How to Source in a Modern Hospital Recruiting Environment

Sourcing in a Modern Healthcare

Recruiting Environment

Good afternoon, everyone. Today we are going to discuss sourcinga subject that is receiving a great deal of attention these days. We are going to provide in depth insight into sourcing. The definition of sourcing has certainly evolved over the past 5 years. Today, we are going to discuss how to cerate time in your day to source, tactics you can implement to be a more effective time manager, and then jump into specific sourcing techniques you can utilize to surface the best, most qualified candidates. 1

Sourcing in a Modern Healthcare Recruiting Environment

Erin MurrayPresidenteHospitalHire

Bobby MatthewsInnovation and Transformation Architect, Mount Sinai Health System

Good morning, everyone. Today we are going to discuss sourcinga subject that is receiving a great deal of attention these days. We are goinggive brief overview.

THEN DO SPEED NETWORKING OF SOME SORT. (Deck of Cards - look for room etc) 2

Todays RoadmapGetting OrganizedFoundations For SuccessSourcing Strategies & Tactics

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In a recruiting environment today it is anybody's guess what type of task or strategy is being referred to when sourcing is referenced.

Emily Lee Contract RecruiterAdventist HealthcareRockville, MDWhat is Sourcing ?

Ask Class to define sourcingRaise hand if a recruiterKeep hand up if you have time to source4

Zones of Innovation & Mutation

The concept ofThe Premium Puzzlestates that approximately every century customers develop new demand patterns that existing companies cant meet. One hundred years ago customers wanted access and material wealth - this fostered the era of mass production and mass consumption. Today we are in the midst of a new migration between the mass consumption era and a new era. This time the premium puzzle isnt access and the solution isnt mass. Customers want individualization and increased control. Companies investing in innovation too often make investments that try to prolong the current paradigm instead of take the company on a migration path to the next one.

This is How Technology WorksThe role of a company is to offer customersa set of technologies enabling them to perform certain behaviors with a desired outcome.

Two things are happening:Slow social change has transformed customer demand(outcomes). And exponential technological change is developing new habits and behaviors which needs to be accommodated by new technologies.

Successful innovators care about solving interesting problems, fueled by a deeper understanding of and insight into human motives. In other words:Companies need to organize themselves around their customers - not their products. Which is difficult because decades of management capitalism has thought us to organize our companies, through layers of management, away from the customer.The product oriented approach makes it difficult for companies to see the world from the customer perspective and companies proceed to make investments in their core business and core technology. Missing out on new offerings, economies and revenue streams.

Walk through how this theory is practiced in our Talent Attraction Strategy -

Tisch Cancer Institute & Oncology ServicesRecently received NCI designation (1 of only 69 nationally)Undergoing extreme growth in order to unify cancer services through the SystemChallenges Topped ranked local competitors in Cancer careCompensation/Salary for Registered Nurse rolesPatient volume doubled overnight during the combination

Left) Traditional Healthcare Marketing Campaign - Fee for Service model completely driven by volume. In the traditional funnel metaphor, consumers start with a set of potential brands and methodically reduce that number to make a purchase. Large Marketing Campaigns would generate demand generation. Demand generationis the focus of targeted marketing programs to drive awareness and interest in a company's products and/or services. Through lead generation- consumers are referred to physicians an appointment is scheduled & the consumer is quickly converted to a customer & referred as necessary. All about #s & a large focus on keeping beds filled etc as this is what drives revenue in Fee for Service model.

Right) NOW we are seeing a very rapid paradigm shift as we move to value based care. The decision-making process is now a circular journey with four phases: initial consideration; active evaluation, or the process of researching potential purchases; closure, when consumers buy brands; and postpurchase, when consumers experience them. Patient Decision Journey is heavily influenced by online research, word of mouth, - etc. Patients / Consumers are more savvy than ever & armed with a great deal of knowledge, as transparency has become front & center in the healthcare industry.

Similarly in T.A. we can no longer have such a linear view. We must transform the way we think about T.A. - there must be an increased focus on Quality of Candidate just as there is a huge shift to focus on quality of care. We can no longer focus on getting as many candidates as possible & plug in the first person that meets the minimum qualifications we must look to get the best of the best & focus on candidates who are a cultural fit & engaged with the brand thus increasing productivity levels & quality outcomes.

