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How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing
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How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing

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ERE Webinar from 4/20/11 presented by Jody Henderson.

ERE Webinar from 4/20/11 presented by Jody Henderson.

Published in: Business, Career
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  • 1. How Scosdale Healthcare  Hires Beer Talent Faster with   Video Interviewing  April 20 , 2011  th Page 1 
  • 2. Jody Henderson, PHRRecruitment CoordinatorScottsdale Healthcare Page 2 
  • 3. About Sco0sdale Healthcare  •  Operates three facilities, representing over 830 beds •  6,500 employees •  Among its two medical centers, the system houses a certified Chest Pain Center, American College of Surgeons-verified Level I Trauma Center, a JCAHO- accredited Primary Stroke Center and a Level III neonatal intensive care unit •  Magnet recognition has been awarded to both Shea Medical Center and Osborn Medical Center. Will be going through re-accreditation this year and will include Thompson Peak, our newest hospital •  Provides outpatient surgery, home health services, community health education and outreach services, and clinical research services.  Page 3 
  • 4. Sco0sdale Healthcare Hiring Process •  On-line application process through ATS•  Sr. Recruiters review entry-level through executive•  Sr. Recruiters interview in-person and by phone•  Hiring Managers interview in-person at one of our three campus•  Out-of-state executive level candidates are flown in town and usually require panel interviews. Page 4 
  • 5. Traditional = Complex Video Interview = SimpleCandidates Hiring Team Candidates Hiring Team RELATIONSHIPS ? Notes Notes COST Notes Notes Notes Notes TIME ? LOCATIONS Notes Notes Notes Notes Notes Notes LOGISTICS ? QUALITY CONSISTENCY Notes Notes Notes Notes Notes BRAND Notes Page 5 
  • 6. Process Flow of Video Interviewing  Coordinate Interview Decide Evaluate Anytime / Anywhere Anytime / Anywhere Report Report Recruiter CandidateRecruiter Report Manager Candidate Report Executive Page 6 
  • 7. QuesDons & Discovery •  What could we change in our process to improve time to fill for high- level positions?•  What could we do to decrease travel and hotel costs for out-of-state candidates?•  In person interviews with recruiter and manager are time consuming.•  How can we save time and money while reducing our carbon footprint?•  We decided to start with a pilot group to determine benefit of video interviews. Page 7 
  • 8. Ready, Set….Video!!!  •  In May of 2010 we decided to pilot video interviews with our internal New Graduate RN’s  30 current employee’s graduating  Limited number of openings between 3 campuses  Set up on-site video capabilities  Completed video interviews  Shared applicants with hiring managers as positions became available Page 8 
  • 9. Outcome of New Grad Pilot  •  In two weeks, we had completed one‐way recorded interviews of  all internal RN new grads. •  Were able to present all candidates to hiring managers much  faster than if we had scheduled in‐person interviews  •  Hiring Managers were able to log in and view candidates from  anywhere, anyKme •  Hiring Managers selected 3 candidates/per posiKon to interview •  Candidates not selected  •  Feedback from hiring managers – very posiKve •  Saving Kme for candidate and managers  Page 9 
  • 10. Executive ExecuDve Pilot  •  One more pilot for Director-level positions  How did candidates respond?  How did our executives/physicians respond?•  Executive Director  Filled in just under 120 days•  Director of Ambulatory Services  Filled in 90 days  5 top candidates, 3 were out-of-state candidates  Saved airfare and hotel expenses for out-of-state candidates Page 10 
  • 11. Two‐Way Recorded Interviews  •  Hard‐to‐fill PosiKons   Surgical Oncology NP  •  Posted on 2/22/11  •  Qualified out‐of‐state applicant applied on 3/4/11  •  Video interview with manager on 3/11/11  •  In‐person panel interviews on 3/21/11  •  Job offered and accepted on 3/22/11  •  30 days to fill this job!!  Page 11 
  • 12. Two‐Way Recorded Interviews  •  Out‐of‐state candidate   OR Manager – Hard to fill  •  Spoke to candidate by phone and determined basic qualificaDons  •  Would have scheduled in person interview, but candidate had vacaDon  planned  •  Scheduled a video interview to take place while candidate on vacaDon  (again….anyDme, anywhere!)  •  Outcome   Saved Dme and money  •  Able to make final decision soon  •  Avoided costs of flight and hotel accommodaDons  •  Avoided adding Dme to our managers schedules  Page 12 
  • 13. Two‐Way Recorded Interviews  •  Staff RN   ICU / CVICU   Oncology •  Saved Kme, avoided delays in waiKng for candidates to take Kme  off of work to fly •  Saved candidates money •  Reduced carbon footprint  Page 13 
  • 14.  Benefits of Video Interviewing Branding Logistics Support EMPLOYMENT" BRAND + CANDIDATE NEEDS WEB BRANDED CAM? EXPERIENCE Candidate + + Recruiter RECRUITMENT" MESSAGING + + CUSTOM" + PACKAGING Manager + Candidate EMPLOYMENT VIDEO INVITATION" EMAIL Executive Page 14 
  • 15. How We Use HireVue Today  •  Internal New Grads – on going 2 x’s/year •  Live one‐way for Managers, Directors and ExecuKves •  Live two‐way for staff posiKons   RN’s   NP’s •  HR “Tool Box”   3 cameras we will take out to our managers office to get them  set up for their video interviews  Page 15 
  • 16. More informaDon •  Jody Henderson, PHR jhenderson@shc.org www.linkedin.com/in/jodyh 480-323-4503 Page 16 

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