Case Study: Increasing job exposure and cutting time-to-hire among the healthcare talent crisis

According to recent numbers, more than 1.1 million of seasoned physicians and RNs are expected to retire within the next few years. When you combine this with the notoriously high turnover rate healthcare workers, the industry is on the path towards a massive talent crisis. For many healthcare providers, it may seem like this shortage is already here and the pressure to overcome it is a challenge they face everyday.

This was the case recently with Stanford Children’s Hospital. With over 500 positions open at any given time, the hospital’s small team of recruiters was regularly tasked with finding highly specialized candidates for open positions that require special certifications, education and pediatric experience. With the additional hurdle of practitioners needing to be licensed in California, the odds are often stacked against the recruiters in their search.

Among other roles, the hospital’s team had a particularly hard time finding Genetic Counselors– the absence of which was heavily slowing down patient flow and affecting doctor intake numbers. The position was also part-time, which made the search that much harder for a highly competitive profession. The agencies they had turned to in their search were unsuccessful in generating any candidates.

With the help of Uncommon, the hospital was able to maximize the exposure of its open  positions via access to niche and high-traffic job boards. And using Uncommon’s automated screening process, they were able to cut down the time spent sorting resumes manually.

The results? Significant success in hiring candidates that met all of their qualifications within the first 30 days of their search.

  • 40% increase in job exposure
  • 60% decrease in time-to-hire
  • 90% decrease in cost-per-hire

How will your company future-proof it’s recruiting efforts and offset the growing gap of critical, but unfilled healthcare positions? Contact Uncommon today and see how we can help deliver the same success to you, as we did for Lucile Packard Children’s Hospital.

How the Programmatic Approach Is Revolutionizing Recruiting

About 150 years ago, the brilliant and successful merchant John Wanamaker said, “Half of my advertising budget is wasted; I just don’t know which half.” John was a visionary who invented things we take for granted today like the price tag and the “money-back guarantee.”

John noticed that at least half of the ads he bought appeared in front of the wrong audience. And for 140 years that was what marketers had to live with: Pet food ads were displayed to people with no pets and car insurance ads appeared in front of people who didn’t have a vehicle.

There are many similarities between marketing and recruiting, and if John were with us today as a recruiter or head of talent, he’d probably say, “Over 90% of the money I spend on recruiting is wasted; the trouble is I don’t know which.”

CPC is at the heart of the problem.

Our industry currently runs on the cost per click (CPC) business model. The problem is that these pricing models have no notion of quality or fit. When you pay for clicks, that’s what you get—tons and tons of clicks, with no accounting for their quality.

In a typical recruiting marketing campaign, if you spend $100 at $1 CPC, you get 100 clicks. From those 100 clicks, 20 people apply. You spend an hour reviewing those applicants just to find 4 or 5 who are qualified. In this scenario, employers receive hundreds of unqualified candidates, spend substantial time reviewing them, and pay for each one. As a result, employers are only willing to spend a small amount per click.

Introducing the programmatic approach.

The word “programmatic” gets thrown around a lot, but what does it really mean? In a programmatic system, a machine is programmed to make decisions that maximize some objective that was set by a human. And because machines can process more data—and make decisions more quickly—than people, they often can do a much better job, at a much lower cost.

In advertising, programmatic systems use huge quantities of data about individual users’ demographics and preferences to decide automatically which ads to show to which users in just a few milliseconds. As an advertiser, you can place your ad only in front of relevant people.

Because systems like these provide superior results to human-optimized campaigns, the programmatic approach took advertising by storm. It grew from zero to $30B in less than 10 years, transforming an industry that was based on relationships to one that is very efficient and data driven.

What programmatic means for recruiting.

In the next 10 years, programmatic is going to transform recruiting. It will make qualified talent available to you, anytime, on demand, while cutting weeks from the hiring process. And it will make the job search experience more human and rewarding, allowing candidates to quickly connect with interested potential employers.

Qualifications are the often ignored part of the job description, but they’re also objective and can be assessed accurately and automatically with artificial intelligence. Using qualifications as the language, I can set actions and prices, guaranteeing that for every position I get only qualified candidates at prices I set in advance. This might sound complicated and futuristic, but it’s already happening today. Let’s see it in action.

