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Similaire à Da vita randy larson presentation 070110
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Da vita randy larson presentation 070110
- 1. Randy Larson | Director, HRIS The Role of Innovative Analytics in Recruiting Turnaround
- 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
- 11. 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 Awards Satisfaction Surveys: Innovative use of Technology Scorecards: Innovative use of Analytics Competitive Advantage
- 13. Reduced RN Vacancy Rate by >50%
- 14. RN Time to Fill at Industry-Leading Levels
- 15. Hiring Managers’ Satisfaction with Recruiting Function
- 16. How Did We Do This?
- 22. “ 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
- 23. Openly Sharing Results (Good and Bad) With Operations Builds Credibility
- 24. Business Impact
- 25. Cycle Time Matters! So, what does an annual cycle time reduction of 8 days actually mean to our business?
- 28. Future
- 30. Key Takeaways
- 32. Q&A
Notes de l'éditeur
- Also mention our Acute services are in 900 hospitals
- Fortune rank: lower is better… Teammate growth: “recruiting has to be good in the face of this type of growth”
- Explain how we got there, and how metrics supported this -Taleo -Analytics focus
- NURSING BENCHMARK STANDARD OVER 50 DAYS! Time to Offer Accept (time to find 41 in 2007, roughly 24-25 now)
- (Alex) Potentially scale this out to show the rank amongst / fit with the 70 depts… Maybe do this one yearly…?
- Bold: set unique goals that match the business need. Bold: show together on forced-rank scorecard. Behaviors: Scorecard helps identify areas for improvement with each TM. Set thresholds RED-YELLOW-GREEN (also, share HM info in red-yellow-green if you measure HMs) If someone stays in red for 2-3 mo, fix it. Performance: Watch the outcomes change. Measure regularly to ensure movement. Fine-tune if you aren’t hitting your desired results.
- Note the thresholds at the bottom, showing our “Stretch” goals – bold thinking
- 24 and 48 are so important because RNs are on the market for 2-3 days These are our expectations… Considered BOLD…
- Recruiters see this as “their” metric “ Hired” = Offer accept for DaVita… Don’t need to split hairs here…
- Automated from Taleo… Emphasize the Red-Yellow-Green, also the Candidates “Sent” = we’re being open with ops about our efforts and giving clear visibility into recruiter activities.
- Time to Offer Accept (also get time to find)
- Remember, either “or”
- “ Patients first” philosophy No nurses means no treatments, no patients. Over 200,000 Patient Treatments