Learn how Palmetto Health: • Chose a talent acquisition and management partner to help achieve Triple Aim goals: cost reduction, quality measures and patient satisfaction. • Integrates data-based decision making throughout the hiring process to achieve outstanding quality of hire.

1. The Palmetto Health Talent Transformation
Originally Presented at TMA’s People in Health Care Talent Management Summit
Learn how Palmetto Health:
• Chose a talent acquisition and management partner
to help achieve Triple Aim goals: cost reduction,
quality measures and patient satisfaction.
• Integrates data-based decision making throughout the
hiring process to achieve outstanding quality of hire.
January 2014
Content Property of Pinstripe, Inc.
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2. Mission Possible:
Palmetto Health Talent Transformation
Faced with the mission to maintain its high
level of patient satisfaction while battling
with increased costs and reduced payments,
Palmetto Health knew its success would
hinge on the quality of the workforce it
attracted and the speed at which those
talented people were hired.
During this session Rob Brinkerhoff,
Corporate Director, Human Resources
Operations for Palmetto Health and Ashley
Gougè, Vice President of Client
Development for Pinstripe Healthcare share
the challenges Palmetto Health tackled and
the ultimate successes achieved by choosing
the right partners to facilitate a transparent
and accountable approach to talent
acquisition and management.
Learning Objectives:
• Choose a talent
acquisition and
management
partner to help
achieve Triple Aim
goals: cost
reduction, quality
measures and
patient satisfaction.
• Integrate data-based
decision making
throughout the
hiring process to
achieve outstanding
quality of hire.
Content Property of Pinstripe, Inc.
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3. Pinstripe Healthcare
“Pinstripe got our brand
right away. They use
the same words we
would, and are actually
more conscientious in
customer service than
we were internally.”
Debbie Walkenhorst, Regional VP of
HR SSM Healthcare – St. Louis
• Founded 2007.
• Deep healthcare provider
experience.
• Providing customized, scalable
solutions.
• Clinical Centers of Expertise.
• Recognized as Top RPO
Provider by HRO Today
magazine & RPO Market Leader
and Star Performer by Everest.
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4. About Palmetto Health
• Based in Columbia, SC.
• 1,138-bed system.
• Composed of four hospitals:
Richland, Baptist, the Heart
Hospital and Children's
Hospital.
• Opening Baptist Parkridge
Hospital in March 2014.
• JCAHO-accredited institution.
• ~9,000 employees.
• 1,000 affiliated physicians.
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5. One Palmetto.
MISSION
Palmetto Health is committed to improving the physical, emotional
and spiritual health of all individuals and communities we serve; to
providing care with excellence and compassion; and, to working
with others who share our fundamental commitment to improving
the human condition.
VISION
To be remembered by each patient as providing the care and
compassion we want for our families and ourselves.
VALUES
Compassion | Dignity | Excellence | Integrity | Teamwork
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6. The Change Trigger
Need to Get More Strategic
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7. Assessment Findings
Six Areas of Opportunity
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8. More reactive
than proactive.

9. Limited
attraction strategy.

10. Heavy reliance
on hiring managers.

11. Few actionable metrics.

12. Overspending.

13. Quality/Quantity
mismatch.

14. Building Trust and Delivering Results
Content Property of Pinstripe, Inc.
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15. Pinstripe Healthcare & Palmetto Health
Partnership Goals
To standardize and enhance the overall
talent acquisition process for Palmetto Health.
• Utilize technology to gain greater efficiencies and
enhance the candidate and hiring leader experience.
• Be proactive and deliberate about finding critical top talent.
• Integrate Talent+ assessment tool.
• Contribute to the Palmetto Health Experience.
• Build and engage talent communities.
• Make talent a competitive advantage.
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16. SECRET SAUCE RECIPE
Create a
common experience.

17. SECRET SAUCE RECIPE
Foster a customer-service
focus in all activities.

18. SECRET SAUCE RECIPE
Step 1: Build Talent Communities.
Step 2. Engage them!

19. Putting it All to Work
Hiring For New Hospital (hiring events)
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20. Recruitment Marketing Plan
& Alignment of Resources
• Held 5 interview days
resulting in 76 hires.
• Filled 91% of Roles in
less than 60 days.
• Hired 141 individuals
November - January
• 75% external hires, 25%
internal transfers
• Time to Fill – 35 days
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21. SECRET SAUCE RECIPE
Capture, report and make
decisions based on
actionable data and metrics.

22. Example Dashboard
Baseline
October
November
December
Target
Candidate
Satisfaction
93%
97%
97%
97%
94%
Hiring Leader
Satisfaction
59%
78%
84%
89%
88%
Quality of
Candidates
N/A
93%
89%
92%
85%
Average Time to Fill
(days)
N/A
49
52
50
45
Hires
N/A
226
181
248
N/A
Avg. Age of Req
(days)
N/A
54
47
65
< 75
90-day Retention
(quarterly)
95%
N/A
N/A
95%
95%
Tracking
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23. Calculating Cost Reduction
Total Cost Per Vacancy
The cost to an organization for having unfilled positions.
Cost Per Hire
Traveler &
Premium
Pay Costs
Overtime
Costs
Lost
Revenue
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24. Your Next Steps
•
•
•
•
Conduct an Assessment
Map the candidate experience.
Define your key metrics.
Go forth and benchmark!
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25. Thank you!
Ashley Gouge
agouge@pinstripehealthcare.com
(262) 754-5050
Rob Brinkerhoff, SPHR, CCP, CBP
rob.brinkerhoff@palmettohealth.com
Content Property of Pinstripe, Inc.
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