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 The Healthcare Employment Center
Tip #1 - Turn the requirements of your positions into questions, rather than statements, and you will dramatically improve the quality of your candidate pool.
Definition - A patent-pending web based environment for attracting, screening, testing and assessing candidates in healthcare and related industries
Important Note: There is nothing that equals this on the market today. The major job boards have tried to acquire this technology, based on forty years of industry experience, but it is not for sale. There are lots of imitators flooding the scene. So if it looks similar, that’s what it is – 'similar', but it’s not the real thing. Ask us to explain the history of job-related pre-screening, aptitude and behavioral testing and assessments. We invented it.
The Problem: A Tidal Wave of 'Under Qualified' and 'Unqualified' Applicants
- 30% to 65% of all currently employed workers are 'looking'
- 40% of all new Internet users in 2004/2005 will go on-line specifically to look for work
- In a single evening a typical job-seeker can easily apply for 20-30 openings
- Job postings frequently generate several hundred 'applicants' within 24 to 72 hours
Cautioning these trigger happy applicants with language such as 'Please don't apply unless you meet the minimum stated requirements' or 'You won't be considered ...' has become ineffective. Internet career gurus and advisers have counseled job seekers that if they are even 'close' to meeting the requirements they are 'close enough' to apply because there is, after all, no “perfect candidate”. And if they opted for the $39 resume blasting service, they can send hundreds of emails or faxes with a single click, literally burying your hiring team in unqualified candidates.
How are you supposed to find the best candidate from under this pile? With a key word search in your applicant tracking database? Or maybe you find it easier to just take home a briefcase full of resumes at the end of the day.
Over forty years in the employment screening, testing and assessment field has taught us a valuable lesson:
Turn the requirements of the position into questions rather than statements and ask everyone the same questions.
The most effective way to surface top candidates and drastically reduce your 'unqualified applicant pool' is to require every applicant to answer direct questions regarding those specific qualifications that you have determined are 'knock out' questions for the posted position.
Our research and testing has shown that where many job seekers will apply for positions for which they are unqualified, very few will falsify their answers to direct questions such as “Do you have 3 to 5 years of experience ….?”
Some critics of automated processes for filtering out unqualified and casual job-seekers suggest that you might “discourage” good workers from applying if you create a pre-screening environment that forces an applicant to answer specific and direct questions about their qualifications. We have found that sincere applicants who are truly qualified are more than willing to make the upfront investment of time and effort that tells you they are actually interested in becoming a part of your organization – a genuine and early statement of their work ethic and level of commitment.
What Does It Cost You Now To Find A Qualified Candidate?
How much does it cost you now to capture and sift through unqualified candidate information, and then evaluate and identify the top 10% of your applicants?
Does it cost you more than $5 (including internal labor costs) to do all this?
- Gather, sort and run a preliminary review on dozens, hundreds or even thousands of applications or resumes
- Conduct a secondary in-depth resume scan or run a key word search on your database to find a handful of possible candidates
- Call (leave message), listen to the voice message they left you, call again, etc.
- Have someone conduct a pre-qualifying phone screen on the top few candidates (if you can get them on the phone) to see if they’re worth interviewing
- Produce one pre-qualified candidate ready for a meaningful interview with your hiring team or decision maker
If it costs you more than $5 to identify each pre-qualified applicant - we need to talk.
Healthcare Employment Center Benefits Summary
- Candidates register on the site and complete prescreening questions specifically designed for each position to uniquely determine if they meet your minimum job requirements and criteria
- Candidates meeting these minimum prescreening criteria are allowed to complete an application and submit a resume, if desired. Those who are not minimally qualified are politely directed back to the position listings after capturing their preliminary contact information
- Affirmative Action and other required company information can be confidentially tracked and retained
- If appropriate, our proprietary aptitude and behavioral based assessments, used for over 40 years by companies like GE, Toyota, Federal Express and the US Army, can be easily incorporated into the process to also evaluate an applicant's job-fit characteristics against Benchmarks of Top Performers in similar positions within your own organization and/or industry on a nondiscriminatory basis
- Our clients have found that the use of our assessments has dramatically lowered their costs of recruiting, enhanced the quality of applicants, reduced turnover and increased productivity
- The Healthcare Employment Center is web based and allows administration from multiple locations with simplified candidate tracking, comprehensive e-mail function and automatic, paperless record retention
- Basic costs are currently $6,500 for a complete system that will link to an existing corporate career site and also to job boards or state one-stop-centers and talent banks (like Michigan Works). There are no maintenance fees and there is no charge to prescreen and rank candidates.
