Expert Advice for Medium and Midsize Businesses

When Recruitment is Urgent to Save Lives

Filling the talent pipeline is always a challenge for small to medium business leaders. But rarely is the need for recruitment as pressing as it is in the field of healthcare. In this industry, an inability to find the right talent quickly can literally have life-or-death consequences.

Let me give you one example.

Be The Match is a Minneapolis-based nonprofit that is part of the National Marrow Donor Program. To help people with life-threatening blood diseases, the program’s leadership has embarked on a bold plan to double the number of patients receiving bone marrow transplants—to 10,000 a year.

Recruiting enough healthcare professionals to achieve that goal has become a mission-critical priority.

Mission-Critical Recruiting

Recruiting medical professionals today has become highly competitive—especially for midsize nonprofits. To meet their goal, Be The Match needed to address current recruiting methods. The organization identified three areas in need of improvement:

  • Talent pools, qualification, and speed to hire
  • Quality and performance
  • Hiring manager engagement, collaboration, and accountability

In order to transform its hiring processes, the HR department re-organized into a Center of Excellence, with champions identified across each business unit. Prior to this reorganization, hiring processes had been inconsistent across lines of business, leading to uneven results. Be The Match wanted to improve collaboration and accountability across all areas of employee recruiting and performance management—including HR, IT, Finance, and line-of-business hiring managers.

Recruiting and Performance Technology in the Cloud

Next, Be The Match looked for a technology solution that could automate some manual processes, and bring consistency to hiring practices across the organization. They identified Oracle Talent Acquisition Cloud for Midsize as the solution that could best deliver.

Some key reasons they chose Oracle were because of its flexibility and hands-on control, managed by the HR department. Another plus: moving to a 100% cloud solution would reduce infrastructure costs—an important consideration for any midsize nonprofit.

Be The Match leveraged modules for employee recruiting, onboarding, and performance management, with built-in modern best practices that streamlined application, selection, and hiring processes.

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Applicants, employees, and hiring managers now enjoy a seamless end-to-end experience that starts with brand outreach, mobility and social sourcing. A mobile-optimized career center sends regular job alerts to job seekers. Online screening questions identify top candidates with a two-tier approach that increases quality while reducing time spent. Applying for a job has become fast and easy.

Automated processes for interviewing and onboarding help save time and increase data accuracy. A task list triggers activities across multiple areas, so that everything is ready for the new hire to start working productively on their first day—from security access to business cards. When an employee leaves, employee off-boarding follows a similar process.

Better, Faster, and More Economical

Redesigning both its people and technology processes has paid off for Be The Match. The organization has achieved:

  • Faster time to fill job openings
  • Lower time and dollar cost per hire
  • Higher levels of engagement and performance
  • Higher levels of employee satisfaction and retention

With its new hiring process in the cloud, Be The Match is finding, getting, and keeping the talent it needs to reach its ambitious goal of doubling the number of marrow transplants—and saving more lives.

Need to find the right employees, fast? GO chat with us.

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