To Compound The Above Paradigm Shift here are some other #s for consideration The best healthcare talent is in short supplyThere is a predicted 35% increase in new healthcare jobs from 2010 to 20201An influx of millions of new patients now insured under the Affordable Care Act The medical needs of an aging baby boomer populationHigh numbers of healthcare workers reaching retirement By 2020 there will be a shortage of more than 100,000 doctors. 2 By 2025, nurses will be scarcer by 260,000 FTE positions 3And there will be 1 million new jobs for home health aides, physical therapists, and medical secretaries3

1. U.S. Department of Labor, Bureau of Labor Statistics: Employment Outlook 2010-2010, 2008-2018, 2006-2016, 2004- 2014, 2002-2012, 2000-20102. https://www.aamc.org/download/426260/data/physiciansupplyanddemandthrough2025keyfindings.pdf 3. http://fidelismp.com/u-s-healthcare-workforce-outlook/

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Wave 2Rise of the Recruiter

RecruiterHR GeneralistAdministrator

Wave 1HR

HR GeneralistAdministrator

Wave 3Sourcer Specialism

Recruiter SourcerHR GeneralistAdministratorWave 4TA Mutation

Recruiter SourcerResearcherHR GeneralistAdministratorInterview schedulerReporting specialistHelpdesk specialistPerformance managerData analyst / scientistChannel plannerChannel procurerCRM specialistChannel procurerBrand managerExperience designerTalent community manager

The Sourcing (R)evolution

TALK ABOUT PARTNERSHIP BETWEEN E-HOSPITAL HIRE & MOUNT SINAI / FLEX TO MEET NEEDS October 2014 started building a true Sourcing Specializiation

Wave 1) HR Generalist managing recruitment w/ Administrator supportingWave 2) Recruitment function broken out from the HR Generalist allowing them to do what they are meant to do and a specialization of resposnibilities for the Recruiter role Wave 3) Started 12 years ago led by US and then spread to UK and Asia Pacific (Microsoft, Oracle, Google leading the way) Wave 4) Age of the mutants bringing skills from other functions into the T.A. world. Takes Sourcing into a much deeper specialization than its current state.

I am in wave 1 just dont have the resources to move to later on so hopefully todays presentation will helpfully elp you with competencies. Well aware that everyone may not make it from Wave 1, 2, 3, 4.

New roles from outside TA have joined this BU:1. Brand in order to present the right EVP and employer brand to market, we are seeing this being owned by the TA function. This ensures that any interaction with the market (both passive and active candidates) is consistent and the success of the new hire isnt affected by source of hire2. Comms when brand is owned by TA, it makes sense that Comms should also follow. As a strong EVP is developed, there is consistency in the message to market through job ads and advertising material, and the onboarding process is naturally managed by TA as a continuation of this process3. Procurement purchasing decisions. Agency monitoring/PSAs4. Risk & Compliance5. Analytics team need to show continuous ROI so access to data and insights are key to drive accurate decision making capabilities.

SOURCERS ARE: Sourcer role not just the technical ability to mine talent. Selling and engaging is key, and need to be an early adopter, adviser, expert miner, industry expert, influencer, flexible, risk taker, tenacious, trustworthy, likeable

Recruitment = marketing

Talk to regional differences, e.g. Sourcers based in the Asia Pacific market (including those in China, India, Australia and beyond) scored considerably higher than their contemporaries in EMEA or the Americas in the AM2014 Global Sourcing Survey

Talk to past success stories Martin has seen success with technologists with specialisations in a certain sector moving into sourcing for those roles, and less success with HR generalists who see sourcing as a backward step e.g. headhunter vs. researcher mindsetHow will these continue to develop?? All about selling and engaging, collaboration and community the knowledge exchange, LI groups etc.

To Mount Sinai Evolved TremendouslyInsert Evolution of Sourcing Slide here & talk to where were, are, and are going

Transition phrase- wherever you are, we are going to cover a bit of everything from traditional to not so traditional sourcing.

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Getting Organized

Meet Saad: Make it a story.Saad got organized and went from being on a performance improvement plan to leading the sourcing team in weekly phone screens etc. Stories are more memorable than just tips and tricks. (I could introduce Saad & say using the techniques that Erin is about to go through with youetc etc etc) 7

What steps need to be taken before you can start sourcing?

Do away with the idea that there is nothing you can possibly change in your work day to become a more efficient recruiter.

