Earlier this month, I attended our user conference, Talent Outcomes, in Las Vegas. In addition to meeting our wonderful clients, I got to meet some of the vendors who attended the event, like Universal Background Screening (recently named the #1 background screening vendor in an employee satisfaction survey from HRO Today), AHA Careers, Beyond.com, NAHCR and LEAN Human Capital. David Szary, founder of LEAN Human Capital and the Recruiter Academy, presented at the event and spoke about LEAN’s recruitment metrics benchmarking.

Here are some thoughts and points I took away from David’s presentation (there were many more great points – I just couldn’t take notes fast enough!).

  1. HR needs to share their story. HR is usually too worried about telling other peoples’ stories to think about their own. Don’t hesitate to share your accomplishments.

  2. You shouldn’t post on every job board. Senior Recruiter for Children’s Mercy Hospital and Clinics Jodi Weiss echoed David’s sentiment in our recent white paper on interviewing strategies when she said the wise words, “Don’t just post and hope.”

  3. Efficiency metrics are valuable. As an HR professional, you can demonstrate the value of HR by determining how to eliminate waste and make your process more efficient; but you can’t really do that without looking at the data. Remember, you can’t manage what you don’t measure.

  4. Making it easy to see how you’re performing means you’ll be more likely to use the data. If you make the process of analyzing your data too complex, you’re unlikely to use it. 

  5. Don’t be a paper pusher. Eliminate paper processes so you can spend more time rolling out initiatives that matter within your organization.

  6. Thoughtful responsiveness plays a large role in “time to fill.” I recently spoke with Jan Chaney, Senior Director of Recruitment & Retention at Quincy Medical Group, about relationship management strategies for physician recruitment. She makes it a point to personalize every standardized email and believes this contributes to her successful time to fill rate. 

  7. Hold managers accountable and track your performance. Miranda Maynard, Employment Supervisor at EMH Healthcare, shared during the LEAN session that EMH determined that 40 days or less was the days to fill they’ll hold the Nurse Managers to for filling RN and Patient Care Tech positions. EMH is benchmark themselves and found that they were already performing better than the averages according to the LEAN benchmark study.

  8. Recruiting is the backbone of any healthcare system. We agree!

Point number 2 was very timely because we announced the release of Sourcing Manager at the conference. During Troy Hatlevig’s presentation I was A) blown away by his singing skills (Hee Haw pre-dates me, but after watching the YouTube clip it seems clear that Troy sounds better than they did), and B) it brought me back to my days as a recruiter. I was mostly responsible for sourcing. You could even I was the  “sourcing manager.” As such, I tried to measure the ROI of our job board spend. This was very difficult. I relied on reports from CareerBuilder and Monster that only showed the top of the funnel metrics – click through rates and conversions on the website. I then had to pull data from the applicant tracking system and compare it to those reports. Talk about gloom, agony and despair – it was time consuming and painful. With a tool like Sourcing Manager, I would have been able to determine where my highest quality candidates were coming from much faster (and with more accuracy). Needless to say, I’m very excited about this new member of the HealthcareSource family. If you’d like to learn more about Sourcing Manager, watch our Webinar re-play with special guest Judie Goe, the VP of HR at Scottsdale Healthcare.

Healthcare HR talent management conferenceDarla Burton from Mary Washington Healthcare, Heather Knop of Oakwood Healthcare, Emmanual Amaro of Universal, and Erin Hoyle of GBMC at Talent Outcomes!

We’d like to extend a huge thank you to all of our vendors who attended Talent Outcomes. They’re an integral part of the event. It was also fun to pick different booths for our twitter contests (I tweeted, for example, “Meet me at AHA Careers booth at 2:15 break and the first 3 people to show up will win chips – these mini-break contests were a big success). Next year I plan on, and very much look forward to, getting all of the vendors more involved with our social media efforts!


About The Editorial Staff

The Editorial Staff is a team of writers with a passion for helping healthcare organizations manage their biggest and most important investment: their employees.