Director of HR Jane O’Neal shares how Arizona Liver Health is addressing talent challenges in the competitive healthcare market.
By Maggie Mancini
HRO Today: How, if at all, have you leveraged AI tools to support HR or other talent needs across your organization and what results did you see?
Jane O’Neal: AI has been a useful tool for us to start new job descriptions and ensure accuracy in its content when it comes to talent acquisition; we have also deployed useful scheduling tools using built-in AI upgrades within our ATS to streamline interview scheduling. Some of the AI tools we use in HR are through our built-in Microsoft Office AI tool which has enhanced our ability to provide insights from engagement survey data, exit interviews, and attrition reports.
HROT: How is your organization addressing talent acquisition and retention challenges in the competitive healthcare market?
O’Neal: We’re always looking at job posts on LinkedIn or Indeed to see what market trends are at for our location for similar positions that we would want to hire for to remain competitive with our job openings. Additionally, keeping up with best practices/HR trends within our team by investing in continuing education activities has also been helpful so that we can implement realistic benefits or perks for our employees for instance. We have also provided different ways for our employees to move around within our organization and earn extra income while learning through a new role.
HROT: How can HR leaders balance quality care with cost management as healthcare costs continue to rise?
O’Neal: Listening to the needs of our employees and what is important to them when it comes to their health and well-being is key. Small investments can make huge impacts especially in small to mid-size companies such as decreasing wait times for short-term disability benefits, providing ancillary employee-paid benefit options like critical illness, accident, and hospital to supplement their basic benefits package, and partnering with health vendors to provide a robust Employee Assistance Program (EAP).
HROT: How can healthcare HR leaders make the most out of an uncertain talent market?
O’Neal: Create and provide clear career paths for growth within the organization, especially as it continues to grow, that will set the organization apart from others while providing additional resources for continuing education. Healthcare is a small world and building a reputation where the organization invests in their people will speak for itself within the industry or market.