Take Organization to a New Level

We know sourcing takes time and we know how little time you have to accomplish everything.. So we need to change things up. Most likely there is a better way to structure your day. We are going to talk about a few tactics that you can incorporate into your daily routine that will help you generate better quality candidates.The sound of the phone ringinglooking at 986 unreviewed reqs (how did that happen?) Why on earth would you want more candidates? You dont. You want better candidates. Remember, you dont need 10 qualified people to fill a position. 3, 5 at most . Imagine closing your reqs with the candidates to review than you do now. How does that happen? You go out and find the candidates that best fit. Dont post and pray. Post and source. It can happen. Think about it.

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Hiring Manager InterruptionAnswering Every CallReading emails as they come in

Common Distractions

Are you in control of your of your day? These are some of the common mistakes we make. We are pushed and pulled in every direction. How many of you feel like as soon as you start something, you get pulled in another direction. You have a cranky hiring manager or a mini crisis demanding your attention. In some situations, you have to address it immediately, but personally, I do not believe there is such a thing as a recruiting emergency. I am not suggesting that you ignore the issues and carry on sourcing, but there is a way in which you can deal with everything in a way that doesnt force you to stop and start tasks throughout your day. 9

Outlook is Your Friend

Block out your day on Outlook. Block the time to return voicemails and emails, review your applications, eat lunch, conduct phone screens, extend offers/set up interviews, and source. Every day can be slightly different to work around the meetings you already have on your calendar. You decide how to prioritize, but blocking your day does two things: It helps you prioritize, outlook sends you reminders and you are more likely to follow it. Ideally, you should block another hour to deal with the unexpected. 10

Be flexible with blocking time

This is an example of a different set up for your day. 11

We need BALANCE

Everyone is different and finding your balance will take experimenting. Learning to say, not right now, lets schedule time to discuss. Find your balance and gain control.12

Tools and Tactics

Did I mention that Outlook is your friend?

Take a few hours one day and modify the templates we have created for you and save within your Outlook and your ATS.

Email Templates

Its easy to email from your ATS, but sometimes you are not in your ATS. Candidates and hiring managers email you all the time asking questions that often require a canned response with little modification. You can create templates when people email you Wondering about a particular positionFollowing up on an interviewYou ask the hiring managers for follow up on their interviewsFollow up email requesting completed new hire paperworkInviting someone to applyAsking for a referralPreliminary screenFor your convenience, we have many templates on our site SourceLync.net site under our downloadable goodies section that will probably save you several hours.

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Create an Email TemplateClick Home.In the New group, click New Email.In the message body, enter the content that you want. In the message window, click the File tab.Click Save As.In the Save As dialog box, in the Save as type list, click Outlook Template.In the File name box, type a name for your template, and then click Save.

Sending Using Templates

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Template ExampleRequest for phone screenDear [First Name],I have reviewed your resume for the TYPE JOB TITLE position and would like to discuss this position with you further. Please respond to this email with possible dates/times that you are available by phone as well as your preferred contact number. I will respond via email confirming a date and time. I am available Monday - Friday to discuss.

In the initial phone interview we will be discussing your background, experience and how your skills relate to our opening. I will review a brief summary of benefits and discuss the hiring process with our organization.

Depending on the department, some hiring managers contact candidates directly, while others do not. If you have already spoken with the hiring manager for this position it is still important to respond to this email. This step allows us to better explain the hiring process, answer your questions and gather important information to complete the interview process.

Refer to Common Recruiter Email Response Template handout.

Take 15 minutes here to have them practice making an email template by cutting and pasting these into22

How do you simplify the process and fill the position with the best candidate?

Candidate Self SchedulingTime Trade www.timetrade.com

Acuity https://acuityscheduling.com/

If you are not already using a candidate self-scheduling tool, we highly suggest you incorporate this into your day. Think about how much time you waste chasing a candidate around trying to schedule a phone screen or an interview. You do not have to do that. You can use tools like TimeTrade or Acuity to have candidates schedule themselves. You can actually sync these calendars with your Outlook.

Erin will go to timetrade and demonstrate how it works.

