MedX Corp - Employee Hiring & Retention Management Solutions

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Information about MedX Corp - Employee Hiring & Retention Management Solutions

Published on May 15, 2008

Author: bharatishahi

Source: slideshare.net

Description

We specialize in employee recruitment and retention management solutions. Our principles require that we only place our candidates in a position and environment that is good for them and helps them meet their goals.

 

Headquarters Address: 1001 E. Hector Street, Suite 260 Conshohocken, PA 19428 800-803-9440 Philippines Office Address: Suite 1908 Jollibee Plaza Ortigas Center Pasig City, Philippines Family of Companies Family of Companies #1 Recruiting Firm = Primary Headquarters = International Office = Future Locations

Foundations

Process Kick Off Interview Process Identify Internal Interview Teams Establish scheduling process for HR and Managers Establish direct line of communication for decisions Establish feedback turn around time Offer Process Application Procedure - identify a process to ensure all candidates complete application prior to interviews Establish procedure to extend an offer contingent on pre-employment process Written offers are mailed within 24 hours of extension of verbal offer Reference checks on all candidates prior to start date Benefits and Pay scale Gather all information pertinent to benefits/compensation Welcome Packet for all interviewees is created to educate candidates, begin retention and start branding company Recruitment Tracking/Management Create applicant tracking system Develop weekly activity reports to monitor candidate pipeline Applicant Management Establish a process to handle walk-in candidates, internal transfers, applications, web traffic, referrals, job fair/conference attendees Department Reviews Interview Department Hiring Managers and compile profiles based on need/requirements in order to develop screening criteria Educate Managers on the recruitment/interview process Marketing/Branding Develop On-Boarding Materials to create "High Touch Environment" Identifying appropriate Job Fairs/Trade Shows/Conferences to attend Foundations

Interview Process

Identify Internal Interview Teams

Establish scheduling process for HR and Managers

Establish direct line of communication for decisions

Establish feedback turn around time

Offer Process

Application Procedure - identify a process to ensure all candidates complete application prior to interviews

Establish procedure to extend an offer contingent on pre-employment process

Written offers are mailed within 24 hours of extension of verbal offer

Reference checks on all candidates prior to start date

Benefits and Pay scale

Gather all information pertinent to benefits/compensation

Welcome Packet for all interviewees is created to educate candidates, begin retention and start branding company

Recruitment Tracking/Management

Create applicant tracking system

Develop weekly activity reports to monitor candidate pipeline

Applicant Management

Establish a process to handle walk-in candidates, internal transfers, applications, web traffic, referrals, job fair/conference attendees

Department Reviews

Interview Department Hiring Managers and compile profiles based on need/requirements in order to develop screening criteria

Educate Managers on the recruitment/interview process

Marketing/Branding

Develop On-Boarding Materials to create "High Touch Environment"

Identifying appropriate Job Fairs/Trade Shows/Conferences to attend

Three Key Perspectives Foundations Selection Quality Is the employee manageable? Do their innate abilities balance my existing team? Does this employee have the passion to grow professionally? Is my colleague dependable? Is she/he reliable when a crisis situation occurs? Are they trustworthy? Do they hole heartily believe in “Team” ? Does the candidate really represent our values and beliefs? Are they true representatives of who we are? Nurse Managers Staff Organization

Is the employee manageable?

Do their innate abilities balance my existing team?

Does this employee have the passion to grow professionally?

Is my colleague dependable?

Is she/he reliable when a crisis situation occurs?

Are they trustworthy?

Do they hole heartily believe in “Team” ?

Does the candidate really represent our values and beliefs?

Are they true representatives of who we are?

Selection Nationwide High Volume Cold Calling Internal Web Applicants Walk In Traffic Candidate Open House Management Job Fairs Networking/Referrals Internal Database Foundations Candidate Screening based on Managers’ criteria Resume Quality Control Candidates will meet 75%-85% of job requirements Consistency in screening between HR and MedX Strong Partnership among HR, Nursing and MedX Quality

Nationwide High Volume Cold Calling

Internal Web Applicants

Walk In Traffic

Candidate Open House Management

Job Fairs

Networking/Referrals

Internal Database

Candidate Screening based on Managers’ criteria

Resume Quality Control

Candidates will meet 75%-85% of job requirements

Consistency in screening between HR and MedX

Strong Partnership among HR, Nursing and MedX

The Key Perspective Foundations Quality Care Wanted to move away from a “filling vacancies” /contingent placement philosophy Return to “Florence Nightingale” approach By Blending Domestic Nurse Qualities with the International Nurse Qualities you achieve a mix that is good for patients Creating a holistic approach A Return to Focus on the Patient

