Author: amanda

Urban Healthcare System Rebuilds Its Recruiting Capability

Client Challenge

A multi-entity health system recognized it had a broken model for delivering recruiting services to the organization. Open positions were taking too long to fill, hiring managers were unhappy with service levels, and recruiting costs were out of control.

All of this impacted the quality of patient care and needed to be corrected urgently. However, no one in the organization had the expertise to rebuild the function, so the health system engaged DoubleStar to be its RPO Partner.

Our Solution

DoubleStar conducted a quick but comprehensive assessment of the current state of recruiting, including hiring requirements, sourcing strategies, selection processes, hiring practices, and overall recruiting infrastructure.

We then assigned a Project Leader and a team of experienced healthcare recruiters to redefine the entire function, build processes and workstreams, select and implement automated tools, prioritize openings, and begin recruiting work. Within 60 days, this client went from having no dedicated recruiting team to having a fully staffed, fully functioning team that was engaging hiring managers and filling positions.

Business Impacts

Over the 10 years of this RPO relationship, DoubleStar has delivered an average of 1,300 hires/year at an average time-to-fill of 21 days for non-nursing roles and 32 days for nursing roles. Cost-per-hire averaged $1,200 for non-nursing hires and $1,800 for nursing roles, delivering a 50% savings over their internal performance and ranking among the industry’s most efficient healthcare recruiting implementations. Savings totalled over $1.5 million annually, which the system could use for patient-related improvements. This engagement was so successful that it was renewed four times.

Additionally, upon conclusion of the last renewal, DoubleStar worked in close partnership with our client to transition the function in-house, enabling a smooth transition and uninterrupted services to the business.

Fortune 100 Insurance Company Targets Specific Talent Pools

Client Challenge

The Recruiting Team at a property and casualty insurance company wanted to identify specific, hard-to-recruit talent throughout the insurance industry to target for direct-recruiting initiatives. The internal team could execute the direct-recruiting activities, but they lacked the time and the research expertise to identify the specific targets at key competitors.

Our Solution

DoubleStar designed and executed a Talent Market Intelligence and Recruitment campaign, targeting actuarial and product development talent across 10 organizations that comprised the client’s most direct competitors. More than simply gathering names and email addresses, DoubleStar’s team developed detailed Talent Maps containing organizational hierarchies, titles, career paths/promotion ladders, and compensation data and practices, giving the client deep insight into how competitors organized, operated, and deployed talent in these highly competitive occupations.

Business Impacts

Prior to this project, the client possessed no competitive recruiting data. After working with our team, they now own a comprehensive Talent Map that will be used not only for recruiting purposes but also to provide market intelligence to inform their own Talent Management Practices.

This recruiting asset helped the client better target its recruiting efforts, save money and time by shortening the candidate-generation cycle, and serve as a ready-made candidate pool for future recruiting efforts.

Global Pharma Leader Reinvents Recruiting Strategy

Client Challenge

Following the acquisition of a large competitor, a global pharmaceutical research and drug development company needed to reorganize its HR function from a shared services model to a decentralized HR function, including decentralizing recruiting.

The most difficult area to transition was R&D Talent Acquisition, where older processes were non-responsive to current business needs, and no direct-sourcing expertise existed.

Adding to the transitional difficulty was a long period of uncertain hiring demand. As the companies melded their workforces, hiring demand became unclear and unpredictable. DoubleStar was engaged to help the firm reinvent its recruiting strategy, processes, and methods to become more agile, more targeted, and more efficient.

Our Solution

DoubleStar assigned a team of 5-8 recruiters (depending upon demand levels) with R&D recruiting experience to handle the day-to-day global recruiting needs of the division. We installed a direct sourcing team to provide talent-market mapping and targeted cold-sourcing capabilities. We also installed a Consulting Project Leader in the US and a Recruiting Manager in the UK to help reengineer processes, build capabilities, and train the client’s staff.

We also advised the VP of R&D Recruitment on talent planning, recruitment best practices, and measuring results against industry benchmarks. We also provided ongoing process improvement, recruitment strategy, talent optimization and consulting services, as needed.

Business Impacts

This 6-month relationship grew into a 5-year partnership that enabled the client to save over $2 million in recruiting costs, make over 1,700 global hires a year, and provide an enhanced level of recruiting and talent market services to the business leaders.

Healthcare System Fills EMR Analyst Roles in Record Time

Client Challenge

A leading healthcare system needed to cut implementation time in half for a new electronic medical records (EMR) system. The system needed to be installed in 400 physician practices in 18 months, an effort that required the identification, recruiting, and hiring of 40 highly specialized systems analysts and implementation specialists in less than 90 days.

Our Solution

DoubleStar assigned a team of recruitment consultants specializing in healthcare IT to identify candidates with the specific combination of IT and EMR knowledge required for these roles.

