TalentBloom recently hosted an Innovator Round Table, where forward-looking Healthcare HR Leaders meet to develop their ideas and support each other’s transformation initiatives. We were excited to be joined by Gary Marsh, Vice President for Learning and Talent Management at Harris Health System. He highlighted the need for improved internal processes around talent selection and mobility and emphasized the importance of leveraging technology and innovative strategies to enhance talent management.
Rethinking Talent Selection Pipelines
One of the key opportunities for improvement in talent selection lies in creating more dynamic and responsive talent pipelines. Marsh envisions a future where healthcare HR can seamlessly engage with potential candidates, even those who have previously interacted with the organization. “Wouldn’t it be great if we had processes and technologies that really allowed us to do a lot more circle back or boomerang type campaigns with talent that we’ve interfaced with, you know, last week, last month, or a couple of years back?” he asks.
This approach is particularly relevant in a competitive healthcare market like the Texas Medical Center, where talent often circulates among major institutions. Having the ability to track and re-engage with these professionals as they move through their careers can provide a significant advantage.
Leveraging Virtual Pipelines for Talent Selection
To achieve this, Marsh advocates for the implementation of virtual pipelines that can keep HR teams updated on candidates’ career trajectories and evolving aspirations. This would prevent the redundancy of new recruiters having to start from scratch with candidates who have already expressed their goals and preferences. “It would be really nice to know that you’ve got some things in place that really allow you to effectively keep up with folks as they move around, as they move into different roles,” Marsh explains.
By maintaining comprehensive and accessible records of past interactions, healthcare organizations can ensure a more personalized and efficient recruitment process. This not only enhances the candidate experience and internal efficiency but also improves talent selection.
Enhancing Internal Efficiency & Mobility
The ability to track and re-engage with candidates through virtual pipelines would also significantly improve internal efficiency. Marsh highlights the frustration candidates feel when they have to reiterate their aspirations to different recruiters within the same organization. “You’re reaching out to some candidate, and they’re like, ‘Man, I talked to you guys already about this, and said this was my aspirational situation.'”
To mitigate this, healthcare HR departments need to adopt sophisticated systems that allow for seamless data sharing and communication within the team. This would ensure that all recruiters are on the same page and can provide a consistent and informed approach to each candidate.
Conclusion
Improving internal processes around talent selection and mobility in healthcare HR is crucial for staying competitive and ensuring a positive candidate experience. By leveraging innovative technologies and strategies, organizations can create dynamic talent pipelines and maintain comprehensive records of candidate interactions. As Gary Marsh articulates, these advancements would allow HR teams to “effectively keep up with folks as they move around” and ensure a high level of internal efficiency and candidate satisfaction. Embracing these opportunities will position healthcare organizations to attract and retain top talent in an increasingly competitive market.
TalentBloom is cultivating a consortium of Top Healthcare Innovators who are transforming Talent Acquisition and leading the industry into the future. If you’d be interested in participating, email us: support@talentbloom.ai. We’d love to learn about your thoughts and ideas.