Time Trade info:Log in: emily@ehospitalhire.comPW: seb303

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Create Profiles for your ReferenceHospitalName of System/# of hospitals within systemName/Address of Hospital Number of Beds:Trauma Center Level/ED Visits per year:NICU Level:OR Cases per Year/CVOR Cases per year:Benefits begin when after employment:What EMR does the hospital useMagnet Journey/Designation?Orientation SchedulePDM RequirementsPTOShift DifferentialsNotes:

So lets review a few steps you need to take in order to be an effective sourcer

1 you need to incorporate a few time saving techniques into your day

Block your day in Outlook every dayCreate Outlook Templates to respond or initiate communicationUse a candidate self-scheduling tool to schedule phone screens and interviews

If you start here, you will notice that your day will feel less disjointed. Now, we are going to move into the nuts and bolts of sourcing. In my opinion, the first thing you need to know is make sure you are familiar with what you are selling. I cannot tell you the number of times I have asked a recruiter how many beds, what trauma or nicu level, how many ed visits their hospitals has only to hear- I will get back to you on that. You are the face of your hospital. You need to be the expert. Start with the basics. If you have been there for several years, and you dont know the basic answers to these questions, find out now. Lets look at the handout titled Hospital Profile. We will take 10 minutes to review this form. Remind them that this is an easy way to keep multiple hospitals straights. They can just copy and paste down the document to multiply.25

Unit ProfileHospitalName/Address of Hospital Number of Beds:Name of Department/Bed Size:Level (if applicable): NICU/ED (include ED Visits)OR Cases per Year/CVOR Cases per year:Typical Pt case types on this unit?Position:Nurse to Patient Ratio:Min Quals/ Certs/Degree RequiredShifts Available:Sign On/ReloNotes

Walk through Unit Profile26

Leverage & EnhanceCandidate Experience

So lets review a few steps you need to take in order to be an effective sourcer

1 you need to incorporate a few time saving techniques into your day

Block your day in Outlook every dayCreate Outlook Templates to respond or initiate communicationUse a candidate self-scheduling tool to schedule phone screens and interviews

If you start here, you will notice that your day will feel less disjointed. Now, we are going to move into the nuts and bolts of sourcing. In my opinion, the first thing you need to know is make sure you are familiar with what you are selling. I cannot tell you the number of times I have asked a recruiter how many beds, what trauma or nicu level, how many ed visits their hospitals has only to hear- I will get back to you on that. You are the face of your hospital. You need to be the expert. Start with the basics. If you have been there for several years, and you dont know the basic answers to these questions, find out now. Lets look at the handout titled Hospital Profile. We will take 10 minutes to review this form. Remind them that this is an easy way to keep multiple hospitals straights. They can just copy and paste down the document to multiply.

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Be the Expert

Jessica ShatzkesSourcing Strategist with Mount Sinai Health System visits the OR to gain a better understanding.

Use a Consistent Phone Screen TemplateRecruiter Name: Date Submitted:Personal Information:CN Name:Best Phone: Email:Availability for PIV:Experience/Compensation:Current Employer Details (beds, visits, trauma level):Current Position (Unit Description/Position/Status):Current/Desired Compensation:EMR Experience:Degree/Certifications:Commute Comparison:Date Available to Start:Tenure Review:

Refer to this handout and discuss the importance of screening cns in a consistent and fair manner.29

Leadership Profile/Intake FormApproach it differently than a typical staff positionInvite the hiring manager to partner with you on the searchIdeal candidate surface when you have a solid understanding

Review Leadership Intake Form30

Resources

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The Most Valuable Recruiting Resource

Ask audience what they feel their most valuable sourcing tool is. Take a few guesses. 32

ATS Mining StrategyForget keyword searchesAsk HRIS to provide a list of posted reqs between a certain timeframe for a specific cost center/department in an excel spreadsheetCreate a dummy req for hot prospects in each specialty areaReview applications in previously closed filled, and cancelled reqs for the past 2 yearsMove hot prospects to the dummy reqsOnce a req has been thoroughly reviewed for any position, highlight on the spreadsheet.

Depending on your ATS, keyword searches tend to not work well. There are a few approaches one can apply to find great applicants for your current positions. Why look at previously closed, cancelled or filled reqs? You tell yourself you already looked at every applicant in there. Maybe you did, maybe you didnt. Someone you looked at last year maybe did not have enough experience to meet the min quals in the ED. Someone you looked at 6 months ago did not want a night shift and now you have a day shift. You had an ICU nurse apply for an L&D position and now that unit is willing to train into that role. Your rejected all of these people based on both your current circumstances and theirs. Time changes everything and you cant remember specifics. You dont have to be a cold calling machine to reach out to people and find out what might interest them today/present your opportunity. You can use an email template either in your ATS or in your Outlook if your ATS does not allow you to create email templates. Better yet, some ATSs have a group email functionality that allows you to add merge fields. So you can send personal emails to everyone you check off within one req. On average, 60% or more of our hires come from our clients ATS. Remind them about new grad reqs.

