Randy Larson | Director, HRIS
The Role of Innovative Analytics in Recruiting Turnaround
©2009 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 2
Today’s Objectives
Innovate: Give you at least one idea you can
use/adapt for YOUR organization
Enlighten: Inspire BOLD thought about your
Talent Analytics
©2009 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 3
Agenda
• Introduction
•Before & After
•Recruiting Results
•How Did We Do This?
•Business Impact
•The Future
•Key Takeaways
•Q & A
DaVita Introduction
©2009 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 5
About DaVita
• DaVita: “He/She Gives Life”
• Unique culture: We are a “Village”
• Special Language- “Mayor”, not CEO- “GSD” = Getting Stuff Done- “Teammate”, not employee
• We have a Company Song!
• Largest independent provider of kidney dialysis services in the U.S.
• Best outcomes (our patients live longer)
• Goal: to be the greatest kidney dialysis company the world has ever seen!
©2009 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 6
A HealthCare Services Leader
•116,000 patients in 43 states
•1,500 Clinics Nation-wide
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Fortune 500 Company with Strong Growth
Talent Activity:Careers site receives 1.2M visits every year
10,000 jobs filled per year25% internal mobility
15% rehire rate
0
10,000
20,000
30,000
40,000
2005 2006 2007 2008 2009 2010
Teammate Growth
Fortune 500 RankToda
y355
2005685
Before and After
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Recruiting in the Past
Before (2006):
• COO: “Recruiting is broken…”
• Metrics used sporadically
• No accountability to metrics
• Avg. Time to Fill for RNs >60 Days
• Ranked as bottom 5 department (out of 70)
• High RN Vacancy Rate (9-10%)
©2009 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 10
Recruiting Today
Today:
• COO: “Recruiting is broken…”
• Metrics used sporadically
• No accountability to metrics
• Avg. Time to Fill RNs >60 days
• Ranked as bottom 5 department (out of 75)
• High RN Vacancy Rate (9-10%)
a “Rising Star”
department…
consistently
Shared
~37 days
top 15
Low (4-5%)
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Team Recognition
People Services Recruiting Team
2 ERE Recruiting Excellence Awards
2009: Top Recruiting Department / Function of the Year
2010: Best Corporate Careers Website
2 Taleo Innovation AwardsSatisfaction Surveys: Innovative use of
TechnologyScorecards: Innovative use of Analytics
Competitive Advantage
Recruiting Results
©2009 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 13
Reduced RN Vacancy Rate by >50%
©2009 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 14
RN Time to Fill at Industry-Leading Levels
RN Time to Fill (Days)
37
45
53
63
0
10
20
30
40
50
60
70
2006 2007 2008 2009
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Hiring Managers’ Satisfaction with Recruiting Function
How Did We Do This?
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The Road to Change
• Leadership Team
• Implemented Taleo!
• Built Analytics Function
• Held Recruiters Accountable
• Focused on Innovative Metrics
• Aligned with Operations
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Bold Accountability Model: Driving Behaviors and Performance
Business Performance- Result of Behavior- Business Outcomes
Text
Text
Bold Goals- Establish Unique,
Business-Specific Measures
- Forced-Rank Scorecard- Shoot for “stretch” goals
Text
Recruiter Behaviors- Identify Strong / Weak- Manage Up or Out
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Recruiter Scorecard
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Recruiter Scorecard Drives Behaviors
• Production:
- 42% more fills per recruiter per month
• Service:
- Consistently averaging a 4.5 – 4.75 rating out of 5 for both hiring manager and candidate satisfaction
• Sourcing:
- Focus on Time to Find metric reduces overall cycle time by 1 week for each of the past two years
• RN Vacancy:
- Reduced by >50%
©2009 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 21
Innovative Analytics Drive Accountability
• New Hire and Hiring Manager Satisfaction Surveys- Automatically sent out by Taleo each time a hire is made and
recruiter is scored on a 1 to 5 scale
• 24 Hour Recruiter Response- Tracking of recruiter response time on new candidates
• 48 Hour Manager Response- Tracking of manager response time to recruiters on new
resumes
• Time to Find vs. Time to Fill- Focuses on recruiter impact by measuring the time to find the
candidate that we eventually hire
- Different from time to fill which is a measure of the entire process
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“Time to Find” - A Unique Metric
Definition: The time it takes for the recruiter to send the candidate who is eventually hired to the hiring
manager
Time to Find
Requisition Approved
Recruiter Sends Candidate to HM
Candidate is Hired
Overall “Time to Fill”
~3 Weeks ~5 Weeks
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Openly Sharing Results (Good and Bad) With Operations Builds Credibility
Business Impact
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Cycle Time Matters!
RN Time to Fill (Days)
37
45
53
63
0
10
20
30
40
50
60
70
2006 2007 2008 2009
So, what does an annual cycle time reduction of 8 days actually mean to our
business?
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Overtime / Contractor Avoidance
Backfill Options for 8 Days of RN Labor…
Hires:2,200
Salary:$1,700
StandardTeammate
Total Cost:$3.7M
$1.6MMore
Hires:2,200
Salary:$2,400
Over-Time Total Cost:$5.3M
$3.6MMore
Hires:2,200
Salary:$3,300
Contractor (Travel RN)
Total Cost:$7.3M
*Using generalized healthcare pay rate estimates - 8 days of RN pay, adjusted for hours in work week
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Providing Operating Capacity
Staffing RNs Faster Helps Build Patient Capacity
2008: 45 Days to Fill 2009: 37 Days to Fill
Vacant Days: 99,000 Vacant Days: 81,000
More Treatments andBetter Patient Care
Vacant Days Avoided:18,000
Future
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Future of DaVita Talent Analytics
Functional & User Experience• A suite of web-based reports, easily accessible through an Intranet
web page, allowing easy access by all DaVita teammates• Visual stories based on interactive graphs• Increase “open auditing” of HR function• “What If” predictive analytics, preparing us to influence outcomes• Contextually-based metric widgets at the fingertips of system users• Benchmark with other similar Healthcare organizations
Integrations & Automation• Single source of data for full talent lifecycle• Entire HR Scorecard in a centralized location• Retention analytics to identify top recruiting behaviors• Finance analytics tied to Talent analytics• Automation / interfacing between HRIS, LMS, Recruiting and Social /
Alumni networks
Key Takeaways
©2009 DaVita Inc. All rights reserved. Proprietary and confidential. For internal use only. 31
Key Takeaways
• Be BOLD- Set “stretch” goals
• Take Accountability- Constantly measure your team / function
• Align with Operations- Get the “seat at the table”
• Innovate- Can you take any of these ideas home?
Q&A