Creative tech-and-team solution clears a path to 4,000+ healthcare hires.

Solution: leveraging predictive analytics and TA resourcing. 

As a trusted, longstanding recruitment process outsourcing (RPO) partner, we recognized an opportunity to enhance our client’s TA delivery in clinical hiring and drive program innovation. Leveraging more than 10 years of extensive TA data, we employed predictive analytics powered by advanced machine learning algorithms within our proprietary Sevayo® data integration platform. 
 
The approach was strategic. By leveraging proven algorithms, we proactively anticipated the effort required for each requisition at the time of its opening. Using those results, we classified all new requisitions as “standard” or “specialty” through a multifactor analysis of various categorical data points and corresponding metrics. Such categorization was pivotal in shaping the ideal blend of recruiting resources, overall headcount, sourcing tools, and talent engagement strategies — fostering a cohesive, smart approach from day one. 

Keys to success included:

Boosting TA efficiency for “standard” roles: Characterized by an adequate volume and quality of applicant flow, we prioritized these requisitions for screening-focused strategies.

Predicting and resourcing challenging requisitions: “Specialty” roles, those predicted to be more difficult to recruit for and of a higher risk of aging, underwent immediate passive candidate sourcing through a tailored recruitment strategy as follows: 

• Automated sourcing technology: Our Sevayo workforce intelligence platform applied automation to search and stack-rank candidates. This process enabled recruiters to prioritize and engage with candidates efficiently.  
• Advanced sourcing tactics: We executed sourcing efforts immediately via an established playbook, including programmatic advertising, passive search, virtual/in-person event management, and social marketing outreach.
• Specialized recruiters: For specialized roles, recruiter skill alignment focused on proven success within hard-to-fill profiles, passive talent outreach, and “white glove” hiring manager consultation. 

We also implemented a preventative method of flagging requisitions to account for those that deviated from our initial expectations. Based on specific triggers, requisitions can be re-categorized as “specialty” early in the TA process to minimize aging and prioritize the deployment of additional strategy levers.   

Result: improving the hiring manager and candidate experience. 

Through a strategic partnership with us, the client achieved the following results in one year:

• 4,000+ clinical hires filled annually; 65% for in-office or field-based roles and 35% for remote roles
• A reduction of 18 calendar days in time-to-fill
• A 34% reduction in requisition aging, from 40% to 6% in a challenging clinical talent hiring initiative
• A 5% average improvement in the number of interviews resulting in offers
• A five-point increase in the hiring leader Net Promoter Score (NPS) to 82: a predictor of customer loyalty where scores above 80 are deemed world-class
• A sustained new hire NPS of 85 

It’s important to note that the achievements attained not only boosted hiring manager success, but those increases occurred all while sustaining a positive candidate experience, as well.