0WE BECOME YOU™Content Property of Cielo, Inc.

CRITICAL HIRING METRICS

FOR HEALTHCARE QUALITY

@CieloTalent

#talentmindset

1WE BECOME YOU™

Ashley Gouge

Vice President,

Client Development

• 10+ years of experience in healthcare

recruiting and HR management

• Helps organizations reduce recruitment

costs and vacancy rates, while increasing

quality and organizational competitiveness.

TODAY’S PRESENTER

2WE BECOME YOU™

Every healthcare provider in the world is

struggling with the same three issues:

• Rising Costs

• Access to Quality Care

• Availability of Talent

AT THEIR CORE,

THESE ARE ALL TALENT ISSUES!

GREAT TALENT DELIVERS GREAT CARE

3WE BECOME YOU™

“DELIVERING QUALITY HIRES

CONSISTENTLY” IS THE MOST

IMPORTANT STRATEGIC

FUNCTION OF TALENT

ACQUISITION

4WE BECOME YOU™

“You can’t quantify it –

it’s a gut-feel thing.”

“We know it when

we see it.”

“There is only one way to be

successful at our company.”

5WE BECOME YOU™

Quality of Hire is a group of meaningful

measurements, unique to each company

and role, which define success in hiring

and retaining the right talent to fuel the

organization.

6WE BECOME YOU™

Quality of Hire is a group of MEANINGFUL

MEASUREMENTS, unique to each company

and role, which define success in hiring and

retaining the right talent to fuel the

organization.

7WE BECOME YOU™

Quality of Hire is a group of meaningful

measurements, UNIQUE TO EACH

COMPANY AND ROLE, which define

success in hiring and retaining the right talent

to fuel the organization.

8WE BECOME YOU™

Quality of Hire is a group of meaningful

measurements, unique to each company and

role, which DEFINE SUCCESS IN HIRING

AND RETAINING THE RIGHT TALENT to

fuel the organization.

9WE BECOME YOU™

Quality of Hire is a group of meaningful

measurements, unique to each company and

role, which define success in hiring and

retaining the right talent to FUEL THE

ORGANIZATION.

10WE BECOME YOU™

CRITICAL QUALITY METRICS

11WE BECOME YOU™

• Hiring Manager Satisfaction

• Employee Satisfaction

• Time to Productivity

• Retention Rate

• Patient Outcomes

• Cost Per Vacancy

QUALITY OF HIRE MEASURES

12WE BECOME YOU™

HIRING MANAGER SATISFACTION

BENEFITS

• Highlights cases for

immediate concern

• Allows trends to be

identified over time

• Best done with a

keep-in-touch program

WEAKNESSES

• Subjective

• Easy to avoid or ignore

• Only identifies surface

concerns

Cielo Healthcare Benchmark

94% Hiring Manager Satisfaction

13WE BECOME YOU™

EMPLOYEE SATISFACTION

BENEFITS

• Definitive, if done well

• Allows trends to emerge

• Excellent for refining

candidate attraction

WEAKNESSES

• Requires HR involvement

over a long period of time

• Requires consistent

objectives

Cielo Healthcare Benchmark

94% Hiring Manager Satisfaction

86% of U.S. employees are

satisfied with their jobs.After declining between 2009 and 2013,

job satisfaction is again on the rise!

*SHRM’s 2015 Employee Job Satisfaction and Engagement Survey

14WE BECOME YOU™

• Rigorous, if done well

• Enables High Performer

identification

• Baseline for further

improvements

ON THE JOB COMPETENCY

TIME TO PRODUCTIVITY

• Relies on HR

processes beyond TA

• Timeliness – not immediate

• Requires ongoing effort

High Performers

Generate MORE Annually

than Average Performers.

15WE BECOME YOU™

RETENTION RATE

BENEFITS

• Proven way to save

money

• Clear and objective

results

• Links with EVP programs

• Highlights other areas

requiring attention

WEAKNESSES

• Impact of factors outside

of Talent Acquisition

M

16WE BECOME YOU™

PATIENT OUTCOMES

BENEFITS

• Aligns with organizational

priorities

• Every role impacts patient

care

• Quality fuels

reimbursement

WEAKNESSES

• Difficult to determine

causality

• Non-clinical roles more

distant connection

• Team focused verses

individual performance

Cielo Healthcare Benchmark

94% Hiring Manager Satisfaction

Some organizations

are aligning talent

strategies to drive

overall quality

metrics.