Wanted to move away from a “filling vacancies” /contingent placement philosophy

Return to “Florence Nightingale” approach

By Blending Domestic Nurse Qualities with the International Nurse Qualities you achieve a mix that is good for patients

Creating a holistic approach

Success Factors Foundations International Approach Sophisticated process built over 4 years Our team of professionals has first hand experience living overseas or experience immigrating to the US Established team operating in Manila full time POEA licensed Case managers are assigned to 25 nurses, once selected, who are trained/managed/mentored through the immigration process MedX provides Client with 1 year of ongoing support for nurses after US arrival to ensure retention Cultural training for both nurses and US hospitals to better prepare for the transition

Sophisticated process built over 4 years

Our team of professionals has first hand experience living overseas or experience immigrating to the US

Established team operating in Manila full time

POEA licensed

Case managers are assigned to 25 nurses, once selected, who are trained/managed/mentored through the immigration process

MedX provides Client with 1 year of ongoing support for nurses after US arrival to ensure retention

Cultural training for both nurses and US hospitals to better prepare for the transition

A Balanced Solution Assertive Team Oriented Strong Leadership Qualities Strong Critical Thinking Skills Acute Care Experience Qualities Domestic Nurse International Nurse Holistic Patient Care – Culturally Ingrained Strong Work Ethic Compassionate Trustworthy Clinical Expertise

Assertive

Team Oriented

Strong Leadership Qualities

Strong Critical Thinking Skills

Acute Care Experience

Holistic Patient Care – Culturally Ingrained

Strong Work Ethic

Compassionate

Trustworthy

Clinical Expertise

Creating a Legacy Qualities High Touch Environment On Boarding Retention Activities Focus on building supportive environments for nurses Constant employee engagement Strong partnerships between HR/MedX and Nursing

On Boarding

Retention Activities

Focus on building supportive environments for nurses

Constant employee engagement

Strong partnerships between HR/MedX and Nursing

Foundations for a Balanced Solution An organization that encourages nurses to participate in making a difference and promotes each individual’s value to the team A place where each nurse is allowed to adjust to their new environment according to their own individual needs A solid process where new hires smoothly blend with their managers and colleagues A harmonious unit/work environment created by the right blend of people, skills and personalities A system that supports individuals beyond the first 90 days of hire An environment where nurses want to work, feel valued, take pride in their work A developed sense that each nurse is “creating a legacy of care” Results

An organization that encourages nurses to participate in making a difference and promotes each individual’s value to the team

A place where each nurse is allowed to adjust to their new environment according to their own individual needs

A solid process where new hires smoothly blend with their managers and colleagues

A harmonious unit/work environment created by the right blend of people, skills and personalities

A system that supports individuals beyond the first 90 days of hire

An environment where nurses want to work, feel valued, take pride in their work

A developed sense that each nurse is “creating a legacy of care”

Pride Creating Environments that Acknowledge Nurse Contributions

Constant Reinforcement through Messages of Value and Worth Feeling Valued

Sense of Accomplishment Helping Nurses Engage in Life Long Learning and Personal Growth

A Legacy of Caring Helping Nurses Change Lives One Patient at a Time

The End Result An Environment Built According to Nurse Needs Creates Positive Outcomes for Patients

Our Value and Philosophy We only take on business where we know we can add value We only place nurses in positions that are right for them as well as right for the employer We engage all nurses from the first point of contact We help our clients build a “high touch” hiring environment to better retain their nurses We help our clients build an environment that supports retention of new and tenured staff by being responsive to their needs

We only take on business where we know we can add value

We only place nurses in positions that are right for them as well as right for the employer

We engage all nurses from the first point of contact

We help our clients build a “high touch” hiring environment to better retain their nurses

We help our clients build an environment that supports retention of new and tenured staff by being responsive to their needs

Next Steps Schedule call for project approval and tactical details Client references Contract approval Establish Hospital Project Team Kick–Off Meeting Next Steps

Schedule call for project approval and tactical details

Client references

Contract approval

Establish Hospital Project Team

Kick–Off Meeting

Jennifer Santoleri Vice President Phone: 610-825-4296 Fax: 610-825-9050 Email: jsantoleri@medxcorp.com MedX Project Team Information Chuck Grohoski Business Development Manager Phone: 610-684-6705 Fax: 610-825-9050 Email: cgrohoski@medxcorp.com 1001 E. Hector Street, Ste 260 Conshohocken, PA 19428

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