The document outlines Deloitte's candidate journey for recruiting experienced healthcare providers. It details the various stages of the process from sourcing candidates through onboarding new hires. Key stages include screening candidates, conducting interviews using an ambassador program, extending offers within 24 hours, and providing a clinician network and onboarding cohort for new recruits. The overall goal is to provide a differentiated experience for healthcare provider candidates through consistency across touchpoints and a PMO-based approach.

1. Deloitte Consulting Experienced Hire Recruiting
Health Care Provider Candidate Journey
PRE-INTERVIEW
Screen
• Conduct technical screen
to assess technical skills
and industry knowledge
• Use E-Interview platform
to capture data and commentary
during technical screen
Recruit
• Identify candidates who meet Provider resource profiles
and solution/engagement needs
• Screen candidates’ education, experience and skills against
minimum/preferred qualifications in Provider job descriptions
• Communicate differentiators consistently by talking about
Deloitte University, commitment to healthcare provider,
#1 firm healthcare ranking and alternate career paths
• Prepare Candidate Value Proposition
Source
• Direct Sourcing:
‒ Active Sourcing: Internet Job Boards and Deloitte Careers.com
‒ Passive Sourcing: Marketing, LinkedIn, agencies
• Referrals: Targeted healthcare provider referral campaigns
DURING INTERVIEW
Ambassador Program
• Offer, match and assign pre-interview
Ambassador
to candidate
• Meet with candidate to answer
questions, provide robust case materials,
and conduct mock case interviews, etc.
in preparation for candidate’s in-office
interview
• Provide welcome letter, consulting lifestyle FAQs,
and information about Deloitte, LSHC and provider practice,
as well as travel, interview location and other logistics
• Conduct final screen of candidate against value prop
• Identify and secure Provider PPD/SM solution-specific interviewers
•
Schedule one-on-one time with Solution Leads
for high potential manager and senior manager candidates
Interview
• Welcome candidate, settle them into their interview room, and provide
peer-level support before, during and after interviews
• Provide informative collateral (e.g., “Joined and Found”) and
communicate differentiators such as Go Flex, BFSF, networking
opportunities and Deloitte’s market leadership
• Assess consulting attributes, technical skills and industry knowledge
through office interviews
POST-INTERVIEW
Offer
• Follow up on offer decisions:
• No – Simple phone response to candidate
• Follow-Up – Determine and schedule
additional interviewers
• Yes – Begin formal offer process
and communicate decision to candidate
• Complete service area, service line and solution lead
approval on offers within 24 hours (where possible)
• Mail full offer package to candidate after
offer extension
• Provider/Solution Leader send personal, congratulatory email
Debrief
• Regroup and make decisions on candidate offers
• Capture and analyze standardized debrief data and information
• Assign PPD staffing and closing owners and identify initial project for
staffing for each offer candidate
Close
• Continue to highlight the community partnership, culture of
mentorship, challenging issues and eminent clients
• Discuss the value of the Deloitte alumni network and the
Deloitte brand on candidate’s resume
• PPD Owner/Closer call candidate
within 3 business days
• Continue follow-up to maintain
connection with the candidate
Health Care Provider Recruiting
Differentiators:
We use a PMO-based approach to support the
sourcing and recruiting processes, consistently and
concisely communicate across the different touch
points, and ultimately, provide a differentiated
Provider candidate experience
Targeted Provider Referral Campaigns
Resource Profiles
Job Description Refresh
Communication Strategy Placemat,
“Joined and Found”, Networking Brochure
Candidate Value Prop
Ambassador Program
Custom Welcome Packet
Recruiting Champions
Recruiting Captain
Solution Lead One-on-Ones
Interview Greeters
Debrief Template
PPD Owner/Closer
24 Hour Offer Approval
Congratulatory Email
Post-Interview Buddy
Shadowing Program
Provider Onboarding Cohort
Clinician Network
Sourcing
Provider Onboarding Activities:
PPD Owner Clinician Network
New Hire Shadowing Program Onboarding Advisor
New Hire/Onboarding Cohort Counselor
Deployment Advocate
Source (1-2 Days)Recruit (1-2 Weeks)Screen (1 week)
InterviewAmbassador Program (1-4 weeks)
Offer (1-2 days)
Close (1-6 Mos.)
