Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

How We Hire Before There's a Position Open-Burns, Henn

247 views

Published on

How We Hire Before There's a Position Open-Burns, Henn

Published in: Recruiting & HR
  • Be the first to comment

  • Be the first to like this

How We Hire Before There's a Position Open-Burns, Henn

  1. 1. © 2015 DaVita HealthCare Partners Inc. All rights reserved. Proprietary and confidential. For internal use only. Lindsay Burns, Senior Manager of Operations Innovation Matt Henn, Divisional Vice President DaVita’s Proactive Hiring Strategy 1 © 2016 DaVita HealthCare Partners Inc. All rights reserved.
  2. 2. © 2015 DaVita HealthCare Partners Inc. All rights reserved. Proprietary and confidential. For internal use only. Company Overview 2 Kidney Care Strategic Business Initiatives HealthCare Partners DaVita HealthCare Partners Leading dialysis provider • 2,369 clinics • 190,000 patients • 14K RNs, 16K PCTs Total health & quality of life • Supports patients & doctors • “Entrepreneurial start-ups” • Several healthcare lanes Integrated care provider • Operates in eight states • 807,000 members • Improves care & outcomes © 2016 DaVita HealthCare Partners Inc. All rights reserved.
  3. 3. © 2015 DaVita HealthCare Partners Inc. All rights reserved. Proprietary and confidential. For internal use only. New teammate needed immediately due to turnover, rapid growth Dialysis experience prioritized over cultural fit, long time to fill Very competitive starting wage Poor onboarding experience New teammate disgruntled, high 180- day turnover Crisis Staffing Cycle 3 © 2016 DaVita HealthCare Partners Inc. All rights reserved.
  4. 4. © 2015 DaVita HealthCare Partners Inc. All rights reserved. Proprietary and confidential. For internal use only. New teammate needed immediately due to turnover, rapid growth Dialysis experience prioritized over cultural fit, long time to fill Very competitive starting wage Poor onboarding experience New teammate disgruntled, high 180- day turnover New Hiring & Training Model 4 • Hire before need • Inexperienced, cultural fit • Centralized onboarding DaVita fit prioritized, very short time to fill Starting wage 20-30% lower than experienced teammate Highly structured onboarding, released to clinic after trained High new teammate satisfaction & loyalty, low 180-day turnover New teammate needed immediately, but TMs “on deck” © 2016 DaVita HealthCare Partners Inc. All rights reserved.
  5. 5. © 2015 DaVita HealthCare Partners Inc. All rights reserved. Proprietary and confidential. For internal use only. Putting the Puzzle Pieces Together 5 Recruiting & Selection Onboarding & TrainingWork Force Planning 1 2 3 Benefits: • Reduced stress from frequent teammate shortages • Regional hiring strategies to select the best teammates • Consistent and efficient training curriculum © 2016 DaVita HealthCare Partners Inc. All rights reserved.
  6. 6. © 2015 DaVita HealthCare Partners Inc. All rights reserved. Proprietary and confidential. For internal use only. New Model Results 6 Starting Wages Overtime Cost First Year Retention Time to Train © 2016 DaVita HealthCare Partners Inc. All rights reserved.

×