Prioritizing Positions When You Can’t Hire Them All March 17, 2017 Speaker: Caitlin Feeney Building Leaders – Transforming Hospitals – Improving Care

About HealthTechS3 HealthTechS3 is a 45 year old, award-winning healthcare consulting and strategic hospital services firm based in Brentwood, Tennessee with clients across the United States. We are dedicated to the goal of improving performance, achieving compliance, reducing costs and ultimately improving patient care. Leveraging consultants with deep healthcare industry experience, HealthTechS3 provides actionable insights and guidance that supports informed decision making and drives efficiency in operational performance. Our consultants are former hospital leaders and executives. HealthTechS3 has the right mix of experienced professionals that services hospital clients across the nation. HealthTechS3 offers flexible and affordable services, consulting and technology as we focus on delivering solutions that can be implemented and provide a positive, measurable impact.

Caitlin Feeney-Executive Recruiter Speaker: Caitlin Feeney 2 Caitlin Feeney-Executive Recruiter Experience with: CAH Physician Office Practices Sales Management roles Previously worked at Baylor Scott & White Health recruiting for: Licensed Vocational Nurses Medical Assistants Physician Office Representatives Registered Nurses Certified Medical Record Coders.   How To Foster And Sustain Improved Financial Performance

Agenda Learn the A, B, C method of prioritizing jobs Understand the importance of communication with client Know the importance of maintaining a database Learn the value of following up with candidates and hiring managers

Recruiting “I am convinced that although training and development are important, recruitment and selection are much more important.” Stephen R. Covey, author of Seven Habits of Highly Effective People “I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” Lawrence Bossidy, former COO of GE

Different Styles of Prioritization “Show me the money,” where job prioritization is solely based on revenue and/or margin! “Work my jobs or…” where it simply comes down to who can scream the loudest! “Chaos,” where there is no structure and everything is game! http://www.ecsteam.com/prioritizing-jobs-for-hiring

A, B, C Method ‘A’ searches have the following components: Cooperation 2. Urgency 3. Marketability https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/

A, B, C Method ‘A’ searches require: Original research, sourcing, and name generation 2) A full database search https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/

A, B, C Method ‘B’ level searches are missing one of the three components of an ‘A’ level search 1. Cooperation 2. Urgency 3. Marketability https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/

A, B, C Method ‘B’ level searches require: 1) Data base search https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/

A, B, C Method ‘C’ level searches are missing two or more of the three components of an ‘A’ level search 1. Cooperation 2. Urgency 3. Marketability https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/

A, B, C Method ‘C’ level searches don’t require a database search or any original research https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/

Benefits of A, B, C Method Saves resources Builds your image Impacts profits Essential for performance culture

Risks Of Not Prioritizing Searches Lower productivity Impacts profits Jeopardize reputation as a recruiter

Other Factors to Consider When Prioritizing Jobs Tackle Easy-to-Fill Jobs Quickly Don’t Let Hard to Fill Jobs Take Up All Your Time Utilize Your Calendar Reminders http://hr.sparkhire.com/staffing-recruiting/6-ways-to-prioritize-in-recruiting/

Hospital Clientele Key step is to make clients (whomever your direct point of contact at hospital is) aware of your process “You don’t need to literally describe your board, but communicate with your clients at the start of the process what you need from them to provide your best level of service.” https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/

Maintaining a Database Continuous engagement is key Need to do more than simply collect resumes Can use social media as a way to stay connected Referrals are a great source of candidates

Following Up With Candidates “Treat all candidates like valued customers.” https://www.recruiter.com/i/how-to-build-an-effective-candidate-follow-up-strategy/

Following Up With Candidates Communication Provide unsuccessful candidates with feedback Strengths Propose Alternatives Acknowledge https://www.recruiter.com/i/how-to-build-an-effective-candidate-follow-up-strategy/

Following Up With Candidates 2. Emphasize Relationships Designate one person to communicate with candidate from start to finish Pass off to multiple people candidate feels “they are just another cog in the machine.” https://www.recruiter.com/i/how-to-build-an-effective-candidate-follow-up-strategy/

Following Up With Candidates 2. Emphasize Relationships Continued “By forming relationships with candidates now, you can make it easier to source talent for other positions in the future. Rejected candidates who have a good rapport with your hiring managers are more likely to do business with you or recommend friends and associates to work for you.” https://www.recruiter.com/i/how-to-build-an-effective-candidate-follow-up-strategy/

Following Up With Hiring Managers Often recruiters feel they are “the jam in the sandwich stuck between the HR managers and the line managers with very little room to move.”  Set expectations up front Ensure two way communication Have a standardized communication process Understand that it is not an open buffet Agree on a proactive approach Agree who will measure what Talk to the bread http://recruitloop.com/blog/how-internal-recruiters-and-hiring-managers-can-work-better-together/

Following Up With Hiring Managers Remember to see through the hiring manager’s lens Set them up for hiring success https://www.eremedia.com/ere/how-recruiters-can-create-successful-partnerships-with-hiring-managers/

Thank You! 2745 North Dallas Parkway # 100 972-265-4583 Plano, Texas 75093 972-265-4583 caitlin.feeney@healthtechs3.com