Advertisements

Posts Tagged ‘talent acquisition marketplace’

Profiles in Transformational Talent Acquisition Leadership: Molly Weaver of Children’s Mercy, Kansas City

Profiles in Transformational Talent Acquisition Leadership: Molly Weaver of Children’s Mercy, Kansas City  
By Christina Archer 

RecruitAlliance Transformational Talent Acquisition LeadershipIn our new monthly series, “Transformational Talent Acquisition Leadership," we connected with Molly Weaver, Director of Talent Acquisition for Children’s Mercy, Kansas City.  Located in Kansas City, Missouri, the 367-bed pediatric hospital has an exceptional reputation, across the country.  Designated by U.S. News and World Report as one of America’s best children’s hospitals, and consistently voted one of the best places to work in Kansas City, Children's Mercy has taken a creative approach to war for top talent. 

And it begins with Molly. 

Molly has a talent acquisition (TA)career that spans nearly fifteen years. She started outside of the medical industry, working as an HR generalist with T-Mobile.  As her career with the mobile solutions company evolved, she found herself focused increasingly on talent acquisition and recruitment. 

Molly grew her career as a healthcare TA leader through a unique circumstance that fueled her passion to hire the best possible clinicians for Children's Mercy.  Two weeks before officially starting with the hospital, Molly visited Children's Mercy as the parent of a sick child—her son has a kidney issue that required treatment.  She was so impressed with the level of care her son and family received throughout the process, she wanted to help the organization continue hiring amazing care providers and personnel. 

During the interview with this dynamic and and forward-thinking talent acquisition professional, RecruitAlliance asked Molly help other recruitment professionalsRecruitAlliance - Talent Acquisition marketplace succeed in their industries.   

Children’s Mercy has a team of ten recruiters. Of the ten, four focus on hard-to-fill roles, and the other six are Molly’s volume recruiters. Molly said it’s important to separate high-volume from hard-to-fill recruiting because the skills necessary to be successful look very different. Her organization rarely uses outside recruiting agencies, because her team adequately serves that headhunting role, regularly making cold calls, and performing regular outreach to qualified candidates.   

The high-volume recruiters process applications and move candidates through the hiring process—a much different skill, Molly acknowledges. By splitting the duties of the recruiters, Molly has been able to leverage the team in the most efficient and cost-effective manner.  

Although Children’s Mercy doesn't use traditional job boards it does take advantage of candidate sourcing and recruiting tools via LinkedIn, Facebook and Entelo. 

Molly also encourages her team to be proactive in creative and unique ways.  One of those is an outreach program with local schools in the Kansas City Metropolitan area that helps Children's Mercy groom more people for careers in pediatric healthcare.  Molly also has developed a program with a local college, to nurture students' interest in working as EEG techs—a job with talent shortages.  Children's Mercy also offers its employees tuition assistance, targeted towards positions of most critical need at the hospital.  

RecruitAlliance - Video Interview TechnologyChildren’s Mercy also was an early adopter of video interviewing technology—which allowed the organization to more quickly and efficiently interview candidates for its graduate nursing program.  It turned into a win-win for the candidates and her talent acquisition team. 

Molly implemented "Introduce Yourself" on the hospital's career web page, which allows candidates who don’t have time to fill out an application, or who may not meet all requirements for a particular job at the moment, to express interest in working at Children's Mercy via a video interview.   

The efforts are clearly working.  Children's Mercy has a clinical turn-over rate of 6.5%, well-below the healthcare industry average of 19.2% 

Presented by RecruitAlliance, Inc. 
RecruitAlliance is a comprehensive global talent attraction and talent acquisition strategic partner. Our clients utilize our team and technology to fill technical and leadership positions with an effective one-click control of the Agency Recruiters engagement process. Our process is easily customizable to align procurement, legal, HR, hiring manager, and the recruiting team’s objectives. Through RA, companies can increase diversity partnerships by engaging Certified Minority agencies, seamlessly. To learn more or sign up for a free employer account, visit www.RecruitAlliance.com. 

If you are a TA leader, interested in sharing your expertise with our readers, click here.
Advertisements
© 2018 - RecruitAlliance.com - All rights reserved.