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How Sco'sdale Healthcare  Hires Be'er Talent Faster with  

Video Interviewing April 20th, 2011 

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Jody Henderson, PHR Recruitment Coordinator Scottsdale Healthcare

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•  Operates three facilities, representing over 830 beds

•  6,500 employees

•  Among its two medical centers, the system houses a certified Chest Pain Center, American College of Surgeons-verified Level I Trauma Center, a JCAHO-accredited Primary Stroke Center and a Level III neonatal intensive care unit

•  Magnet recognition has been awarded to both Shea Medical Center and Osborn Medical Center. Will be going through re-accreditation this year and will include Thompson Peak, our newest hospital

•  Provides outpatient surgery, home health services, community health education and outreach services, and clinical research services. 

About Sco0sdale Healthcare 

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•  On-line application process through ATS •  Sr. Recruiters review entry-level through executive •  Sr. Recruiters interview in-person and by phone •  Hiring Managers interview in-person at one of our three

campus •  Out-of-state executive level candidates are flown in town

and usually require panel interviews.

Sco0sdale Healthcare Hiring Process 

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Hiring Team Candidates Candidates

Traditional = Complex Video Interview = Simple

Hiring Team

Notes

Notes Notes

Notes Notes

Notes

Notes

Notes Notes

Notes Notes

Notes

Notes

Notes Notes

Notes Notes

Notes

?

?

?

COST

TIME

LOCATIONS

RELATIONSHIPS

QUALITY

CONSISTENCY

BRAND

LOGISTICS

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Coordinate Interview Evaluate Decide

Anytime / Anywhere

Recruiter

Candidate

Candidate

Recruiter

Manager

Executive

Report

Report

Report

Report

Anytime / Anywhere

Process Flow of Video Interviewing 

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QuesDons & Discovery 

•  What could we change in our process to improve time to fill for high-level positions?

•  What could we do to decrease travel and hotel costs for out-of-state candidates?

•  In person interviews with recruiter and manager are time consuming.

•  How can we save time and money while reducing our carbon footprint?

•  We decided to start with a pilot group to determine benefit of video interviews.

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Ready, Set….Video!!! 

•  In May of 2010 we decided to pilot video interviews with our internal New Graduate RN’s  30 current employee’s graduating  Limited number of openings between 3 campuses  Set up on-site video capabilities  Completed video interviews  Shared applicants with hiring managers as positions

became available

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Outcome of New Grad Pilot 

•  In two weeks, we had completed one‐way recorded interviews of all internal RN new grads. 

•  Were able to present all candidates to hiring managers much faster than if we had scheduled in‐person interviews  

•  Hiring Managers were able to log in and view candidates from anywhere, anyKme 

•  Hiring Managers selected 3 candidates/per posiKon to interview 

•  Candidates not selected  •  Feedback from hiring managers – very posiKve 

•  Saving Kme for candidate and managers 

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ExecuDve Pilot 

•  One more pilot for Director-level positions  How did candidates respond?  How did our executives/physicians respond?

•  Executive Director  Filled in just under 120 days

•  Director of Ambulatory Services  Filled in 90 days  5 top candidates, 3 were out-of-state candidates  Saved airfare and hotel expenses for out-of-state

candidates

Executive

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Two‐Way Recorded Interviews 

•  Hard‐to‐fill PosiKons  Surgical Oncology NP 

•  Posted on 2/22/11 •  Qualified out‐of‐state applicant applied on 3/4/11 •  Video interview with manager on 3/11/11 

•  In‐person panel interviews on 3/21/11 •  Job offered and accepted on 3/22/11 •  30 days to fill this job!! 

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Two‐Way Recorded Interviews 

•  Out‐of‐state candidate  OR Manager – Hard to fill 

•  Spoke to candidate by phone and determined basic qualificaDons 

•  Would have scheduled in person interview, but candidate had vacaDon planned 

•  Scheduled a video interview to take place while candidate on vacaDon (again….anyDme, anywhere!) 

•  Outcome 

 Saved Dme and money •  Able to make final decision soon •  Avoided costs of flight and hotel accommodaDons 

•  Avoided adding Dme to our managers schedules 

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Two‐Way Recorded Interviews 

•  Staff RN  ICU / CVICU  Oncology 

•  Saved Kme, avoided delays in waiKng for candidates to take Kme off of work to fly 

•  Saved candidates money 

•  Reduced carbon footprint 

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 Benefits of Video Interviewing 

Branding Logistics Support EMPLOYMENT"

BRAND

RECRUITMENT"MESSAGING

+

+

CANDIDATE NEEDS WEB

CAM?

+

Candidate

Recruiter

Manager

Executive INVITATION"

EMAIL

+

BRANDED EXPERIENCE

+

Candidate

CUSTOM"PACKAGING

+

+ EMPLOYMENT

VIDEO

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How We Use HireVue Today   

•  Internal New Grads – on going 2 x’s/year •  Live one‐way for Managers, Directors and ExecuKves 

•  Live two‐way for staff posiKons  RN’s  NP’s 

•  HR “Tool Box”  3 cameras we will take out to our managers office to get them set up for their video interviews 

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More informaDon 

•  Jody Henderson, PHR jhenderson@shc.org www.linkedin.com/in/jodyh 480-323-4503