Hiring at the speed of science

April 18, 2017


Last year, I was at a conference where IBM CEO Ginni Rometty spoke about the widespread availability of technology and how most of us enjoy all-the-time access. She made the point that with all of us on a level tech playing field, businesses and organizations must not only care about what technologies we use, but how we use them. In particular, how technology can improve the speed at which we operate. That, she emphasized, is today’s technology differentiator.

I naturally thought of this in terms of healthcare. More specifically, what it means for talent acquisition challenges along the entire hiring, onboarding and retention continuum. In healthcare, speed-to-hire is crucial. Organizations need to act fast, and smart. This is especially true in recruiting and retaining the largest demographic entering the workforce: Millennials. They are mobile, always connected to their devices and often lack the patience needed to complete a traditional hiring process.

Infusing technology into the hiring process starts with finding the right people to hire. No one has the time or focus to read through 200 resumes. And what we intuitively know is that our best candidate pool is often right in front of us. Colleagues understand the culture and have a gauge on work expectations, so we can tap them for referrals or recruit them for open positions (whether they are actively looking for a new opportunity or not).

Once hired, we need speed-to-productivity. It’s no longer okay to take a year and a half to get in the groove of a job. It just doesn’t work. Hiring managers are already stressed for time and resources, and new hires who aren’t able to immediately contribute by leveraging their skills or experience may feel like they are wasting their time. And, going back to that Millennial example, today’s workers are likely to only stay at a job for only two to three years. That means they need to be productive on day 1.

The good news is that the technology exists to meet and beat these big challenges. Web-based, mobile and data-driven, the right prehire-to-rehire solution uses evidence-based science, not intuition, to automate and enhance the traditional hire-to-retire process.

Infor Talent Science, part of Infor Human Capital Management for Healthcare, makes the application process streamlined and simple. Candidates upload an existing LinkedIn profile, once. The uploaded profile lives in the system, and candidates can apply for as many jobs as allowed, and track application status. (“No phone calls, please”).

From the hiring manager’s perspective, the job requisition is prepopulated with salary parameters, rules around headcount and FTE limits, and whatever else the manager wants to track. Like the one-and-done application process enjoyed by the candidate, an assigned position code automatically populates similar job requisitions. Recruiters can integrate the information with outside databases such as the American Nurses Association Career Center, while hiring managers can track recruiter success in areas such as days-to-fill.

And just because it’s science driven, the system doesn’t ignore the softer side of hiring. Behavioral characteristics are at the core of Infor’s Talent Science offering. As I like to say, it’s where the magic happens. Infor Talent Science is built with behavioral evaluations created by PhDs in industrial psychology. Candidates participate in a brief assessment and are given a “fit score” of 1 to 100 based on characteristics such as drive, interpersonal style and work preferences. That score is compared to the job description. I should also note that although a candidate may not be a fit for that specific job, that same score may indicate compatibility with another job within the organization.

The system also helps retain valued talent. The candidate’s prepopulated candidate profile follows employees throughout their careers at the organization. A nurse intern, for example, fresh off of receiving his certifications and license, can apply for a full-time job by simply updating his existing profile. Let’s say he’s hired. On his first day of work (or even before) he is greeted with online tools such as video welcome tours and targeted e-learning modules to help him start, and stay, productive.

It all leads me back to CEO Rometty’s original thought: How are you using technology to differentiate your organization?

For additional details about this topic, please watch our recent webinar: Hiring at the speed of science.

Marcus Mossberger, Senior Director, Healthcare Human Capital Management Strategy, Infor
Industry
  • Healthcare
Region
  • EMEA
  • North America
  • LATAM

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