As the coronavirus pandemic continues to cause unprecedented impact to business, employers, and employees, human capital leaders continue to face both short- and long-term challenges. Since March, i4cp has held a weekly series of calls specifically for Talent Acquisition leaders to discuss problems and share ideas regarding TA strategy, recruiting trends, and more. Each week, hundreds of executives join these calls to hear from their community and access the latest research from i4cp's Coronavirus Employer Resource Center.
Some highlights from this week's discussion:
Facilitated by i4cp team members Mark Walker, VP of Member Services; Lorrie Lykins, VP of Research; and Carrie Bevis, Managing Director of Communities & Partnerships, this week’s call featured guest speaker Jose Carbia, VP of Global Talent Acquisition of Change Healthcare.
Announcements & Reminders:
i4cp is launching a new diversity, equity, and inclusion exchange for our members. The D&I Exchange kicks -off August 28th—i4cp members may access more information here.
We also want everyone to know that we have launched a health and well-being benefits survey in partnership with WorldatWork, that closes on August 14. The link to the survey is here for those of you who would like to participate. Anyone who participates will receive the aggregate results once the survey is closed.
Lorrie shared the results of our latest pulse survey (closed this morning), which asked about how and what organizations are doing to support parents with school-aged children and what plans are being formulated. What we found is that most organizations are still thinking about it and trying to address everything that is happening in real time—no east feat. What we're seeing is a continuation and expansion of what we're already doing—flexing and further flexing work arrangements. In fact, somebody who took the survey who put in some narrative commentary said “we're now looking at implementing something that we're calling extreme flexing.”
Other narrative comments mentioned actions such as offering caregiver resources on their intranet. Another mentioned contracting with service providers that are offering concierge services to larger employers who will match your employees with the best childcare and tutoring resources that meet their needs and their particular regions.
Guest Jose' Carbia discussed his organization’s TA journey. Change Health is a healthcare technology and services company that employs more than 10,000 people and is based in Nashville and operate in over 30 states and Puerto Rico. They also have international and a small presence internationally in Australia, Canada, England, