McLeod Health, a healthcare organization dedicated to patients and their families, was founded in 1906. McLeod is a locally owned, not-for-profit institution that features the strength of nearly 400 physicians on the medical staff and more than 1,400 nurses. The organization prides itself on modern facilities, premier technology, and a dedication to improving the health of the communities it serves.
The staff of McLeod is composed of 4,700 employees spread throughout its medical center, health agency, fitness facility and 35 medical practices. McLeod Regional Medical Center is located in Florence, South Carolina and has 453 licensed beds, and 40 additional neonatal intensive care unit beds.
With 4,700 employees and multiple locations, McLeod was looking for the best way to streamline its HR processes. The company found itself saddled with a recruiting management system that no longer hit its “sweet spot,” and a pressing need for an onboarding system that could simplify a complicated process and quickly get employees engaged and productive.
The company averages nearly 1,000 requisitions a year and found it was taking nearly 268 minutes to “touch” a new hire. McLeod needed to cut down the time it took to find and hire candidates.
The Recruiting Challenge
McLeod had been with its previous recruiting management vendor for more than five years, and had not received a product upgrade. When the vendor ultimately did decide to upgrade the product, the new software did not work well with McLeod’s systems and caused numerous problems.
More importantly, the solution was no longer a fit for McLeod’s core business, and the company decided it was time to research new options.
The company needed a recruiting management vendor – and a solution – that allowed human resources to quickly change job codes and titles in the system, and permitted McLeod staffers to add and remove entire departments in a short time frame.
“Somewhat unique to our industry is the fact that we make a lot of changes to job codes and titles. We add departments and job codes pretty frequently to our system; at least several times a week,” said Renee Anderson, Recruiting Manager, McLeod Health. With the previous vendor’s system, any changes of this sort took at least two days to implement, a delay that was unacceptable for McLeod’s fast-paced organization and business needs.
“When I get calls from our CEO asking why something hasn’t been posted yet – that’s not a good thing,” said Anderson.
McLeod needed a solution that was adaptable, fast and accurate.
The Onboarding Challenge
The onboarding process that McLeod had in place was complicated and unmanageable. The company wanted to find a solution that could provide a better candidate experience and help to condense several processes.
McLeod holds new hire orientation every Monday, and hoped to be able to cut back on orientation time as well as streamline paperwork (e.g., getting employees signed up for direct deposit and forwarding paperwork to departments before candidates start). The company wanted to keep orientation from getting bogged down with items such as “how to operate a fire extinguisher” and move it to more high-level items like customer care.
In a challenge specific to healthcare, the company also had numerous governing bodies to answer to, and needed ironclad processes in place to make sure they were meeting all compliancy standards, such as the standards required to receive Medicare reimbursement. Knowing there were a lot of details involved in being compliant, leadership at McLeod wanted a system with date and time stamping that allowed easy tracking.
The company was looking to minimize that hassle to improve the new hire experience, along with reducing the amount of paper used in bringing on new hires.
McLeod also wanted to find a system that could auto-fill fields in its HRMS system. McLeod had developed a solution to handle I-9’s but was looking for something more comprehensive.