Meet Megan. Megan is looking for a new job. She’s visiting her favorite job site and uploading her résumé. The site, after a simple integration, is using a programmatic technology partner to extract the merits profile from Megan’s résumé. The profile includes detailed information about her work experience, industry, hard skills, soft skills, and education. The profile is then sent to employers with matching requirements. The employers, using a simple tool, set the bid for this type of candidate. Megan is then presented with open positions from the most interested companies. She selects the companies she’s interested in, and the employers receive an “Interested and Qualified” candidate.

It’s only the beginning.

We are still in the early days of the programmatic recruiting revolution. This is an exciting time to be a recruiter. We’re about to see a major shift. The next stage of programmatic recruiters will use smart tools to design requirements and find the perfect candidates. They will make a real human connection with high-caliber candidates rather than spending time on those who are irrelevant and unqualified—and this approach will have a tangible impact on their companies.

So what are you waiting for?

Leave the CPC inefficiencies behind and join the programmatic revolution. You won’t miss the piles of unqualified résumés—I promise.

How programmatic is enabling recruiters to make visible impacts on their company

Recently, Uncommon got together with Greenhouse and Susanna Frazier, Head of Strategic Sourcing, Talent Acquisition at Universal Music Group, to discuss how programmatic is shaping the future of recruiting.

Listen for expert tips on how to:
  • Increase your pipeline with interested and qualified applicants
  • Decrease your spend on advertising open positions
  • Reduce time wasted on reviewing unqualified candidates

Why it’s so hard to hire and get hired

There’s a single number that sums up all of the difficulty that candidates and recruiters face in the job search process: 250. Why is this number so significant? It’s the average number of applicants per job. And it’s growing. Only five years ago, it was less than half that number.

This number has skyrocketed in recent years because applying for a job online has never been easier. In fact, in many cases it’s as simple as the click of a button.

But the simplicity of the online application process masks the complexity of hiring. Let’s look at some of the ways that a large number of candidates can be problematic.

It’s bad for the candidate

Anyone who’s applied for a job online has felt this pain. It feels impossible to cut through the noise and stand out among hundreds of candidates. Job seekers have learned that they can’t expect a call or email, they can’t expect an opportunity to express their interests and qualifications, and they definitely can’t expect feedback of any kind. Three out of four candidates never hear back after submitting an application.

It’s bad for recruiters

When you look at what’s expected of recruiters, it’s not hard to see why they have such a hard time following up with candidates. In-house recruiters are often responsible for 20 or more open positions. So if we consider that each of those roles has an average of 250 applicants, we can quickly calculate that they need to examine thousands of applicants at any given time. And since 98% of job seekers are eliminated in the résumé-screening phase, that’s a lot of work upfront for very few candidates to move on to the next stage. This creates a process that’s time-consuming and emotionally draining—not to mention wasteful. Plus, building a talent pipeline is expensive since you need to pay for every candidate, whether they’re qualified or not.

You get what you pay for

There’s one reason for this market failure: Interests are not aligned. In order to attract a wide array of applicants, companies use multiple vendors to list their job openings: job boards, search engines, and social networks. Through these mediums, pricing is usually on a cost-per-click (CPC) basis. The problem? When you pay for clicks, you get clicks. Large quantities of them! But not qualified candidates.

We are here to help

Here at Uncommon, we see a simple way to solve this problem. By connecting recruiters with only qualified applicants, we’re setting both groups up for success. Candidates get the chance to shine and get fast-tracked through the initial screening process. In fact, 65% of our qualified candidates are contacted by recruiters (compared to the 2% industry average).

We are here to make every recruiter a hero. Recruiters are the gatekeepers of quality, culture, and diversity. They are responsible for building their companies, and for that reason they need the best tools. We are here to make recruiting what it is meant to be: an impactful role that is rewarding and exciting, focused on people and opportunities.
We are here to empower companies and people to grow.

Try us out for yourself at uncommon.co.

Meet Team Uncommon!

 

Just as important as it is for us to know who you are and how you approach your hiring, we thought you might want to know about ours. The Uncommon team was built out of curiosity and collaboration. We laugh as hard as we work, and we take ownership of both our success and yours. We’re so excited to show you what we’ve been working on! Stay tuned…