RPO provider develops process for Baptist Health South Florida to meet lofty recruiting goals. Filling 125 positions in 97 days, the outsourced project exceeded expectations.
Nurses are the lifeblood of nationally recognized Baptist Health South Florida (BHSF), and it is imperative that this organization successfully hires and retains the most experienced and competent nursing workforce for each of its five hospitals.
BHSF is the largest not-for-profit healthcare organization in the Miami-Dade region of Florida. Affiliates include Baptist Hospital of Miami, Baptist Children’s Hospital, South Miami Hospital, Homestead Hospital, Mariners Hospital, Doctors Hospital, and the Baptist Medical Plazas, which provide outpatient care. Through these and other facilities, Baptist Health South Florida serves more than 100,000 people each year. To do so effectively, BHSF employs more than 11,000 people and has been consistently recognized as one of the “100 Best Companies to Work For” by Fortune magazine.
To help meet its staffing requirements, RPO provider TalentTrack was charged with candidate management for a system-wide campaign to hire 100 nurses over 100 days for BHSF’s affiliate hospitals. This was an innovative recruitment project using very unique and effective sourcing solutions to achieve a very aggressive nurse hiring goal. BHSF’s purpose in launching this project was to continue to provide a blend of leading-edge medical care and commitment to its community.
TalentTrack was engaged to serve as an extension of BHSF’s corporate and affiliate HR departments by delivering pieces and parts of this comprehensive recruitment drive to hire 100 nurses in the same number of days. The provider was asked to come up with a seamless solution that allowed its team to be the face of BHSF to potential employees.
It began by working with the healthcare provider’s recruitment staff and hiring managers to implement a statement of work that outlined each party’s responsibility for achieving the hiring goals for nurses of all specialties. This statement of work served as a resource and guide to which stakeholders continually referred during the project to ensure successful completion.
These included BHSF’s vice president of human resources, the chief nursing officer, the director of recruitment and her staff, the hiring managers, and the RPO provider’s project team, all of whom participated in the project launch at each of the five facilities. The launch process provided the TalentTrack team with a good understanding of the unique needs and culture of the facility and offered the recruitment team and client representatives an opportunity to develop a rapport with those implementing the recruitment strategy on their behalf.
To maintain the project’s momentum, a coordinated effort between TalentTrack and BHSF continued throughout the 100-day period, with specific target metrics being accomplished on both sides. After developing candidate benchmark profiles in conjunction with the internal team, the provider implemented a strategic plan of proprietary sourcing and screening processes that generated an improved qualified-candidate flow to each facility. A comprehensive employment branding and advertising campaign for this specific project was launched in coordination with the employment advertising communication partner. Customized strategies were developed for the hospitals based on research data that indicated geographic, economic, and acuity level preferences of likely candidates. BHSF continued to maintain much of the internal recruiting activity to best accommodate and process the increased numbers of qualified candidates.
As potential candidates were identified, both from TalentTrack’s proprietary strategies and from BHSF’s own efforts, a thorough prescreening process was used. This intricate process identified the best and most qualified candidates based on a variety of specific criteria tailored for each position. The management process followed the candidate through the screening, interview, hiring, and on-boarding steps. By working closely with the administration, the hiring managers, and the recruitment staff, the provider was able to maintain an effective partnership.
In partnership with BHSF, TalentTrack was able to exceed the original project goal of 100 nurses in 100 days by filling 125 nursing positions by the 97th day of the project. Key performance indicators were continually met and exceeded within the specified project timeframe, with significant cost savings. Sourcing strategies maximized candidate flow. TalentTrack is now in negotiations to expand the project and re-engage with BHSF for other opportunities.