Solving for Contingent Talent Sourcing Challenges May 2, 2018 at - - PowerPoint PPT Presentation

Beat the Clock – Solving for Contingent Talent Sourcing Challenges

May 2, 2018 at MGM National Harbor Karen Feeney, MSHR, SHRM-SCP

• Sr. HR Operations Mgr. & HR Consultant

My Story Inspiration:

“It’s for the kids.”

Who Will Care for Your Family?

25% of U.S. workforce are Millennials and 1

• f 3 want

freelance “gigs” for flexibility; CHOP now employs twice that many Millennials top U.S. voluntary turnover groups; 3 vs. 7 year average tenure at CHOP FTE Growth 4% Average FTE Hiring Increase YOY Since FY13 Patient Volume Increase 3% Average Patient Volume Increase YOY Since FY13

Workforce Planning (WFP) Challenge: Managing Growth vs. Gig

Sourced from nonprofit HR

WFP Consideration: Sourcing Efficiency

Time, Expectations, and Cost May Make or Break You Cost for clearance processing and tracking to CHOP for FTE in FY17 was over $1M (average $250 per direct hire) and waiting time to start readiness typically >2 weeks.

Talent Demand vs. Supply: “David vs. GOLIATH?”

• Nation's first hospital exclusively for care of

children: total patient days > budget 2% new appointment lag time average 3 weeks

• Committed to providing breakthrough

experiences; staffed at over 13000 FTE plus average 5000 additional workforce

• #12 on Indeed’s 2017 “Best Places to Work” for

hospitals & health systems

• US News & World Report’s Honor Roll: Nation’s

best children’s hospitals

• FTE: Turnover < 1 year at 12.4%; average time to

fill over 60 days so potentially >50,000 specialty care visits/ $100k daily care practices

HEALTHCARE INDUSTRY

• One-third of US job growth by 2024 –

largest sector

• 50% of jobs went unfilled in 2016

costing $160 billion

• Service demand forecasted: > 10%

GDP; jobs to grow >15%

• Talent Shortage Alert:

– > 45,000 primary care physicians, – 46,000 surgeons + medical specialists – Technology Skills gap >50%

Case Study:

Contingent Workforce Management (CWM) at

• Implemented MSP as a strategic 2-year, 3-year, 5-year plan
• FY17: Contingent labor spend >$23M supporting gross revenue generation>$5B
• Saved 10% of total contingent labor spend fully utilizing MSP services
• FY18YTD: >$120k saved just in negotiated rates for staff augmentation
• Reduced time to fill by up to 50%; improved selected talent diversity >20%

CWM Consideration: 1. Build Branding

To get where you're going, you must know where they're coming from… Align visibly all staffing activity visibly: brand and centralize program.

RightSourcing Confidential Information

Strategic Analytics Actionable analytics Market intelligence Continuous Improvement Workforce Management Procurement Program visibility Vendor management Technology & processes Workforce Optimization Total Talent Management Self-Sourced Talent Pools SOW Management Scheduling workflows Compliance Worker credentialing Worker classification Co-employment expertise Contracts and legal Complete data integrity

• RightSourcing recognized as largest, most-tenured

healthcare MSP (not a staffing company!)

• Provides industry-recognized consultative services and to

help healthcare organizations procure & manage CW

Build Partnership: Introduce a MSP

Invest in CWM: 2. Promote as WFP Option

GOALS GAP ASSESSMENT: SUPPLY & DEMAND SOLUTIONS

SHORT–TERM (Next 12 months) What is the work today? Can we achieve goals with current staff capabilities? What roles are vacant now? Who are flight risks?

• Replace “in kind”
• Restructure Roles
• Contingent

Workforce

• Temp to Perm
• Training/

Development

• Redefine Work

Scope

• Adjust

Commitments MID/ LONG- TERM (1-3 years) What is the planned work? What roles need eliminated or adjusted? What gaps exist: current capabilities vs. future needs? Do we build or buy talent we lack? What external drivers influence strategy?

Go the Distance: Fully Leverage MSP & VMS for CWM

Staffing Suppliers & Volunteers Single MSA for all vendors Requisition Oversight Vendor Management Worker Credentials Audits Onboarding Optimization Automated Time/Expense Consolidated Invoicing Best Practices Contractor Compliance RFI Automation Market Intelligence Strategic Analytics

 Improve Worker Quality  Increase Process Efficiencies  Mitigate Risks  Reduce Costs

Independent Contractors Statement of Work

Go The Distance: Help Leaders Digest Change

Stop serving up a big bucket of cold alphabet soup: MSP, VMS, CWM…ACK! Heat up and spoon-feed targeted WFM consultation strategically to achieve optimal consumption levels through: – Education – Assistance – Reinforcement

CWM Winning Game Plan: Think BIG

• Build centralized CWM solution,

branding, and partnerships to gain time-sensitive yardage

• Invest in CWM option to posting

“in kind” direct hire FTE roles

• Go the distance fully leveraging

CWM plan before the clock runs out

36% of companies currently incorporate CW planning into strategic workforce planning with an additional 51% planning to seriously explore it within the next two years. – WF Solutions Buyers Survey 2017

Karen Feeney, MSHR, SHRM-SCP

• Sr. HR Operations Manager

Children’s Hospital of Philadelphia feeneyk1@email.chop.edu or 215.240.0642 linkedin.com/in/karenfeeney

Contact me with questions

• r feedback!