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Social Talent Recruitment Tool

Play video and then demonstrate a NICU Manager search

https://mentor.socialtalent.co/panel/secure/login

erin@ehospitalhire.comjordan9934

Linked In Demo

www.linkedin.com

Live demo- 1st Erin demonstrates the regular LinkedIn how to quickly find competitors and then filterThen bobby does nextgen recruiter demo

I have seen many recruiters not utilize LinkedIn because they are so busy with the candidates who apply. Do yourself a favor and start paying attention to Linkedin if you are not already. Use LinkedIn, but do not fall into the black hole. We have all been down that road. I could live there. One search leads to another. It can get so interesting. Dedicate 15 minutes of your day to one targeted search. If you have a Recruiter Seat, there are so many things you can do.

Demonstrate going to company page versus searching a person

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Find great talent FASTER

DiscoverNEW talent

Identify WARM leadsHelping you become even more productive & successful at hiring top talent

Intro/Setup:From my experience speaking with recruiters, the highlight of the job tends to revolve around a common theme: its all about people - its about the opportunity to hire great people for your company, and in the process, change lives. Many recruiters are already finding a lot of value in Recruiter. But how can we empower recruiters to spend more time on the part of the job they love the most. How can we get recruiters to the point of hiring great candidates, even faster?

With the next generation of Recruiter, you are empowered go from searching to hiring in less time. You can:Find great talent faster, with a simpler and more intuitive interface that guides you through the process of creating a great searchUncover new talent, with smart suggestions that react to your search inputs and leverage our unique data to suggest additional search terms you may not have identified before, such as companies or schools to hire from and skills to search forPrioritize warm leads, with Spotlights, that help you easily filter results to show candidates who are more likely to engage based on relationships and interactions with your company on LinkedIn (such as people connected to your company, past applicants, candidates that have engaged with your talent brand and anyone with previous recruiter activity)

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Find great talent fasterA new search bar seamlessly guides you through the initial search, providing suggestions along the way.Find more people like lets you create a search based on ideal candidates you may know (and shows you how Recruiter did it!).

PROFind talent faster: Right away, youll notice a cleaner a simpler experience. The search bar also provides guidance as you type. If you prefer to search by job title, Recruiter will ask you for 3 simple inputs (title, location and skills) so you can kick off an effective search quickly and easily.

However, sometimes the perfect candidate can be difficult to put into words. Yet, hiring managers often suggest people they know that are perfect for the role. With Find more people like, knowing the ideal candidate is all you need. Simply type in someones name, hit go and well create the search for you, finding other professionals like them. Well even show you the terms we used to create the search, so you have control to edit the search to meet your needs. No more black boxes!

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Discover new talentSmart suggestions tap into LinkedIns unique data and insights to surface relevant terms you may have missed.

Recruiter even learns as you go, dynamically adjusting the suggestions as you add new terms.

Uncover new talent: Identifying all of the requirements for a role and translating that into a search can be difficult, which means that even the best recruiters may miss out on relevant talent. With smart suggestions, Recruiter taps into LinkedIns economic graph to help you identify the best talent pool to recruit from by suggesting additional skills, companies, etc. based on the information you have already provided.

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Identify warm leadsSpotlights allow you to easily filter results by candidates who are more likely to engage, based on relationships and interactions on LinkedIn, including:

Company connectionsPast applicantsEngaged with your talent brandIn your competitors talent poolAnd more to come!

Identify Warm Leads: Spotlights then help you filter your results by candidates that are most likely to engage with you based on relationships and interactions with your company on LinkedIn. You can prioritize results by professionals that have company connections, have engaged with your talent brand or applied in the past.All of these elements together create the next Generation of recruiter, empowering you and your teams to spend less time searching and more time hiring.

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Events

We do not choose between experiences,we choose between memories of experiences.And even when we think about the future,we do not think of our future normally as experiences.We think of our futureas anticipated memories.