Working with the health system’s CIO and his direct reports, we designed and managed a recruiting initiative that identified talent targets, conducted an aggressive direct-recruiting campaign, executed detailed pre-qualification interviews, scheduled on-site interviews, and assisted our client in making and closing all offers.

Recruitment was only part of the assignment, however. DoubleStar worked with the existing IT management to construct a phased training and deployment process for the new hires to ensure optimal integration and the shortest time to productivity. The IT recruiting team later adopted this design as a best practice.

Business Impacts

The implementation of the new EMR system to 400 physician practices and ambulatory care offices took just 18 months – half the time originally projected. DoubleStar’s focused solution produced the required hires for less than $4,000 per hire, resulting in an overall savings of $250,000 compared to the cost of traditional third-party recruiting firms.

Additionally, our team transferred our entire work product to the client’s recruiting team, leaving them with a pipeline of recruitable talent for future openings and a replicable methodology for training and deploying new hires.

National IT Consulting Firm Accelerates Growth

Client Challenge

The leading national $1 billion provider of healthcare information systems launched an IT and Process Improvement Consulting Division to enable its clients to use their technology investments more effectively.

The new division’s growth was limited by only one thing: its ability to find, recruit, and hire the highly specialized healthcare IT talent required to lead the complex assignments its customers needed to execute. However, the company did not have the capability in-house to identify and recruit a large number of specialized IT professionals with skills in specific technologies for roles with an 80% national travel requirement.

To meet the need of hiring 100-125 specialized consultants annually, this client engaged DoubleStar to design and execute an end-to-end recruiting solution.

Our Solution

At the outset of this engagement, DoubleStar conducted a detailed needs analysis to determine current needs and likely near-term hiring needs. From that analysis, DoubleStar developed a national recruitment plan that prioritized both talent and geographic needs. We also created customized recruitment plans to account for the local talent market differences and a plan for efficiently screening and interviewing candidates to shorten hiring cycles.

DoubleStar then executed direct and indirect recruiting campaigns in Southern California, Chicago, Phoenix, Dallas, Atlanta, Boston, Philadelphia, and South Florida. The solution included centralized sourcing and direct recruiting, on-site interview teams at each location, recruitment consulting services to the client’s regional consulting directors, and strategic staffing planning services to the Division’s Vice President.

To support the direct-recruiting initiatives, DoubleStar also developed a national advertising/branding campaign, an accelerated employee referral program, and standardized interviewing templates for all positions recruited.

Business Impacts

This partnership, originally contracted for six months, was extended for over five years because it delivered continuous results, including:

  • 125 hires were executed annually, ranging from $90,000-$150,000 in compensation, at a fully loaded cost per hire under $5,000.
  • Turnover was reduced to under 10% annually due to enhanced pre-screening and more accurate selection practices.
  • The division was enabled to aggressively seek new business and prevail over the competition on the strength of its solid talent pipeline.
  • Hiring costs for this division were reduced by 50% annually, representing an annual savings of $600,000-$700,000.
  • The cost of recruitment became a fixed, predictable expense, enabling the growing division to better forecast talent acquisition investments.

Canadian Telecom & Media Leader Standardizes Recruitment Delivery

Client Challenge

A large Canadian communications and media company that employs more than 25,000 and hires over 5,000 annually was experiencing delays and disharmony at the outset of a new applicant tracking system (ATS) implementation. Unsure of its readiness to proceed, the company expressed an urgent need to review and standardize recruiting operations and practices across its disparate business units.

The company engaged DoubleStar to provide an assessment of its processes by comparing them to best practices and to provide a roadmap for improvement that was supported by the new ATS.

Our Solution

DoubleStar conducted a rapid (30-day) staffing process assessment to gain a 360-degree view of the current recruitment state, compare best practices, conduct gap analyses, and create a roadmap for improvement for simultaneous implementation of the company’s new ATS.

Our solution included:

  • Over 50 one-on-one interviews with key business leaders and HR stakeholders to determine corporate objectives and talent demand
  • Leading service delivery interviews with recruiting leaders and team members to understand the interaction between recruiters, hiring managers, and candidates
  • Reviewing existing recruitment processes/process maps, metrics, documents, tools, and templates
  • Analyzing the findings against best practices to create an overall improvement plan

Business Impacts

Our final deliverable was a complete process analysis, including Recommendations and a Transformation Plan. The client implemented all of DoubleStar’s key recommendations, which in turn enabled the successful completion of its ATS implementation on time and with high internal acceptance. Other key outcomes of this project included:

  • Standardized recruiting operations were established across all business units while retaining key local customization elements that impacted localized corporate branding.
  • Process reviews were completed prior to system customizations, saving the need for expensive redesigns.
  • Roadmap enabled an easy implementation of a Center of Excellence model.
  • Assessment provided a roadmap for pre- and post-implementation improvement projects that gave the client’s Recruitment Leadership Team project direction for 18 months.

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