The Situation

A leading hospital found it difficult to source and hire the numbers of qualified candidates needed to keep pace with its rapid growth.

The Challenges

The organization’s approach to filling jobs was time consuming and costly, and everyone involved–candidates, hiring managers and even the recruiting team–was frustrated. To make matters more difficult, there was an industry-wide shortage of medical staff, especially nurses. Although the organization’s leaders had recently deployed an expensive new staffing technology, it didn’t seem to be working.

The inTalent Solution

The inTalent team has vast experience building staffing functions from scratch, so they knew what to look for when diagnosing the recruiting problems. First we dug down deep into the hospital’s hiring culture, interviewing stakeholders, analyzing data, reviewing their budget and spending trends, as well evaluating their current application process through the eyes of a candidate.

Once we had an accurate picture of the organization’s current state, inTalent built a picture of the desired state–one in which the hospital could find quality candidates in fast, innovative and cost-effective ways, treat candidates in a more professional manner and close jobs faster.

To help the organization reach this goal, inTalent recommended and developed:

1. New processes, tools and practices
2. Redefined roles and responsibilities among the stakeholders and the recruiting team
3. Ways to leverage their existing technology and superb employment brand
4. Metrics that would help leaders measure progress

“This organization already had great people and technology, but they weren’t working as a coordinated team,” explains inTalent founder, Cindy Lubitz. “As unbiased observers, we could make data-based recommendations that could increase efficiency and get them on track.”