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.

The Secret to Identifying Skills That Aren’t Listed in a Resume

We’re all familiar with the job description—it’s one of the most essential tools in the recruiter’s toolkit. This versatile document helps you to come to an agreement with your hiring manager about what they’re looking for, publicize a role to the outside world, and get your hiring team aligned on a candidate’s suitability for a role.

A typical job description includes things like the required qualifications and experiences, as well as a list of desired skills the candidate will possess. In some cases, these skills are listed in the external job description, and in some cases, they may be listed internally in the company’s Applicant Tracking System (ATS). But one place that you will almost never see these skills listed out explicitly is on the candidate’s résumé.

There are a number of reasons for this: In the case where a company maintains the list of skills privately within their ATS, candidates won’t know which of their skills are most relevant. And even when the skills are listed in the job description, candidates may not always think to write their skills out on their résumé, either because they’re not sure if this information is relevant, they’re trying to save space with what they consider to be the most important information, or they may not have even thought of describing their abilities in this way.

But skills do matter to employers, and that’s why we’ve created a way for recruiters to easily uncover a candidate’s skills—even when they haven’t been explicitly spelled out in a résumé. Here’s how it works.

We used a large set of data, 6 million job descriptions and the skills that employers asked for when hiring for certain positions along with 50 million résumés, and built a broad coverage model that connects companies, positions, and skills. We trained the model on job descriptions, but it can now be applied to résumés to create an accurate portrait of a candidate’s hard and soft skills.

When a candidate uploads their résumé or LinkedIn profile to our system, it will automatically generate a list of skills. Some of these skills may be explicitly listed on the candidate’s résumé, but some of them are educated guesses based on our model.

We like to think of this model as a really smart career counselor who has vast knowledge about different roles and industries. As a job seeker, you might go to this career counselor and say, “I’m not really sure what my strengths are,” and she would tell you, “Well, you worked as a developer at Microsoft, so you’re adept at problem solving and collaborating towards a shared goal.” Then you would say, “Oh, that’s true! I do have those skills.”

For candidates, this is a huge win. They don’t need to make any changes to their existing résumé. Based on the information contained within their résumé, our system will generate a list of hard and soft skills. This includes things like technology or coding languages as well as soft skills like communication and attention to detail. Candidates have the ability to edit this list as well, to adjust their level of proficiency with skills or delete skills they don’t want to list.

By providing this list of suggested skills, we can help candidates better understand their strengths. It’s been shown that certain groups tend to over-report or under-report their abilities, so by proactively creating a list of suggested skills, we can help put candidates from different backgrounds on a more even playing field.

Recruiters can see a comparison between what they asked for and which skills the candidate has, which makes it easy for them to assess candidates on relevant criteria. It’s much more meaningful for a recruiter to know whether someone can handle a lot of tight deadlines than where they went to school, for example. This also gives recruiters a much more complete picture of the candidates they’re evaluating, and increases the likelihood of moving qualified candidates through the pipeline.

We’re excited about how this technology can better connect candidates and recruiters. Candidates will have a better idea of their strengths and find more relevant roles and recruiters will find candidates who are a better fit for the roles they’re looking to fill.
Want to see for yourself? If you’re a candidate, you can upload your résumé here. If you’re a recruiter, you can get in touch to request a demo here.

Uncommon Announces the ‘Talent Forecaster’, The Industry’s First Predictive Analytics for Talent

Anyone who has ever undertaken the challenging and tedious task of writing a job description knows that it’s tempting to imagine the perfect candidate while drafting your posting:  a Rhodes scholar, with a Ph.D. in Artificial Intelligence, and 10 years of experience with Tensorflow.

Unfortunately, this “purple squirrel” likely does not exist (for one, Tensorflow was only released 2 years ago!), and asking for those qualifications — or any qualifications far beyond what is realistic — is a recipe for failure. In most cases, however, hiring managers only figure this out after the job is listed, as hiring managers and recruiters have no idea how common different qualifications are in the population of real job seekers,  and thus how useful it is to list them in a job description.

Including too many qualifications, or qualifications that are too strict,  will result in nobody applying for the listing. With too few or too broad requirements — you’ll have an influx of low-quality applicants, which you’ll then have to weed through to find the few potential matches.

But how do you know when your qualifications are too high or too low?

That’s where the Uncommon Talent Forecaster comes in. The Uncommon Talent Forecaster is the recruiting industry’s first tool that helps you optimize your qualifications so that you can find the right talent in the shortest amount of time.

The tool is easy to use, allowing users to select qualifications and automatically determine the exact number of qualified applicants in their region, all in real-time. For instance, if someone asks for something rare – a PhD in Data Science for example – the forecast drops way down into the red zone, indicating there are too few people meeting your asks to obtain a solid talent pool for that role.   

Ask for something commonplace – knowledge of Microsoft Powerpoint for example, and the forecast shows you that there are thousands of matches, meaning you’ll be flooded with applicants unless you raise the bar. Ask for something somewhat selective, like Bachelor’s in Computer Science, and you see that you’ll get a reasonable number of qualified candidates — creating a way to ‘Goldilocks’ your hiring. And if you’re curious to see who those people are that meet your qualifications, you can just click a button to see a few sample resumes of some real people.

Check out the Talent Forecaster in action:

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How did we do it? It all starts with data. Uncommon has a database of over 50 million resumes from across all industries, roles, seniority levels, as well as different parts of the U.S. Our proprietary models consumed each of those resumes to understand each person’s skill set, including years of job experience, industry experience, seniority, education background, and hard and soft skills.

Almost magically, as you’re entering your job requirements, we scan through all of those resumes, to figure out how many of the people near you would actually be qualified according to those requirements, and to tell you whether you need to make your qualifications more or less restrictive. And we do it all in less than a second.

Uncommon’s founder Amir Ashkenazi and I are no strangers to predictive analytics. At our last company, Adap.tv, we developed the advertising industry’s first supply forecasting tool to show ad buyers available inventory in a given marketplace. Today, that type of forecasting has become commonplace, with most major ad platforms, including Google AdWords and Facebook Ad Manager, offering such tools.

Now we’re bringing that same ease of use to the recruiting space with the Talent Supply Forecaster.

Have you ever had trouble creating the perfect job description? Tell us what happened in the comments below.

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…