HRO Today April 2017 - 37

Talent Acquisition
Cross Country's Stultz White shares this opinion, noting
that RPO providers are specialists in targeted marketing
campaigns that find qualified skill sets eager to work
for a particular healthcare facility. " RPO solutions
increase candidate flow for hospital vacancies, support
the employment brand of the healthcare facility, and
widen the talent net to fill even the most challenging
positions, " she says. " We have experts solely dedicated to
the recruitment of clinical professionals. "
These experts rely on research and analytics to develop
leads to particular skill sets, which are then nurtured
through ongoing communications with this talent
pool. " Most often, the first benefit realized through a
healthcare-focused RPO provider is [the client's] speed to
access qualified talent pools, " Stultz White says.
AMN's White distilled the value of RPO as enhanced
recruitment marketing. " Recruiting is essentially
sales-you're looking to `sell' someone to join your
organization, " he explained. " You can't just post a job
opening and expect people to be drawn to it. You have
to go out and proactively find the right people and
then carefully draw them in, selling them on your value
proposition. That requires a set of marketing skills that
normally does not exist in the typical healthcare setting. "
Casting a Wider Net
Both CHOP and Orlando Health Central have found value
in leveraging RPO. Marsh is a longtime proponent, having
utilized RPO in the three previous healthcare facilities
he led as CEO (Tennessee's Gateway Medical Center
and Marshall Medical Center and Greenview Regional
Hospital in Kentucky), prior to helming Orlando Health
Central.
" We want to be sure we always recruit the best people
by offering a 'best-place-to-work' environment, but to
retain them you have to constantly make good on that
pledge, " says Marsh. " If we don't create and cultivate
the right culture, we're at risk of them heading out the
door. "
Croner at CHOP has relied on RPO the past five years
to address the healthcare facility's skill set shortages.
" The reason is pretty simple, really-you're engaging a
firm whose specialty is recruitment in your industry, " he
says. " The people Cielo hires are, by design and choice,
healthcare recruiters-individuals well-versed in the
sector's talent problems and needs. "
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HRO TODAY MAGAZINE
| JANUARY/FEBRUARY 2017
This expertise assists RPO recruiters in identifying and
tracking passive job candidates-skilled people who are
currently employed and not looking for a job, but may
be open to the right opportunity in future. " We've had
several success stories where Cielo leveraged social media
and our mission branding to reach out to people we were
otherwise not getting, " Croner says.
AMN has achieved similar success for its clients. White
cited the example of a healthcare facility in Springfield,
Illinois, that had difficulty attracting skilled people to
the region. In this case, the institution was looking to
fill a position for a clinical care nurse. " We used very
sophisticated sourcing tools to figure out how to find the
right person with the right pitch, " he says.
Ultimately, AMN's recruiters learned on Facebook that a
highly skilled clinical care nurse had family in Springfield.
" Upon further digging, we realized she actually came
from the area, " he says. " The pitch we made to her was to
`Come back home to join the ranks of the best healthcare
system in the area,' which was true. She hired on. "
An additional benefit of RPO is the scalability of the
process. " We do about 2,500 hires per year, but the
number can go up or down significantly, " says Croner.
" When it does, we're paying a rate [to the provider] that
is hinged with this up-and-down movement. "
Providers also offer a way for hospital staff to focus on
their strategic mission: the care of patients. " Cielo takes
care of things like background checking, compliance, prescreening,
and onboarding, allowing us to make better
use of our internal resources, " says Croner. " This liberates
us to deliver a quality employment experience improving
our talent retention. "
Tougher Road Ahead
The supply-demand imbalance for both clinical and
non-clinical skill sets in the healthcare sector is likely to
worsen in the years ahead, intensifying the competition
among hospitals for the best of the best. RPO is just
one tool that healthcare facilities can use to improve
their odds of attracting the candidates they need and
want. Other tools include a strong brand, competitive
salaries and benefits, and meaningful and satisfying job
experiences.
Russ Banham is a veteran financial journalist and author of more than
two-dozen books.
APRIL 2017 | www.hrotoday.com
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HRO Today April 2017

Table of Contents for the Digital Edition of HRO Today April 2017

HRO Today April 2017 - 1
HRO Today April 2017 - 2
HRO Today April 2017 - 3
HRO Today April 2017 - 4
HRO Today April 2017 - 5
HRO Today April 2017 - 6
HRO Today April 2017 - 7
HRO Today April 2017 - 8
HRO Today April 2017 - 9
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HRO Today April 2017 - 11
HRO Today April 2017 - 12
HRO Today April 2017 - 13
HRO Today April 2017 - 14
HRO Today April 2017 - 15
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HRO Today April 2017 - 17
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HRO Today April 2017 - 20
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