MedX Corp - Employee Hiring & Retention Management Solutions

1,948 views

Published on

We specialize in employee recruitment and retention management solutions. Our principles require that we only place our candidates in a position and environment that is good for them and helps them meet their goals.

Published in: Business, Technology
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
1,948
On SlideShare
0
From Embeds
0
Number of Embeds
17
Actions
Shares
0
Downloads
61
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

MedX Corp - Employee Hiring & Retention Management Solutions

  1. 2. Headquarters Address: 1001 E. Hector Street, Suite 260 Conshohocken, PA 19428 800-803-9440 Philippines Office Address: Suite 1908 Jollibee Plaza Ortigas Center Pasig City, Philippines Family of Companies Family of Companies #1 Recruiting Firm = Primary Headquarters = International Office = Future Locations
  2. 3. Foundations
  3. 4. Process Kick Off <ul><li>Interview Process </li></ul><ul><ul><li>Identify Internal Interview Teams </li></ul></ul><ul><ul><li>Establish scheduling process for HR and Managers </li></ul></ul><ul><ul><li>Establish direct line of communication for decisions </li></ul></ul><ul><ul><li>Establish feedback turn around time </li></ul></ul><ul><li>Offer Process </li></ul><ul><ul><li>Application Procedure - identify a process to ensure all candidates complete application prior to interviews </li></ul></ul><ul><ul><li>Establish procedure to extend an offer contingent on pre-employment process </li></ul></ul><ul><ul><li>Written offers are mailed within 24 hours of extension of verbal offer </li></ul></ul><ul><ul><li>Reference checks on all candidates prior to start date </li></ul></ul><ul><li>Benefits and Pay scale </li></ul><ul><ul><li>Gather all information pertinent to benefits/compensation </li></ul></ul><ul><ul><li>Welcome Packet for all interviewees is created to educate candidates, begin retention and start branding company </li></ul></ul><ul><li>Recruitment Tracking/Management </li></ul><ul><ul><li>Create applicant tracking system </li></ul></ul><ul><ul><li>Develop weekly activity reports to monitor candidate pipeline </li></ul></ul><ul><li>Applicant Management </li></ul><ul><ul><li>Establish a process to handle walk-in candidates, internal transfers, applications, web traffic, referrals, job fair/conference attendees </li></ul></ul><ul><li>Department Reviews </li></ul><ul><ul><li>Interview Department Hiring Managers and compile profiles based on need/requirements in order to develop screening criteria </li></ul></ul><ul><ul><li>Educate Managers on the recruitment/interview process </li></ul></ul><ul><li>Marketing/Branding </li></ul><ul><ul><li>Develop On-Boarding Materials to create &quot;High Touch Environment&quot; </li></ul></ul><ul><ul><li>Identifying appropriate Job Fairs/Trade Shows/Conferences to attend </li></ul></ul>Foundations
  4. 5. Three Key Perspectives Foundations Selection Quality <ul><li>Is the employee manageable? </li></ul><ul><li>Do their innate abilities balance my existing team? </li></ul><ul><li>Does this employee have the passion to grow professionally? </li></ul><ul><li>Is my colleague dependable? </li></ul><ul><li>Is she/he reliable when a crisis situation occurs? </li></ul><ul><li>Are they trustworthy? </li></ul><ul><li>Do they hole heartily believe in “Team” ? </li></ul><ul><li>Does the candidate really represent our values and beliefs? </li></ul><ul><li>Are they true representatives of who we are? </li></ul>Nurse Managers Staff Organization
  5. 6. Selection <ul><li>Nationwide High Volume Cold Calling </li></ul><ul><li>Internal Web Applicants </li></ul><ul><li>Walk In Traffic </li></ul><ul><li>Candidate Open House Management </li></ul><ul><li>Job Fairs </li></ul><ul><li>Networking/Referrals </li></ul><ul><li>Internal Database </li></ul>Foundations <ul><li>Candidate Screening based on Managers’ criteria </li></ul><ul><li>Resume Quality Control </li></ul><ul><li>Candidates will meet 75%-85% of job requirements </li></ul><ul><li>Consistency in screening between HR and MedX </li></ul><ul><li>Strong Partnership among HR, Nursing and MedX </li></ul>Quality
