How often have you considered your Applicant Tracking System (ATS) in the same context as your hospitals HCAPHS scores? Can a full featured recruitment platform make a meaningful contribution to the improvement of those scores?
The HCAHPS (Hospital Consumer Assessment of Healthcare Providers and Systems) survey is a patient satisfaction survey required by the Centers for Medicare and Medicaid Services (CMS) for all hospitals in the United States. It is the first standardized, publicly reported survey of patients’ perspectives of hospital care, allowing valid comparisons to be made across hospitals nationally. Among the things measured are responsiveness of hospital staff and communication between staff and the patient.
A standard ATS system manages your applicant flow, some better than others. All too often they are electronic file cabinets recording an electronic resume and then guiding its progress through the organization to either an offer or a rejection. Its principal value is to keep track of open requisitions and associated candidates, while easing the paperwork burden on recruiters. It is principally an “applicant” management system, that at best offers the possibility of hiring the best possible “applicant” as opposed to the best possible “person.”
Now consider a system with extensive social media links and an integrated Candidate Relationship Management (CRM) system that allows you to proactively source and recruit the best possible talent and turn them into active candidates. Further, it provides the tools to build an attractive employment brand, provides custom messaging capability to insure a positive candidate experience, facilitates employee referrals and provides custom interviewing and evaluation capability centered on specific positions or job families. It then electronically facilitates the hiring and onboarding process, saving extensive time and making the candidate experience a personal one, enhancing the initial view of the organization in the eyes of the new hire. Such a combination now provides the ability to hire the best “possible” people rather than merely the best “available” people.
Patient centered care is a mantra used by most hospitals systems in the country, however, the basis for such care are the individuals providing the service. They not only have to possess excellent clinical skills, but must uphold the values of the organization and provide the caring and empathetic service that patients need and expect.
A recruiting organization becomes strategic when it moves from a posture of simply filling requisitions with an applicant, to one of identifying, introducing and hiring talent for the organization it services. How often as a recruiting organization do you track and take responsibility for the full employee life cycle of a hire? Are your metrics simply recruiting metrics or are they business metrics tied the organizational objectives and goals of the organization?
The Jobvite recruitment platform, from sourcing to hiring to onboarding and reporting, provides the tool you need to make talent acquisition far more productive and save money while making a meaningful contribution to the improvement of an organization’s HCAPHS scores, and elevate the stature of talent acquisition at all levels of the organization.
About the Author
Irv Naar is a Principal Consultant at FIND Consulting and the former VP of Talent Acquisition at UMass Memorial Health Care.
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