Successful Healthcare Recruiting Strategies: Lessons Learned At DaVita
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Successful Healthcare Recruiting Strategies: Lessons Learned At DaVita

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Successful Healthcare Recruiting Strategies: Lessons Learned At DaVita Successful Healthcare Recruiting Strategies: Lessons Learned At DaVita Presentation Transcript

  • Successful Healthcare Recruiting Strategies: Lessons Learned at DaVita by Matt Lowney
  • My Goal • Provide insight into DaVita’s recruiting engine and how we provide a Competitive Advantage for our Village and Patients • Stretch Goal: Take something away that you can implement in your recruiting strategy to attract more talented patient care staff ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 2
  • About DaVita •  Goal: To be the greatest kidney care company the world has ever seen! •  Largest independent provider of dialysis services in the U.S. •  Leader in Patient Outcomes (our patients do live longer) •  Fortune 500 Company with headquarters in Denver, CO •  116,000 patients in 43 states •  1,500 outpatient facilities / 800 acute care units in hospitals ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • A Healthcare Services Leader ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • DaVita Core Values & Mission Statement Beliefs Behaviors Performance ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Village Awards – “No Brag, Just Fact” TOP COMPANIES FOR LEADERS ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • RN Recruiting: External Challenges ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • 2000 RN Shortages WA ME MT ND OR MN VT NH ID WI SD MA NY WY MI CT PA IA NV NE NJ IN OH MD UT IL DE CA WV CO VA KS MO KY AZ NC TN OK NM AR SC MS AL GA TX Red: >10% shortage LA FL Yellow: 0-10% shortage Green: No shortage ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • 2010 RN Shortages WA ME MT ND OR MN VT NH ID WI SD MA NY WY MI CT PA IA NV NE NJ IN OH MD UT IL DE CA WV CO VA KS MO KY AZ NC TN OK NM AR SC MS AL GA TX Red: >10% shortage LA FL Yellow: 0-10% shortage Green: No shortage ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • 2015 RN Shortages WA ME MT ND OR MN VT NH ID WI SD MA NY WY MI CT PA IA NV NE NJ IN OH MD UT IL DE CA WV CO VA KS MO KY AZ NC TN OK NM AR SC MS AL GA TX Red: >10% shortage LA FL Yellow: 0-10% shortage Green: No shortage ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Clinical Recruiting: A Turnaround Story ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • A Look Back: 2006 • Recruiting was a “Broken Department” • No alignment with operations • Recruiters with 60+ Requisitions • Bottom 5 of departments (out of 70) in all of DaVita • High RN Vacancy Rate ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • A Look Back: 2007 2007: Began turning the corner • New Applicant Tracking System • New leadership • Weed or feed recruiters on team • Focus on improving processes • See drop in RN vacancy rates ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Improvements: 2007 to Present RN Time to fill – down 29% •  2007: 52 days •  2008: 45 days •  2009: 37 days RN Vacancy Rate – down 37% •  2007: 7.47% •  2008: 6.01% •  2009: 3.91% •  2010 YTD: 4.74% (creeping up…) ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Customer Service: 2007 to Present Departmental Scores out of 70 Departments •  2007: Bottom 5 •  2009: TOP 10! Operational Alignment •  Reporting was not field friendly •  Reporting needed to be at appropriate operational level ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Executing Our Strategy ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Our Strategic Intent We create Competitive Advantage through Recruiting Excellence, ultimately reflected in leading patient & financial outcomes -  Quality of fills (top performers who fit and stay) -  Speed of fills (a proactive pipeline) -  Market differentiation (why we are special) ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Executing our Strategy Five Core Principles •  Prioritize Openings for High-Risk Clinics & Alignment Growth (DeNovos, HHD/PD, Nocturnal) with Ops •  Track and Talk ROI Top •  Highly-competent recruiters Players -  Per DaVita’s Recruiter Competency Model Clear Brand •  Brand DaVita, Brand Jobs Differentiation Relentless •  Referrals, Grow Our Own Talent, Boomerangs, Max the Web Sourcing - Pipeline vs Reactive Service •  Top 10 on HOSR, Hiring Mgr & New Hire Excellence Surveys, High-Touch experience ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 18