Debrief
Day 1 at
Deloitte

2. Key
Touchpoints
Business-Facing Candidate-Facing
Awareness
and Interest
Resource Profiles – Definitions, by resource level, of the minimum and preferred qualifications
for core and solution-specific areas for both the traditional and specialist tracks in Provider
Targeted Provider Referral Campaigns – Multiple different Provider Experienced Hire PMO-led
employee referral campaigns to stimulate the candidate pipeline
Job Description Refresh – A complete refresh of all Provider job descriptions based on the business-approved resource
profiles
Application N/A N/A
Recruiter
Interaction
and Prehire
Assessments
Candidate Value Proposition – A one-page summary of the candidate and his/her recruiting
information, education, experience, skills, background, interviewer/screener comments and a
short value proposition describing the potential value that the candidate brings to Deloitte, used
by the in-office interviewers as a “one stop shop” for the candidate’s information
Communication Strategy Placemat – A communication campaign and placemat in which all
Provider leadership was trained on specific talking points to consistently and concisely
communicate who we are, what we do, and our leadership in the marketplace
Custom Welcome Packet – Provider-specific packet of materials emailed to all candidates who pass the technical screen,
containing “Welcome Letter” from sector lead, “About Consulting” pamphlet, list and descriptions of sample Provider
projects, “Consulting Lifestyle” FAQs, interview logistics, office location directions, and expense reimbursement instructions
Ambassador Program – A program which prior to the in-office interview assigns a peer-level “ambassador” with a similar
background to the candidate to help engage/sell the candidates and provide an instant peer network to the candidates
Solution Lead One-on-Ones – For high potential candidates, a pairing of the Provider Solution Leads with the candidates
for a half hour one-on-one call prior to or post the in-office interview day to answer candidate questions and support the
personal connection with Provider leadership
Hiring
Manager
and Team
Interviews
Recruiting Champions – A regionally-assigned Deloitte Provider leader whose role is to support
the strategic objectives of the Provider Experienced Hire PMO, specifically improving the
candidate interview experience, creating consistency in the candidate evaluation process, and
drive accountability for in-office interviewers participation
Recruiting Captains – A local business resource who is tasked monthly with identifying in-office
interview dates and securing team interviewers for the selected date using a predefined
scheduling process and email templates/tools
Debrief Template – A standardized MS Excel template used to capture qualitative and
quantitative information regarding candidate’s performance in the in-office interview setting and
subsequently used for statistical and longitudinal analyses of candidate characteristics which
correlate with performance
Interview Greeters – A program that provides candidates with peer-level support on their in-office interview day. The
Greeters help the candidates get settled in their interview rooms, answer questions for candidates as needed, and
contribute during the Interview Day debrief process
Offer and
Acceptance
N/A 24 Hour Offer Approval – A policy instituted in Provider that offer approvals for experienced hires would be turned
around from sector, service line and service area within 24 hours (where feasible)
Congratulatory Email – Personal email from a leader to high potential candidates who have received offers in an effort to
maintain the personal touch and keep the candidate engaged in the offer process
“Joined and Found” Brochure – A placemat/brochure describing the reasons for “Why I Joined Deloitte” using direct
quotes from recent new hires, including their demographic information such that the new hires feel a sense of connection
Post-Interview Buddy – For candidates who receive an offer, a pairing of a peer level resource to maintain contact with
the candidate between offer acceptance and start date, which can sometimes be lengthy
PPD Owner/Closer – A policy that all candidates who are going to receive offers get assigned a leadership-level owner to
support the close process and identify staffing opportunities if/when candidate onboards
Preboarding N/A Clinician Network – New experienced hires are assigned a "clinician buddy" based on their location and clinical
background, a network to get the new hire connected to the right people, projects, and places within Deloitte
Networking Brochure – A pocket guide/brochure including examples and descriptions of the many networking groups and
communities, specifically designed to support experienced new hires by providing them with a place to connect with peers,
navigate the organization, and find their fit within Deloitte
Provider Onboarding Cohort – A group of new hires who are assigned a “cohort” on a regular basis (e.g., quarterly) and
meet periodically in order to network and build community
Shadowing Program – An onboarding program which pairs a new experienced hire (“Guest”) with a high performer at
the same level (“Host”) for 1-2 weeks in a formal learning role on an ongoing engagement
Deliverable Definitions