on measuring Quality of Hire please contact us.

We’d also like to know what your thoughts are on this subject.  To see the poll please click here.