© The Children’s Mercy Hospital, 2017
How a flipped Hiring Process Increases Diversity and New Hire Quality
Interview First, Apply Later
©The Children's Mercy Hospital, 2015
About Me:
• Courtney Roberts – Sr. IT Talent Acquisition Recruiter
• Been a mom since 2012
• Been at Children’s Mercy for a year and a half
• Prior experience in the
payments industry as an IT
recruiter 2
About Children’s Mercy:
• Over 8,000 employees
• 750+ pediatric specialists
• 2,200 nurses
• 1,000+ allied health professionals
• More than 900 volunteers
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https://www.youtube.com/watch?v=1X5_
j7GK5D4
Today’s Takeaways
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• CM knowledge
• Recap/update of Introduce Yourself
• Phase 2 – Internal First
• IS Strategy
Why Video Interview First?
• TOO much Application
• Millennial and Generation Z is video first
• “If someone would just talk to me”….
• Job they want isn’t posted today… but will be tomorrow!
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Introduce Yourself
• The top link on our careers page invites candidates to complete a video interview.
• 2 questions:
– Skills/ Experience
– What would you like to do for Children’s Mercy?
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“Introduce Yourself”
https://www.youtube.com/watch?v=P8A8n U-fujc
What it looks like:
• Introduction:
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What it looks like:
• Conclusion:
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What it looks like:
• Specific Position:
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A Gong-able Event
Over 25,000 Video
Interviews
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How we Manage Introduce Yourself
Viewed and assigned
Review and respond
Application
and Interview Hire!
• 2 Recruiters per day.
• Watch and assign to appropriate recruiter.
• Sends “No, not a fit”
response
• Recruiter views.
• Sends response:
• Yes now – with link to specific job
• Yes, later, keep in touch
• Follow interview process for job
• May include another video
• Completes
application in ATS
• Matched to best fit job.
• Selected by hiring managers.
Clinical
Non-Clinical
Rehire
Internal
What our Candidates say:
“I've never interviewed with that type of setup before applying to CMH. I loved it. It
was so different and more personal I felt.”
I figured there was nothing available at the moment but I wanted to reach out anyway. The digital interview process was very nice and I liked the fact that I could submit something even though there was not an open position. Nice work!
BTW...I thought the "Introduce Yourself"
by video was a unique and proactive opportunity for both parties. I loved it.
Although I was somewhat nervous to do a digital interview; your son and his smile made me feel more at ease. Thank you for allowing him to help perspective Children's Mercy Hospital Team members feel more relaxed.
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Results for 2016 HIMSS meeting …
• Hired 173!
– 94 Clinical positions
– 66 Non-Clinical positions
– 13 Rehires
Most recent results …
• Hired 341!
– 180 Clinical positions
– 120 Non-Clinical positions – 39 Rehires
– 2 Internal hires
• Candidates hired had applied for an average of 7 jobs prior to “Introduce Yourself”
• Increased diversity 25%
Results:
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Zanetta Admin III
Cynthia EVS Manager
Jessica APRN II
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Who are YOU missing??
Surprise Outcome
• More Diversity
– Introduce Yourself: 28%
Diverse Hires
– Other Methods: 18%
Diverse Hires
• Why? My Theory:
PEOPLE not Paper
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…but we can’t do that!
Affirmative Action BUT we
NEED the application
My Recruiters are already overloaded
On your Marks
• Embed your culture in your interviewing process
• Get ready for PEOPLE not Paper!
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Get Set
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• Try a “Video First” strategy for a limited
time period – a day? Week? Month? Track
your results.
GO!
• Be a superhero to your hiring managers by finding people they don’t know they need yet!
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And when you get your offer…
• https://drive.google.com/file/d/0B7DIdBdF UPc1dF9KcWdOYXY4NUE/view
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Introducing …
Internal First
(Link to Kid Video 2)
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Phase 2 – Internal First
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What is Internal First?
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What is Internal First?
A new program that enables us to more closely match employees’ talents and skills
with existing career opportunities
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A way to link employees’ hopes, dreams, talents and skills more
closely to a purpose.
A way to provide employees with an opportunity for more personalized
learning, development and coaching.
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A way to help employees feel they are cared for and valued by the organization because of the opportunities
for growth they receive
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The Practical Part:
• Employees upload their updated résumé
• Recruiters search these resumes FIRST to find talent to fill an open requisition
• Recruiters contact employees to see if they are interested in the new role
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Eligibility:
• Children’s Mercy employees are encouraged to
complete “Internal First” Video or text on the careers page
• To be considered for a new opportunity:
– Be in good standing
– Be off orientation in current role – Meet qualifications of new role
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Program outcomes
• Employee career goals matched with current organizational needs
• Increased performance
• Increased employee engagement
• Increased patient and family satisfaction
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OUR TALENT IS OUR MOST IMPORTANT ASSET
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Internal First Results
• We have had 168 people complete profiles
• Getting the word out
– Department presentations – Passing out flyers
– Resume labs
– Booth at our wellness fairs
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Feedback
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New leader, new opportunities
• Hired a new CIO, David Chou in May 2016
• Created a lot of change and new opportunities for IS
• Realignment of teams
• Almost doubling the current IS team (up to about 200 IS employees), hiring leaders to support the CIO as well as management and individual contributors.
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Social Media/Sourcing
• Social Media – QUESocial – Facebook – Twitter – LinkedIn – Capture Videos
• Blogs
• LinkedIn articles
• Direct Sourcing
• IS landing page
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THANK YOU FOR YOUR TIME!
QUESTIONS???
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