Now that everyone is through with their holidays, decorations put away and holiday bills are starting to roll in—are you better off now than one year ago? When we think of changes that have occurred in both our business and personal environments, there are a number of people that aren’t sure.
When people received their first checks in 2013, they certainly realized a couple of things that we knew were coming. First, the payroll tax reverted back to 6.2% from the 4.2% where it had been the last 2 years. In addition, most organizations saw the need to raise the cost of healthcare coverage, which could be quite an impact for families. In healthcare, we have additional challenges of continuing to do “more with less” and many organizations either faced the end of 2012 or the beginning of 2013 with layoffs, downsizing, rightsizing, etc. Although contract labor continues to be on the rise, our core, experienced staff is being downsized in some cases.
So what does this mean to healthcare recruitment as the demands continue to increase for most organizations? It does seem like we have been doing more with less for the last few years but – be prepared. There is more to come! What this all means to human resource recruitment professionals is that efficiencies, return on investment and metrics that matter will be a daily requirement.
Everything you do as a recruiter matters. First let’s highlight some of the efficiencies that make a tremendous impact on your bottom line. From your sourcing strategies to a new hire’s first day of work, there are always numerous opportunities to improve. Effective targeted sourcing techniques is where it begins and this includes reaching both active and passive candidates. Being proactive is the most cost effective tool you have so it is important to know where to find the best candidates before you need them! Following sourcing your fingers touch many steps in the hiring process. Ways to decrease days to fill without decreasing the quality of the hire can be accomplished through training, clear policies/procedures and a collaborative workplace environment.
Metrics do matter although healthcare organizations continue to be somewhat inconsistent on what matters to them. Although it is nice to compare yourself to national benchmarks, those are getting more difficult to obtain the last few years so make sure that you can convince your leadership that the best benchmark you have is YOU. Track the same data year over year, determine the true strategic goals for 2013 and then move forward. Benchmarking against others does have many negatives as locations, surrounding applicant pools, schools, recruitment process, urban vs. rural and recruiter skills are not taken into account. In addition, always paying attention to what happened before sometimes takes the importance away from what needs to happen now.
Your organization is unique and should be treated that way both with strategy and measurement. Start with the goals you would like to accomplish and then formulate the metrics that need to be measured in order to supply the data to meet those goals. Looking back isn’t the answer but planning for the future is what counts.