Posted on Thu, Dec 01, 2011
Post contributed by Jeff Jurinak. Follow Jeff on Twitter @JeffreyJurinak
I remember the day I started at Pinstripe, there was a lot of talk of RPO, vertical structures, sourcing, pipelining and seamlessly becoming the client. I remember thinking, Wow! Ok, let’s see.
Almost four years into the journey and now I’m making videos to represent a small picture of what we do and what I have learned. Check out my debut below. The most important thing I have learned is that getting to know my clients and being able to focus on their needs makes a difference in being able to deliver better talent. And, Pinstripe affords me the time and resources to do that.
I have worked in several HR roles over the years and was often so busy running from one meeting or task to another that when I finally got back to my desk I had to spend most of my time returning communications to the low hanging fruit, or looking for a position. That worked some days and most days just sated the volume need. Working that way doesn’t produce the best talent or result in the best fit.
At Pinstripe, working on one account, I get to know the company. I get to know what the people I work with at the company are doing each day, and so I know where I can fit in and make the biggest impact. I get to know what the company needs are, what the culture is, and that helps me find and recruit people that will be the perfect fit.
My goal in working with a client is to become part of that company in a way because I’m representing them. The “We Become You: Good Medicine” video showcases a lot of the passion, energy and commitment that goes into “Becoming You.”
Posted on Mon, Sep 12, 2011
Post contributed by Jeff Jurinak. Follow Jeff on Twitter @JeffreyJurinak
Recently, I saw a tweet by S. Robertson: Read an article about bananas. I will never buy a Cavendish banana again. Just had a red banana, it was divine. #bananas
When you purchase bananas, do you ever wonder, “Why is my banana always the same color and shape?” The answer (as you probably predicted) is money. And of course that is right, what else could it be?
Now, when you think of your recruitment team, do you ever think, "Why are the same people working on all the variety of my openings?" The answer (as you probably predicted) is… ok, so you see where I am going with this, I am sure.
Reading Dan Koeppel’s: Banana: The Fate of the Fruit that Changed the World, you learn the future the banana faces from cloning and not being ahead of the curve - a result of being operated by greedy humans. The parallels between the future of bananas and RPO services are interesting. Do your organization (recruitment needs) and your fruit basket (at home) require variety and specialty depending on your needs and tastes? Most likely, yes!
As an RPO provider, do we deliver a cheaper, standardized banana that we can sell to everyone, or do we deliver a variety of bananas that can nurture the needs of those we partner with and will offer the specific nutrients that are needed for an organization like yours?
My thoughts go a bit like this: pure play RPO providers specialize in focusing on your talent needs and offering a dedicated team so we can focus in on your talent needs; not cloning practices from other service lines to force feed a fit. Also, fortunately RPO isn’t a banana so the practice won’t take a hard left or get struck by disease and suffer a catastrophic failure. Other RPO providers that offer a variety of service lines do a great many things, but do they do them all very well or do they already have established models in which to wedge your talent needs?
RPO offers many distinct advantages for your organization; a pure play could be the right solution for you, if variety of excellent talent is what you are in need of, not a cloned out model of practices that promise to provide a model that should fit.
When investing RPO providers, I recommend you take S. Robertson's advice and choose the red banana!
For more on RPO and Bananas, check out Barry Diamond's RPOlosophy blog!
Posted on Fri, Aug 19, 2011
Post contributed by Jeff Jurinak. Follow Jeff on Twitter @JeffreyJurinak
Did you know that movie theaters make more money on selling concessions than on movie tickets? I don't know if this bothers, surprises, or pleases you, but I found it interesting. How much money is continuously invested in the advertising of the latest, greatest and most epic movies only to lead you to the concessions!? Fortunately for us, companies looking to secure a strong partner for their hiring needs don't just watch commercials and look forward to the *free extra butter nights (*only available at some locations).
Pinstripe continues its strong presence in the RPO space with another top ten finish on the HRO Today Baker's Dozen list, a yearly ranking to showcase the top providers, nationwide of RPO services. This is our fourth year in a row securing a top ten place on this list, demonstrating that we are not just posting impressive trailers and promising *free extra butter nights, but an exceptional and real approach to pinpointing top talent for every company that we create a partnership with.
A continued and focused intent on building partnerships, not just forming relationships, and tailoring our recruiting efforts to meet and exceed the needs of our clients, has allowed us to continuously move forward and to differentiate ourselves in the RPO space.
We dedicate teams to each client, working to secure top talent faster. Like an Alfred for Bruce, or a Lois for Clark or even a Q for James, we provide a secure backbone for each partner to build, feel strong and move forward in their dedicated area of expertise.
We continue to strive forward, looking towards next year's fifth part in the Pinstripe series entitled, "Being more like us, and less like everybody else."