- Your total cost to view a pre-qualified candidate’s application, contact and resume information is $5 and, because you can rank pre-screened candidates by their percentage of correct answers, you have the option to open and review information on only those that received the highest scores and work your way down the list.
How and Why It Works
1. Turn Posted Position Requirements into Questions, Rather than Statements to Dramatically Improve Candidate Quality - If they are serious candidates they will answer your questions. Using proven techniques such as this, the Healthcare Employment Center is designed to attract, process and identify serious job candidates, pre-qualify them for job openings and takes all candidates through an employer’s application process in a consistent and legally defensible manner at a fraction of the cost of manual processing or other computer or web-based systems.
Additional screening, skills testing and other position specific information gathering that your organization requires can be included in the process so that you obtain all of the information needed to make a preliminary decision about the qualification of an individual for a job opening. All information is gathered online in an automated format utilizing none of your internal resources until selected data from the pre-qualified applicant pool is opened for review.
2. Spend Time on ONLY the Best Candidates – By quickly narrowing the field to only pre-qualified applicants, you save countless hours of cumbersome and ineffective searching using key-word resume scanning and other “cost saving features” of many applicant tracking systems on the market today.
You simultaneously reduce the number of pre-qualifying phone calls, phone tag and even wasted interview hours to finally free up your senior personnel and hiring authorities to focus on in-depth conversations and evaluations with only the most qualified candidates.
3. Continue Using Your Existing Process – Whether you have an established HRIS, applicant tracking system, corporate career site or utilize public job posting boards, you can continue using your existing system and drive all applicants through this seamless extension to your process while avoiding expensive acquisition, integration and development costs.
4. Keeping Track of Job Seekers for EEOC - Pre-screening questions in the automated application process differentiate a job seeker from a qualified applicant, a huge time and resource savings that simultaneously meets new EEOC tracking and reporting requirements.
5. Automate a Manual or Antiquated System – The Healthcare Employment Center can easily operate in a fully stand alone mode and provides all the features and functionality of a fully integrated applicant tracking system. It manages all candidate pipeline and development activity and can align with your current process to enforce compliance with all standard procedures, while producing a variety of management reports to keep your recruiting and hiring campaigns on track and within budget.
6. Healthcare Employment Center Is Extremely Affordable - By leveraging new cost-effective technologies, even small and medium sized employers, organizations and associations can now have the functionality and security of a powerful resource previously only available to major corporations spending enormous sums on HRIS and ERP systems.
7. Healthcare Employment Center Can Be A Shared Resource - If you want to share a Healthcare Employment Center with other healthcare providers, either locally or nationwide, to minimize the initial investment, give us a call. Because each member can control what positions and information an applicant sees, any group of doctors and other healthcare service providers can now afford to use the same level of functionality previously enjoyed only by the largest players in their market.
We encourage you to visit the sites of other healthcare providers who are already taking advantage of this technology and approach. Take time now to visit this Regional Blood Center and the Cook Children's Medical Center who are using their own Healthcare Employment Centers to make their recruiting and hiring process more efficient and more effective for both their applicants and their hiring team.
If you would like more information on how you can launch your own Healthcare Employment Center in less than 30 days, please give us a call at 734-525-9001. We know you'll be amazed at what a Healthcare Employment Center will do for your organization.
About TalentCare Group, LLC
We specialize in helping small and medium-sized healthcare organizations to find and retain those uniquely qualified individuals who have the skills, experience and track record to get the job done.
Through our Enabling Talent Alignment assessment and organizational development services we utilize benchmarked profiles of the mental aptitudes and behavioral characteristics of your top healthcare performers to assist you in matching “best fit” candidates with positions that optimize their strengths.
From these baselines we can then leverage individual and organizational core competencies to create individual development plans, succession plans and enhance strategies to increase morale and retention while improving overall organizational performance.
About Our New Partner – Candidate Resources, Inc. (CRI)
We are pleased to announce a strategic relationship with Candidate Resources, Inc. (CRI), a privately held company with a 40 year history of quietly serving the human capital management needs of not only top companies like Toyota, GE, Time Warner Cable, McGraw-Hill, Cendant Corporation, Sprint, Federal Express, Avis, Brinks Home Security, The U.S. Army and U.S. Department of Defense, but many thousands of smaller organizations in a wide variety of industries and markets.
Healthcare Specialists
Recruiting - Staffing - Outplacement - Pre-screening - Assessment - Organizational Consulting - Employment Centers
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