  6. 7. The Key Perspective Foundations Quality Care <ul><li>Wanted to move away from a “filling vacancies” /contingent placement philosophy </li></ul><ul><li>Return to “Florence Nightingale” approach </li></ul><ul><li>By Blending Domestic Nurse Qualities with the International Nurse Qualities you achieve a mix that is good for patients </li></ul><ul><li>Creating a holistic approach </li></ul>A Return to Focus on the Patient
  7. 8. Success Factors Foundations International Approach <ul><li>Sophisticated process built over 4 years </li></ul><ul><li>Our team of professionals has first hand experience living overseas or experience immigrating to the US </li></ul><ul><li>Established team operating in Manila full time </li></ul><ul><li>POEA licensed </li></ul><ul><li>Case managers are assigned to 25 nurses, once selected, who are trained/managed/mentored through the immigration process </li></ul><ul><li>MedX provides Client with 1 year of ongoing support for nurses after US arrival to ensure retention </li></ul><ul><li>Cultural training for both nurses and US hospitals to better prepare for the transition </li></ul>
  8. 9. A Balanced Solution <ul><li>Assertive </li></ul><ul><li>Team Oriented </li></ul><ul><li>Strong Leadership Qualities </li></ul><ul><li>Strong Critical Thinking Skills </li></ul><ul><li>Acute Care Experience </li></ul>Qualities Domestic Nurse International Nurse <ul><li>Holistic Patient Care – Culturally Ingrained </li></ul><ul><li>Strong Work Ethic </li></ul><ul><li>Compassionate </li></ul><ul><li>Trustworthy </li></ul><ul><li>Clinical Expertise </li></ul>
  9. 10. Creating a Legacy Qualities High Touch Environment <ul><li>On Boarding </li></ul><ul><li>Retention Activities </li></ul><ul><li>Focus on building supportive environments for nurses </li></ul><ul><li>Constant employee engagement </li></ul><ul><li>Strong partnerships between HR/MedX and Nursing </li></ul>
  10. 11. Foundations for a Balanced Solution <ul><li>An organization that encourages nurses to participate in making a difference and promotes each individual’s value to the team </li></ul><ul><li>A place where each nurse is allowed to adjust to their new environment according to their own individual needs </li></ul><ul><li>A solid process where new hires smoothly blend with their managers and colleagues </li></ul><ul><li>A harmonious unit/work environment created by the right blend of people, skills and personalities </li></ul><ul><li>A system that supports individuals beyond the first 90 days of hire </li></ul><ul><li>An environment where nurses want to work, feel valued, take pride in their work </li></ul><ul><li>A developed sense that each nurse is “creating a legacy of care” </li></ul>Results
  11. 12. Pride Creating Environments that Acknowledge Nurse Contributions
  12. 13. Constant Reinforcement through Messages of Value and Worth Feeling Valued
  13. 14. Sense of Accomplishment Helping Nurses Engage in Life Long Learning and Personal Growth
  14. 15. A Legacy of Caring Helping Nurses Change Lives One Patient at a Time
  15. 16. The End Result An Environment Built According to Nurse Needs Creates Positive Outcomes for Patients
  16. 17. Our Value and Philosophy <ul><li>We only take on business where we know we can add value </li></ul><ul><li>We only place nurses in positions that are right for them as well as right for the employer </li></ul><ul><li>We engage all nurses from the first point of contact </li></ul><ul><li>We help our clients build a “high touch” hiring environment to better retain their nurses </li></ul><ul><li>We help our clients build an environment that supports retention of new and tenured staff by being responsive to their needs </li></ul>
  17. 18. Next Steps <ul><li>Schedule call for project approval and tactical details </li></ul><ul><li>Client references </li></ul><ul><li>Contract approval </li></ul><ul><li>Establish Hospital Project Team </li></ul><ul><li>Kick–Off Meeting </li></ul>Next Steps
  18. 19. Jennifer Santoleri Vice President Phone: 610-825-4296 Fax: 610-825-9050 Email: jsantoleri@medxcorp.com MedX Project Team Information Chuck Grohoski Business Development Manager Phone: 610-684-6705 Fax: 610-825-9050 Email: cgrohoski@medxcorp.com 1001 E. Hector Street, Ste 260 Conshohocken, PA 19428

×