Clunky, paper-based system with limited reporting capabilities while recruiting highly specialized talent
Using Jobvite Hire, Refer and Engage to create an integrated and flexible reporting capability on an easy-to-use platform.
Rapid and successful company-wide implementation. Reduced time-to-hire by 71%. Effective and comprehensive compliance reports
It’s not easy staffing a multi-hospital healthcare network. For Allegheny Health Network, scaling up to 17,000 members has been a work in progress. As a system of seven hospitals and a large physician organization, AHN is committed to delivering quality healthcare at an affordable price.
Finding talent to keep a complex organization like AHN running smoothly was a particularly difficult task. As an organization that relies on a variety of labor to provide its customers with quality healthcare, access to experienced, talented candidates is key, and AHN’s previous tactics simply were not working. According to Corporate VP of Talent Acquisition Irv Naar, the company’s “post and pray” strategy—and outdated applicant tracking system—severely limited reach and growth possibilities. Additionally, with highly diverse talent requirements to meet, AHN’s sourcing and recruiting model needed a total overhaul.
When Naar was brought on to the AHN team in early 2011, he needed to rebuild the recruiting department from the ground up—including a new, fully integrated recruiting platform. After testing a number of different options, Naar and his team selected Jobvite’s comprehensive recruiting platform for immediate roll out and deployment. “I wanted to revamp all of recruiting and centralize it from a philosophical approach,” Naar explains. “I’m a strong believer in direct sourcing and relationship recruiting, so I needed a system to support that kind of recruiting model. Jobvite has an integrated CRM platform, which is extremely critical in the relationship recruiting model, and leverages social media for proactive recruitment, which was key for us.” Thanks to its simple, productive platform, sophisticated reporting capabilities and social recruiting component, Jobvite has proven to be a trusted, essential facet of AHN’s recruiting strategy.
Updating an Antiquated System
When making the choice for a brand new recruiting platform, Naar was particularly concerned with the implementation process. Naar’s main goal was the restructuring of the recruiting department as a whole, and finding a system that his team—and the entire company—appreciated was the first step. Thanks to Jobvite’s intuitive, practical interface, AHN rolled out the new solution to their initial 12,000 employees with very little pushback. “With anything new, there’s always reluctance first,” Naar says. “But with the ease of use and the productivity that Jobvite brought about, we were able to successfully transition our entire recruiting program from the platform up. It was a complete makeover, and the managers on the other end of the system absolutely love it. Now, they’re an integral part of the hiring process and they have more visibility, which has been a huge factor in our success.” On a technical level, Naar even appreciates Jobvite’s “lack of bugs,” which helps the team stay focused and on task.
Thanks to Jobvite’s digestible software and added automation, AHN has gone paperless, strengthening and organizing the company’s entire recruiting process. As a result, AHN has streamlined its productivity, decreased time-to-hire from 120 days to an average of 35 to 40 days, thereby cutting down on overtime and agency fees. For AHN, Jobvite’s easy-to-use solution provided the structure and guidance the company needed to implement a new recruiting program.
Targeting Specialized Talent
Between IT personnel, administrators, healthcare professionals, nurses and many more, AHN requires a wealth of varying positions and candidates to fill their many needs. Reaching those unique candidates, and encouraging them to apply, is easier said than done. As Naar says, “In the healthcare space, you’re always looking for highly specialized individuals for which there is not an extremely large population to recruit from, so finding the best possible people is always a difficult challenge— especially for certain hard-to-find specialties.”
With Jobvite’s integrated referral system, Naar’s team—and the entire AHN organization—can now leverage individual networks to maximize the company’s reach. With automatic social media posts, referral tracking and email generation, AHN employees are helping drive attention and application to the organization’s recruiting efforts. That’s a recruiting army of 10,000+. “The ability to engage our own employees as a referral base very easily through Jobvite has been instrumental in our recruiting process,” explains Naar. “We can reach out through social and email channels and can run Jobvite Engage campaigns from our own gathered database, which all contribute to the ability to connect with candidates where we couldn’t before.”
Rethinking Candidate Management
Once Naar and his hiring managers were able to locate and connect with quality candidates, refining the company’s candidate management process was top priority. A key facet of the candidate management process? Complying with government hiring regulations—such as the Department of Labor VEVRAA Act (Affirmative Action requirement)— which fits well with the company’s commitment to better serving its potential employees. By law, AHN is required to gather both pre- and post-hire demographic information, as well as dispositioning rejected candidates, and Jobvite allows AHN to synthesize this information effectively. According to Naar, “The systems within Jobvite allow us to explain why we rejected certain candidates and chose others very easily and, as a result of the reporting engine, it’s become very simple to compile detailed reports. In combination with the inherent automation in the system and its ability to easily create custom reports, it’s far less painful to develop the data we need to support the OFCCP.”
Knowing that the candidate experience is a critical element of the hiring process and a huge aspect of any successful company, AHN also set its sights on improving the candidate management process to better serve its potential employees. For Naar and his team, improving candidate management meant developing an organized system and gaining insight into the candidate side of the hiring process. However, keeping track of a high volume of incoming applicants without a sophisticated system in place grew complicated, and often caused candidates to fall by the wayside. After implementing Jobvite, AHN noticed massive improvement in its candidate management process, thanks in part to new supportive reporting capabilities.
With Jobvite’s advanced reporting tools, Naar and his team could determine the areas of the job seeker experience that needed improving, and make changes accordingly. “One of the attractions of Jobvite was the integrated reporting engine that allowed us to create custom reports on the fly any way we wanted,” Naar explains. “We measure the candidate experience carefully, and now we get comments all the time about how we have one of the easiest application processes in all of Pittsburgh.” Jobvite’s reporting capabilities allowed the AHN team to better understand the job seekers path to hire, and helped pinpoint the sources of talent that proved the most effective. Streamlining efforts and monitoring candidate response has greatly impacted AHN’s candidate management process, improving the experience on both sides of the recruiting equation.
Working together with Jobvite helped AHN get their recruiting department back on track. With Jobvite’s extensive reporting, technical organization and referral management, AHN has been able to dramatically cut time-to-hire, streamline its agency budget, locate top healthcare talent, and meet the ever demanding talent needs of the organization. Now, with Jobvite by its side, AHN is poised for continued growth and development in the coming years.
For decades, the hospitals of Allegheny Health Network have been providing people with exceptional healthcare. Care that helps people to live healthy lives and care that we deliver throughout their lifetimes.
As a health network, we can extend our reach to more people than ever and offer them a broad spectrum of care and services. We have seven hospitals: Allegheny General, Allegheny Valley, Canonsburg, Forbes, Jefferson, Saint Vincent and West Penn; and more than 200 primary- and specialty-care practices. And we have approximately 2,100 physicians in every clinical specialty, 17,000 employees and 2,000 volunteers. Together, we provide world-class medicine to patients in our communities, across the country and around the world.