Cost Effective Recruitment
Practices
Kristen Carroll
Tom Howard
Talent Management Strategies
www.talentmgmtstrategies.com

Case Study:
Caritas Christi Health Care
13,000 employee system
6 Hospitals
7 Non-acute/Sub-acute entities

Case Study
Caritas Christi Health Care
Decentralized recruitment function
4-5MM annual spend on recruitment
15-17MM annual spend on temporary
agency fees

The Decentralized Model
Separate ad campaigns
No candidate sharing
Different processes at each site
No effective source reconciliation

Early changes
Centralization of recruitment function
System wide ad strategy
Standardization of processes
Complete analysis of source effectiveness
Drastic reduction of overall recruitment
budget

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

Reduce Agency Expenses
Development and Negotiation of
Standardized Contracts
System wide agency use tracking
Traveler elimination plan

Automation and Standardization;
Duplicate Positive Results; Tools
Development
Recruitment Checklist
Internal Job Fair Checklist
Hard to fill databases
Interview Checklist
Recruitment Plan
Application Acknowledgment

Recruitment Manual

Recruitment Team Intranet
Site

Develop strong relationship
with hiring managers
Service Level Agreement
Unit/Department Description Sheets
New Employee Checklist
Interview Evaluation Form and training
Recruitment Newsletter

Hiring Manager Intranet
Site

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

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

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

Contact Info
Kristen Carroll, President/Principal Consultant
KristenCarroll@talentmgmtstrategies.com
Tom Howard, Talent Mgmt. Consultant
ThomasHoward@talentmgmtstrategies.com
Main Number: 857-540-1610
www.talentmgmtstrategies.com