Not an ordinary company, not an ordinary partner, Pinstripe continues to prove that we are not just counting on hip trailers, or *free extra butter nights, but that we are creating a team that offers our clients the show and dinner, the meal and the deal.
Congratulations Pinstripe on another excellent year, and in the words of Buzz Light Year… ok, I won't, because I know you already know.
~~ The End, Happily Ever After ~~
Posted on Wed, Aug 03, 2011
Post contributed by Jeff Jurinak. Follow Jeff on Twitter @JeffreyJurinak
Patient satisfaction scores are becoming more and more important every year. Each hospital or system obviously wants to have the best scores, but wanting and achieving are two enormously different things. So, how do we get there? A little razzle dazzle, rabbit’s feet, maybe a little magic? Probably not, but maybe it’s worth a try. Several major systems are turning to the entertainment industry for help with patient satisfaction scores. Not what you expected? I read an article the other day that talked about how several systems are pairing up with Walt Disney Co. for help. After all, when it comes to understanding the importance of customer service, not too many places are better than Walt Disney.
Late next year, Medicare will begin withholding 1 percent of its payouts to hospitals. This percentage will go in a pool of money to be paid out later as “bonuses” to hospitals that score well on several areas, one of them being patient satisfaction. This is only one striking example of how satisfaction scores can affect your hospital or system.
Think of the spin you could put on hiring consultants from Walt Disney Co, to come in and shake up your team with lots of creative ideas and positive energy to help your staff learn how to better control stress and see issues differently. The morale up-tick alone would motivate some staff, attract the highest quality new employees and would surely increase patient satisfaction scores. Add to that the actual training, and tools that could be added to your staff’s “tool box” and you are well on your way to seeing your scores improve.
So many mergers, so many buy outs, so many joint ventures, how about a fun, creative, invigorating concept that would help with morale and recruiting? Now I am sure it is not as cheap as the seminar next Tuesday on “Razzle Dazzle” or the “rabbit's feet” decorating contest you were considering heading up, but nonetheless I leave you with this to consider, “If it's a new problem, perhaps it demands a new approach. If it's an old problem, it certainly does.” – Seth Godin
Photo courtesy of Walt Disney Productions. Used with thanks, but not formal permission.
Posted on Thu, Jun 30, 2011
Happy Social Media Day!
Last week, Pinstripe announced a social recruiting contest in honor of Social Media Day 2011. All we asked was that you share with us your stories of social recruiting success, for the chance to win an iPad2.
We received some great entries. And, the winner is…..
Lauren Haymond. Lauren, we’ll be shipping your iPad soon!
Lauren shared her story of success at a boutique technology consulting firm that did not use outside search firms and had no access to job boards. She was able to determine that a large community of IT professionals use LinkedIn to network and manage their career information. “Through the use of LinkedIn, I was able to identify and network with candidates that would have never heard of my company. I used all of the basic search tools, joined groups and consistently added contacts. Working the network I built through LinkedIn, I was able to make better placements faster,” she wrote. Lauren was able to build a solid network of IT professionals and ultimately make more than 30 hires and increase the overall caliber of talent in the organization, with no applicable search fees.
The honorable mention goes to our friend Bill Boorman, who shared the story of his social recruiting project for the grand opening of the Hard Rock Firenze. If you aren’t familiar with Bill, check out his blog and #TRU Events.
Special thanks to all our contest entrants – we, at Pinstripe, enjoyed reading your success stories!
Posted on Tue, Jun 28, 2011
Post contributed by Barry Diamond. Follow Barry on Twitter @bddiamond
Social Media Day is June 30th and Pinstripe is celebrating by hosting a contest open to all innovative and creative recruiters.
The contest is simple: DM @pinstripetalent to share your best social recruiting success story.
One fabulous recruiter will be chosen as a winner and given a brand new ipad2!
This post was originally published by Barry Diamond on the RPOlosophy blog.
Posted on Wed, Jun 22, 2011
By Erin Arkin
Just the other day I was asked why I love my job as a recruiter at Pinstripe Healthcare. My mind promptly started making a list...yes I am a list person. Of course, I took a second to compose my thoughts and here are some of the things (yes only some) that I identified.
1. Without providing direct patient care, I affect patient care and outcomes. Every time I work with a nurse manager or hiring leader in the hospitals and health systems I support, it happens. Whether it is the new talent coming in or allowing the Nurse Manager to stay focused on providing the best care (instead of reviewing resumes), these things impact the day to day function of a unit and patient care.
2. The people I get to speak with. Everyone has a story and part of what I love is to listen and hear the story of what drives people to make the choices they do. In nursing, I often hear that someone went into the field because of something impactful that happened in their life. It could have been that a parent worked in healthcare and they grew up around it. Another reason could be that a friend or family member was impacted by someone providing great care and that individual wanted to be able to affect someone's life in a positive way. No matter what the reason, the stories keep me engaged and help me get those people into the right positions.
