The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
The Role of Innovative Analytics in a Recruiting Turnaround
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The Role of Innovative Analytics in a Recruiting Turnaround

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  • Also mention our Acute services are in 900 hospitals
  • Fortune rank: lower is better… Teammate growth: “recruiting has to be good in the face of this type of growth”
  • Explain how we got there, and how metrics supported this -Taleo -Analytics focus
  • NURSING BENCHMARK STANDARD OVER 50 DAYS! Time to Offer Accept (time to find 41 in 2007, roughly 24-25 now)
  • (Alex) Potentially scale this out to show the rank amongst / fit with the 70 depts… Maybe do this one yearly…?
  • Bold: set unique goals that match the business need. Bold: show together on forced-rank scorecard. Behaviors: Scorecard helps identify areas for improvement with each TM. Set thresholds RED-YELLOW-GREEN (also, share HM info in red-yellow-green if you measure HMs) If someone stays in red for 2-3 mo, fix it. Performance: Watch the outcomes change. Measure regularly to ensure movement. Fine-tune if you aren’t hitting your desired results.
  • Note the thresholds at the bottom, showing our “Stretch” goals – bold thinking
  • 24 and 48 are so important because RNs are on the market for 2-3 days These are our expectations… Considered BOLD…
  • Recruiters see this as “their” metric “ Hired” = Offer accept for DaVita… Don’t need to split hairs here…
  • Automated from Taleo… Emphasize the Red-Yellow-Green, also the Candidates “Sent” = we’re being open with ops about our efforts and giving clear visibility into recruiter activities.
  • Time to Offer Accept (also get time to find)
  • Remember, either “or”
  • “ Patients first” philosophy No nurses means no treatments, no patients. Over 200,000 Patient Treatments
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