  • Alignment with Operations •  Team structure •  Accessible resources •  More future orientation on business drivers •  Modality champions •  More Ops-friendly reports/metrics •  More training & coaching of the field •  Building business cases/data-driven ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Top Players •  Clear expectations •  Hiring better people/weeding low performers/ holding people accountable •  Recruiting manager coaching •  Created competency model •  Sourcing and sales Training •  Creating Individual Development Plans (IDP’s) ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Clear Brand Differentiation •  Better teaching about our differentiators •  LOTS of awards •  Have a social media strategy •  More consistent messages (new careers site) •  Gathering competitive intelligence ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Relentless Sourcing •  AIRS training •  Bigger time priority/focus •  Clear expectations/holding accountable •  Sourcing: Defined! •  Using tiered recruiting plans/approach •  More proactive pipeline building •  Targeted strikes on competitors ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Service Excellence •  Surveys – new hire & hiring manager •  Tough conversations with managers - respect •  Better recruiters/better service •  More sensitivity to administrator’s capacity •  RM coaching ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • RN Vacancy Rate – How are we doing? ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Developing & Measuring our Recruiting Team ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Our Recruiting Engine 50 Recruiters 3 2 Project Coordinators Managers 7,000 Hires/Year 5 1 Systems/ International Analytics Coordinator 7 Managers ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • AIRS Recruiter Competency Model: Sorting out A-B-C-D players Core Skills: •  Profile & Plan •  Source & Contact •  Assess •  Present & Close Performance •  Drive for Results Traits: •  Inquisitiveness •  Sales & Service •  Relationship Builder •  Flexibility •  Passion Strategic •  Market Intelligence Skills: •  Business Savvy •  Organization Management •  Candidate Management •  Network Building ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • DaVita’s Recruiting Leadership Custom Competency Model Core Skills: •  Business Acumen •  Metrics Savvy •  Decision Quality •  Directing Others •  Process Management •  Performance Management •  Relationship Builder Traits: •  Composure under Fire •  Self-Knowledge •  Influencer •  Politically Savvy Vision & •  Innovation Management Strategy: •  Strategic Agility •  Managing Vision and Purpose •  Managerial Courage (Command Skills) ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • DaVita’s recruiter success profile DaVita Commitment to Competency Model + Mission & + Continuous Values Fit Learning ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Monthly Recruiter Scorecard- Sets Bar High and Drives Performance Production = Average Licensed Fills per Month Sourcing = Time to Find (in days) the hired candidate Service = Sum of Two Hiring Manager Surveys Vacancy = Divisional Vacancy Rate ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Semi-annual Talent Reviews Ensures Bench Strength is Being Built ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Recruiter Accountability •  New Hire and Hiring Manager surveys are sent out each time a hire is made and scored on a 1 to 5 scale. •  Time to Find vs. Time to Fill – focuses on recruiter impact by measuring the time to find the candidate that we eventually hire vs. time to fill which is a measure of the entire process •  24 hour compliance – tracking of response time recruiters provide to candidates ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Continuous Improvement – What’s next? •  Continue to develop sourcing skills across the team •  Work on position specific sales training – How do we do a better job of selling top candidates on DaVita? •  Leadership recruiting needs a sharper focus ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Challenges Going Forward ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Leadership Recruiting •  Top recruiting challenge for the Village •  Facility Administrator recruiting: ~150 FA openings across 1500 dialysis centers •  Key Challenge is finding dialysis RN’s with management experience •  Need to create more recruiting channels for talent, including: MBA/ MSN tract, better internal development, & stronger relationships with competitor’s talent pool ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • Modality Champions Alternate modalities, such as home hemodialysis, peritoneal dialysis, nocturnal, and acutes require niche knowledge and focus •  Modality Champions for each of high priority modalities are tasked with creating recruiting strategies that are unique to finding the right talent ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only.
  • My Goal…how did I do? • Provide insight into DaVita’s recruiting engine and how we provide a Competitive Advantage for our Village and Patients • Stretch Goal: Take something away that you can implement in your recruiting strategy to attract more talented patient care staff ©2010 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 37
  • Any Questions?