*ASHHRA 49th Annual Conference Roundtable Survey

17WE BECOME YOU™

COST PER VACANCY

THE COST TO AN ORGANIZATION FOR

HAVING UNFILLED POSITIONS.

33-50% of overtime costs

stem from unfilled positions.

18WE BECOME YOU™

QUALITY OF HIRE LEVERS

19WE BECOME YOU™

• Employee Value Proposition

• Workforce Planning / Retention

• Hiring Manager Experience

• Employee Orientation/On-boarding

• Talent Management

• Cost per Hire

LEVERS OF QUALITY OF HIRE

20WE BECOME YOU™

of global Talent Acquisition leaders say

TALENT BRAND has a

SIGNIFICANT IMPACT

on their ability to hire great talent.

LEVERS OF QUALITY OF HIRE

EMPLOYEE VALUE PROPOSITION

Source: LinkedIn’s 4th Annual Global Recruiting Trends Survey

https://business.linkedin.com/talent-solutions/resources/job-trends/2016/global-recruiting-trends

21WE BECOME YOU™

COST OF REPLACING AN EMPLOYEE

• Entry-level 30-50% of annual salary

• Mid-level 150% of annual salary

• High-level/highly specialized 400% of annual salary

LEVERS OF QUALITY OF HIRE

WORKFORCE PLANNING/RETENTION

Source: ERE Media

http://www.eremedia.com/tlnt/what-was-leadership-thinking-the-shockingly-high-cost-of-employee-turnover/

22WE BECOME YOU™

of recruiters feel that hiring managers

DO NOT UNDERSTAND RECRUITING.

of hiring managers feel that recruiters

DO NOT UNDERSTAND THE JOBS

THEY ARE FILLING.

LEVERS OF QUALITY OF HIRE

HIRING MANAGER EXPERIENCE

Source: Corporate Executive Board Recruiting Roundtable

23WE BECOME YOU™

of HR Professionals believe

A NEW HIRE’S DECISION TO STAY

with a company long-term

is made within the

FIRST SIX MONTHS OF EMPLOYMENT

LEVERS OF QUALITY OF HIRE

EMPLOYEE ORIENTATION/ONBOARDING

Source: Aberdeen Group

http://aberdeen.com/research/8383/ra-strategic-onboarding-talent/content.aspx

24WE BECOME YOU™

workers in the United States will retire

in the next decade

and be replaced by a

talent pool of just

45 million.

LEVERS OF QUALITY OF HIRE

TALENT MANAGEMENT

Source: ADP Effective Talent Management Survey

http://www.adp.com/tools-and-resources/adp-research-institute/insights/insight-item-detail.aspx?id=694d5dc5-5a55-41dc-a17b-41d8ab7f40a0

MILLION

25WE BECOME YOU™Source: World Health Organization

MILLIONGlobal shortage of healthcare workers by 2035

LEVERS OF QUALITY OF HIRE

TALENT MANAGEMENT

26WE BECOME YOU™Source: World Health Organization

MILLIONGlobal shortage of healthcare workers by 2035

LEVERS OF QUALITY OF HIRE

TALENT MANAGEMENT

27WE BECOME YOU™

Doubling Spending Per Hire

results in

40% less new hire attrition

and

20% faster time to fill

LEVERS OF QUALITY OF HIRE

COST PER HIRE

Source: Bersin by Deloitte

http://resources.glassdoor.com/talent-acquisition-factbook-2015.html?Channel=resources

28WE BECOME YOU™

• Start with the basics – move to greater sophistication

• Tie measurements to Outcomes

• What Organization is measuring?

• What HR is measuring?

• What Recruitment is measuring?

• Report your findings across the organization

• Regularly

• Consistently

• Comparatively

• Broadly

THOUGHTS TO TAKE WITH YOU

29WE BECOME YOU™

CIELO'S GUIDE TO QUALITY OF HIRE

Key Takeaways:

• Methods to define,

measure and leverage

Quality of Hire for

improved business

outcomes

• How to use quantitative

metrics to objectively

define quality for key

roles

http://cielo.ly/ZueaV

30WE BECOME YOU™

Q&A