3. The challenge. I love the hunt and being a detective. When I get to dig around and find those talented people it keeps me engaged. When I have those "hard to fill" positions it becomes more about using resources than it does waiting for people to apply to the opening. Being able to reach out to someone to start a conversation is exciting and challenging as I never know going in how it will end.
4. Technology and Innovation. As an organization, Pinstripe understands that technology helps us recruiters do our jobs better, faster and more efficiently. In some cases, it also makes the life of a candidate much easier. Technology alone won't be the solution but if we have the right people using the right technology we can make a greater impact on our client's outcomes. Not all healthcare recruiters have the access and training around what is out there so I know how lucky I am that our organization embraces and gives us access to these tools.
So now I ask you, why do you love your job as a recruiter in healthcare?
Posted on Wed, Jun 08, 2011
By Tara Cassady
What a great opportunity I had last week as one of our very talented recruiters and I got to meet with hiring leaders for a growing healthcare system in the northeast United States. We are currently recruiting for a number of leadership positions for this healthcare system, which is transforming from a community hospital into a regional medical center. We sat down and talked with 7 or 8 different managers and directors, the message was consistent and the excitement and purpose were solidified!
These healthcare leaders couldn’t articulate enough:
- The importance of hiring the best talent
- The honor they have in serving not only their community, but now the region
- How engaged their employees are and how much support they get from leadership
How exciting for us, we have the opportunity and challenge to bring them the right talent to continue on this important journey. And, how exciting for us that we again get to realize our ability to impact patient care.
Leading healthcare recruitment teams and getting to work closely with Nurse Managers and Patient Care Directors has provided me a great sense of connection and purpose to the work we do at Pinstripe Healthcare! This is easy to forget as we sometimes rush through the days trying to complete tasks. As a healthcare recruiter, have you stopped lately to recognize the impact you make on your community and patient care?
Posted on Thu, Jun 02, 2011
By Judi Dorazio
A competitive healthcare market, managing turnover and vacancies, ensuring the right mix of new grads vs. experienced healthcare professionals, and managing through the changes resulting from Healthcare Reform. These are just some of the challenges healthcare organizations face while striving toward the ultimate goal of providing top quality patient care. One key component in attacking these challenges head on is to acquire the best possible talent.
There are many aspects to consider in designing a best in class talent acquisition function. However, we will focus on the metrics. It is critical to tie metrics into your overall recruitment strategy. Establishing recruitment metrics will help you track cost and measure the effectiveness of your recruitment function. Additionally, well defined metrics are important for setting performance and productivity goals, as well as ensuring the whole recruitment team is striving forward with an eye on the same target.
There are many possible metrics to track, but it’s best to keep it realistic. Be careful for the pitfall of having so many metrics that they just become numbers that are not tied in with an overall business strategy. When choosing your metrics, ask yourself: "What am I trying to accomplish in my recruiting function?"
These days it’s not only about time and cost, but also quality and satisfaction. Some examples of recruitment metrics include:
Time to Fill
Time to Hire
Cost per Hire
Quality of Hire
Hiring Manager Satisfaction
Candidate Satisfaction
90-day retention
Source Effectiveness
Candidate Pipeline
How quickly have you been hiring bedside nurses to fill your vacancies? Are they the top talent? What recruitment source was effective to bring them in? How often are your new hires turning over? Are you acquiring top talent, with the right skills for your vacancies, at the time when you need them? With the numerous challenges in healthcare recruiting today, tracking metrics is essential to understanding where to adjust or makes changes and to providing clear data towards continuous improvement in your talent acquisition function.
Posted on Wed, Apr 27, 2011
By Andrea Peet
Working remotely as a nurse/healthcare recruiter with a large hospital group, you sometimes ask “where do I fit in?” I know that I am sourcing, interviewing and presenting the best of the best to my hiring leaders, but, where do I fit? In 13 years of healthcare recruiting I have never seen the big picture like I just did a week ago. Yes, I have always known that by hiring the best of the best nursing professionals it makes an impact on the hospital. It helps with retention, turnover, high patient satisfaction scores and meeting hospital standards.
Recently, I received an email from one of my favorite hiring leaders offering sincere thanks for all that I do. I get emails often from leaders thanking me for the great nurse that I found them or the quantity of candidates I presented for them to screen to find that one superior nurse. However, the email that I got last week made me realize where I fit in! The email stated, “I want you to remember that every time one of the nurses we have hired together changes the life of a family or infant, you were part of it”. Never did I sit back and view my role like this. I am part of the bigger picture, but I never thought of it that way. I work remotely and rarely on-site, so I don’t get the luxury of looking at those patients when they have a smile on their face from their satisfaction with the care they received from a nurse I hired. The hiring leaders, nurses and support staff get to witness this every day.
I am proud to be a nurse/healthcare recruiter and love my job. I just never knew where I fit in. Now I do! I also help change lives of our patients, just in a different way.