-Daniel Kahneman

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We do not choose between experiences,we choose between memories of experiences.And even when we think about the future,we do not think of our future normally as experiences.We think of our futureas anticipated memories. -Daniel Kahneman

We do not choose between experiences,we choose between memories of experiences.And even when we think about the future,we do not think of our future normally as experiences.We think of our futureas anticipated memories.

-Daniel Kahneman

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Everything is About Cycles

Lets start back in time.

Here we have an image from the New York Times in 2009 celebrating the achievement of the Magnet designation yet again Fast forward to 2014 one of the very first ads our Talent team collaborated on after the combination of the health system yet the message holds consistent Nursing Excellence recognized Again & Again.

Sometimes what we think of as NEW is OLD and this is where I want to start the conversation everything is about cycles.

Here we have a Nurse Recruitment Print Ad for Women & Childrens services from 1955. An important place for you in Mount Sinas new obstetrical service the goes on to outline salary & benefits as well as work environment Next we have a landing page used for digital advertising that similarly outlines the environment & accolades of what is now knows as Kravis Childrens hospital but now we use imagery & video to bring the team & differentiating factors to life. 43

Paradigm Shift

Meet Gisely - Gisely is an Oncology Nurse Care Manager with almost 10 yrs experience as an RN who is specialized in her field & is highly desirable due to her leadership experience.

This is the very first stage in the marketing loyalty loop - during which a TRIGGER is needed in order to get Gisely to Consider Mount Sinai. In the age of digital marketing candidates are inundated with banner ads & email marketing open rates are at an all time low. Thus we begin another cycle where you are seeing the use of traditional marketing options in lieu of digital in order to stand out from the crowd. In this instance we sent out Invitations to an Exclusive Networking Reception. Leveraging the appear of NYC through iconic imagery & also the change to not only meet members of our team but also win an trip to NYC44

Data Driven Strategies

Data Driven Decision Making by partnering with LinkedIn we are able to get a lot of insights into the Nursing Talent Pool. Talent Supply How often this segment is changing positionsWhat are their drivers in a career whether compensation, benefits, culture etc which informs our ability to taylor & customize our marketing materials by each audience. Of great value is where there is the greatest supply & lowest demand as seen in the illustration the Northeast region is saturated w/ competition but the southwest & TX has a lot of RNs & low demand which happened to align w/ this years annual Oncology Nursing Society Congress of 3K RNsAlso whats interesting about this scenario is that the NYC market is oversaturated with New Graduates so many relocate to TX where hospitals are able to train new RNs at much higher volumes however, after getting several years of experience they are usually open to relocating back to their home state ANOTHER CYCLE coming full circle & one that we hope to tap into in order to get a competitive edge on other area hospitals that have not yet made this analysis. 45

Meet Gisely

CONSIDER

Meet Gisely - Gisely is an Oncology Nurse Care Manager with almost 10 yrs experience as an RN who is specialized in her field & is highly desirable due to her leadership experience.

This is the very first stage in the marketing loyalty loop - during which a TRIGGER is needed in order to get Gisely to Consider Mount Sinai. In the age of digital marketing candidates are inundated with banner ads & email marketing open rates are at an all time low. Thus we begin another cycle where you are seeing the use of traditional marketing options in lieu of digital in order to stand out from the crowd. In this instance we sent out Invitations to an Exclusive Networking Reception. Leveraging the appear of NYC through iconic imagery & also the change to not only meet members of our team but also win an trip to NYC46

Oncology Nursing Symposium Microsite

EVALUATE

Our TRIGGER or the INVITATION has a strong Call to ACTION asking Gisely to RSVP for the upcoming event. We want to fully maximize every touchpoint in the Consumer Decision Journey In this microsite created exclusively for this event weve included a Video that exhibits the culture of excellence & comprehensive cancer care features NCI designation (1 of only 69 in the nation). In the U.S. often HR does not have budget to produce high quality video productions so partnering with centralized marketing is a tremendous asset when gather content that is engaging & will appeal to the target audience. Brand Ambassadors: Know your audience people like to connect with like minded people integrated with Social Profiles - 47

Oncology Nursing Talent Community

48EVALUATE

Brand Ambassadors: Know your audience people like to connect with like minded people integrated with Social Profiles - Avoid the black hole leverage brand ambassadors to bring the personalization back to the Candidate Experience / Talent Attraction process. This is a great example of yet another cycle these employees that have already been through the consumer journey, are now active in the loyalty loop and advocating for their brand.

