Suncoast Hospice Recruiting
•Download as PPT, PDF•
1 like•348 views
The document discusses strategies for improving recruitment outcomes while reducing costs. It outlines the organization's transition from traditional advertising like newspapers to an applicant tracking system and search engine marketing strategies on sites like Google and Yahoo. Over several years, these strategies helped double the number of applications received each week while decreasing total advertising and applicant tracking system costs by over 30%. The document also provides tips for an effective interview process aligned with organizational goals and ensuring a good motivational fit between candidates and the organization.
![Today’s Topics ,[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
More Related Content
What's hot
What's hot (19)
Viewers also liked
Similar to Suncoast Hospice Recruiting
Similar to Suncoast Hospice Recruiting (20)
Suncoast Hospice Recruiting
- 1. Recruiting Strategies Improve Outcomes While Reducing Expenses
Editor's Notes
- Cover Page - HR should always be seen as a true business partner who not only attracts and develops resources for the improvement and development of the organization but also as a business partner which impacts the bottom line with innovative practices, efficiencies and cost savings while linking its goals with the overall strategies of the organization.
- Today’s Topics - When I took over as HR Director in Sept. 2005 one of my responsibilities was, of course, recruiting. Our recruiter was working 12 hours a day every day, nonstop, reviewing and filing applications, preparing EEOC reports, advertising in the newspapers, answering telephone calls and calling applicants -- basically conducting a purely reactive type of recruiting. She absolutely had no time for anything else.
- 2005-Paper - The only medium we were using at that time was newspaper advertisement, and we spent most of our recruiting dollars each year in newspaper ads..
- Transition to new ATS - Towards the end of 2005, we decided to go with an ATS system. Of course, as you all know, an ATS system in and of itself is not going to make you a smarter recruiter; will not by itself find passive candidates; however, it does give you tools to gather data, produce metrics and expand the candidate base from a wider talent pool and empowers the recruiter to transform the hiring process from a reactive sourcing to a proactive process that utilizes recruiters as head hunters rather than reactive administrators. Over the last four years we have undergone four stages of evolution. Actually, three; we are just beginning the fourth one now. First stage was all paper, second stage was ATS linked in with career sites such as Monster and Career Builder. We shifted the print media budget over to pay for the cost of our ATS system and the cost of the career sites. The third stage was ATS with search engine marketing sites such as Google and Yahoo, with less participation utilizing career sites. Again, we shifted our budget by further reducing newspaper advertising and career site participation to pay for the costs of search engine marketing key words with Yahoo and Google search engines. The fourth stage which we have just began, is to eliminate the newspaper budget, gradually faze out third party career sites and search engine marketing and work through our own search engine optimization site.
- Transition to Ultipro - Towards the end of 2005 we transitioned to Ultipro eRecruit and this greatly improved the organization of our hiring process. One of the biggest headache reliefs that Ultipro gave us was enhancement of our internal client confidence – the hiring managers. Using our old manual systems, all requisition requests came through our interoffice mail by means of an action form. The same for hiring requests. Frequently these forms would go astray. The Hiring Manager might have sent them to the wrong place or didn’t send them, but invariably it was: “HR lost our forms.” By having eRecruit we had time to implement a formalized employee referral program. And as we mentioned before we also used Career Builder, Monster and Yahoo to attract top talent and in our first year using an ATS we reduced days to hire considerably while holding our recruiting costs slightly above what we had been paying before strictly for our print media.
- 2007-ATS/SEM – In 2007 we began using search engine marketing and reduced our participation in online board jobs. We reapportioned more of our advertisement budget into purchasing “Keywords” from Google and other SEM sites. We found this to be a good complimentary adjunct to our use of job boards because more and more prospective candidates were going straight into Google and googling key words rather than going directly into a job board as they have previously done. In 2007 we reduced our days to hire still more and our total recruiting costs remained about the same as 2006.
- Search Engine Marketing I’m sure you all know what Search Engine Marketing is and what the “organic area is” and the sponsored links are. The sponsored links area is at the top and where my jobs will show up when I have purchased keywords. The organic area is free and where you want to be, because 75% of your candidates click on this area while only 25% click on the sponsored links area. So why are using a large portion of our recruiting budget each year to be in the sponsored links area? I’ll explain later.
- 2008-ATS/SEM – In 2008 we moved more recruiting dollars to buying key words in Goggle and Yahoo and other search engine marketing sites and we created a program for hiring ahead of need, reduced our days to hire some more and cut our recruiting costs considerably.
- 2009-ATS/SEM/SEO - In 2009 is when things really began to change in the way candidates searched for jobs. They seemed to be going less and less to career sites because they don’t like to go into the career sites and register in order to find job postings. It’s just much easier to do a search in Yahoo, Blink, Google or any of the other SEM sites. However, when they do Google key words such as Healthcare jobs in FL they may indeed pull up one of our jobs that we have posted on Monster or Career Builder and still have to go in and register. Other times they may pull up a job that links directly into our career site as a result of the key word we purchased from Yahoo, etc. Our goal then is to practically eliminate the need of the use of career sites and the purchase of key words on the search engine marketing sites. That is, to have our jobs show up in the free organic areas linked directly to our career site. We are not there yet, but even so, with the judicious use of SEM and career sites we were able to reduce our expenses in 2009 and further reduce days to hire.
- SEO Site Benefits – In 2010 we are going to have to continue to use Google and Yahoo and Career Builder because it will take almost a year to build up enough traffic to our SEO site so that our jobs begin to show up on the first page of the organic area in the SEM sites. We expect to spend in total recruiting costs for 2010 half of what we spent in 2005. In 2011 we believe we could go down even lower..
- Reduce Costs/Increase Applicants – Between 2006 and 2009 our total recruiting cost decreased by 30% yet we more than doubled our number of applications per week.
- Finding the Right Employees – Now let’s talk about what your recruiters can do by having a good ATS system and an effective search engine optimization program.
- Weekly Recruiting Meetings – Build good data bases and review and use the reports that are available from your ATS. We get together every week to review our metrics and discuss how we can improve areas of weakness and play on areas of strength.