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Mount Sinai Augmented Reality Booth

TRY

Sea of Sameness bring 49

Engagement/Application Process

BUY

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ResultsStrategyInvites: 3000 RNsLanding Page Views: 812Pre Event Registration: 28 RNsBooth Traffic: 287Augmented Reality Engaged: 225Lead/Event Capture: 112Networking Event Attendees: 88Hires: 6ROI: 50K

LinkedIn

Impact

We do not choose between experiences,we choose between memories of experiences.And even when we think about the future,we do not think of our future normally as experiences.We think of our futureas anticipated memories.

-Daniel Kahneman51

Referrals

Get one from every one of your candidates personally

Get a referral from every one of your hires personally. I know you might have Skills Survey or some other automated reference checking tool. Make it a practice that while you are on the phone scheduling your new hire for orientation, try this. I bet its going to be hard to leave some of the friends you have made at work behind. Sigh. Who are you going to miss the most? Oh, really? Well, maybe we can kill two birds with one stone. Why dont I send her a text or an email to invite her to apply right now? Do you have her cell or her email? And actually do it. Do it. It works 25 % of the time. 25% hand over the info. 25% take yours. 50% say no. Does anyone have any other tips or tricks?

Ask for referrals when sourcing, when interviewing,. I use appeal to pity and request inside informationlike why cant I find anyone decent enough for this interview? Is it us? Is there something going on? Do you know someone who is well connected? I would love to reach out to someone just to network and promise not o use your name. Remember, if you call for a referral, an interested prospect will throw their hat in the ring.

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Review Resumes ReferencesSkills Cardiac Nursing SkillExperience on different units for patient MotivedTeam PlayerCompetent and thorough

References-Rachael Gardner, R.N. -Clinical Leader Nanticoke Hospital Seaford, Delaware Phone 302-629-6615-Laura Speckman, R.N. -House supervisor Sky Ridge Medical Center. Lone Tree, Co Phone: 303-909-1630-Naomi Hayes, R.N. -Charge Nurse Sky Ridge Medical Center .Lone Tree, Co Phone:720-940-5676-Marquita Feldman, R.N. Clinical Leader Medical Surgical/Orthopedic Floor director Grandview Medical Center. Sellersville, Pennsylvania Phone :814-321-8844-Darlene Kirch, R.N. -Charge Nurse-Sky Ridge Medical Center Lone Tree, Co 303-694-3334-Leona Breakall, R.N.-Charge Nurse- Sky Ridge Medical Center Lone Tree, Co 720-425-8664

More references are available upon request.

Start making it a habit to look at the bottom of every resume for references. Its true that more often than not there is nothing, but it takes 3 seconds to glance and when there are references listed, its a gold mine. How do you keep track? I move quickly so I cut and paste them into a word doc and then block time in Outlook to add them to my database or a spreadsheet. 53

Power SearchingUsing Search Strings

My Expertise / Experience Search: People love to talk about themselves. They love to brag and claim their stake in the game. Use this need to brag against them. Search what they are claiming they are great at. My Expertise / ExperienceResponsibilities Lead Oversaw Managed Project Managed Team Lead Responsible for I was I lead I directedAccomplishments Awarded Achieved Presidents club Exceeded Quota buster Appointed I was honored with My work was noted Ive been featured(I was awarded | I have exceeded | I was appointed | I oversaw | I managed) (intitle:resume | inurl:resume) Design Engineer (I have exceeded | I was appointed | I oversaw) -~job -~sample -~submitResponsibility Phrases I lead, I oversaw, I managed I project managed, I was responsible for I direct a group of, I was lead

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My Expertise / Experience(intitle:resume OR inurl:resume) critical care director" (I have exceeded | I was appointed | I oversaw) -job -jobs -sample -samples -template -resume service -"resume writers" -"resume writing"

List and People Searching: List searching is useful for many things but is very time consuming. List searching is very gratifying when results are achieve but be sure that you are not focusing your strategy on this. List and People SearchingWhen searching for a list, the key is to think about an excel spreadsheet with labeled columns. What columns do you expect to see if you are looking at a contact list?

Not all contact lists are created equal. Some of the lists you find will not have email addresses included, while others may not have Job Titles. What do you do?

Name Contact Email Registered Attended Phone Cell(nurse OR rn) (icu OR critical care) (Member | attendee) (email | contact) -~job ext:xls

We use the ext:xls or PDF to target specific file types. Most lists are in excel or PDF format

List and People Searching(nurse OR rn) (icu OR critical care) (Member | attendee) (email | contact) -~job ext:xls

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I have / I SearchesIncluding common language phrases such as I have will help to find resumes that are written in the first person as well as conversation in forums yes forums. (not ICQ)Where do people brag? Conferences Online Forums Social Networks Professional Networks Twitter User Groups Vendor GroupsWhat would you say? I am learning about I have an interest in working on xyz projects I read blogs relating to xyz I have a background in I participate in onlineforums, groups, chats etc.(I | I am | I have) (experience with | desire | expertise) development (icu | critical care)(intitle:resume OR inurl:resume) (I | I am | I have) (interest | desire | expertise) nursing (icu|critical care ) -job -jobs -sample -samples -template -resume service -"resume writers" -"resume writing"Bragging Rights (I have) a background in experience with the ability to 5 years of experience within a passion for been

(intitle:resume OR inurl:resume) (I | I am | I have) (interest | desire | expertise) nursing (icu|critical care ) -job -jobs -sample -samples -template -resume service -"resume writers" -"resume writing"

Special Interest SearchingSpecial interest searching is a strong way to uncover potential resumes / profiles of people talking about their interest level on a specific topic. This can be related to skill sets or simply interests that are aligned to your company culture tied to a strong skill set base. What would you say? I have an interest in working for a company that I am interested in projects that will I have a passion for developing applications to help I like to hike when I am not in the office I am learning to conduct lean audits My goal is to join a company that(I | I am | I have | My) (passion | interest | need | learning | goal is)(intitle:resume OR inurl:resume) (I | I am | I have | My) (passion | interest | need | learning | goal is) nursing (med | icu) -job -jobs -sample -samples -template -resume service -"resume writers" -"resume writing"Interest phrases can include I have an interest in I am interested in I have a passion for I like to I am learning My goal is to

(intitle:resume OR inurl:resume) (I | I am | I have | My) (passion | interest | need | learning | goal is) nursing (med | icu) -job -jobs -sample -samples -template -resume service -"resume writers" -"resume writing"Note:

You can see from the results listed that the resumes are talking about their interest, projects theyve worked on and the companies theyd like to work forSpecial Interest Searching

(intitle:resume OR inurl:resume) (I was awarded | I have exceeded | I was appointed | I oversaw | Presidents Club) development (java | gwt) -job -jobs -sample -samples -template -resume service -"resume writers" -"resume writing"Note:

Super stars make a name for themselves. They take new opportunities and they brag about it.Supa Dupa Star Search

Email Profile SearchEmail searching can be accomplish a number of ways. You can use tools like Prophet or eGrabber, you can use the white pages.. Or you can create your search to target specific emails in your resumes / profiles.Searching for emails in LinkedIn profiles is good becauseQuick and easy list buildingAvoids having to use / purchase InmailsAverage LinkedIn response time is 2.5 weeks Taking this contact off of LinkedIn will decrease the time you are wasting

Average email response: Close friends: 7 hoursProfessional Contacts: 11 HoursPeople you barley know or mail you were not expecting: 50 hours (2 Days)

site:www.linkedin.com (inurl:in OR inurl:pub) "electrical * engineer" (gmail.com OR yahoo.com) -inurl:title -inurl:jobs -inurl:dirThe Search

site:www.linkedin.com (inurl:in OR inurl:pub) "icu nurse" (gmail.com OR yahoo.com) -inurl:title -inurl:jobs -inurl:dir

Email Profile Search

SourceLync Demo

www.sourcelync.net66

Summary

Get organized

Block your day on OutlookUse email TemplatesMake the most out of every phone callUtilize self-scheduling tool

Recruitment ToolsComplete the Hospital and Unit ProfilesWhen conducting a leadership search, perform a more extensive intake with the hiring managerCreate phone screen templates that works for you.

Sourcing ToolsYour ATSSocial TalentLinkedInNextgen RecruiterAsk for ReferralsPower SearchingCheck every resume for referencesEvents

Questions?

ResourcesPower Searching slides pulled from:http://www.slideshare.net/RecruitingBlogs/11-power-boolean-searches-and-7-sourcing-tools-webinar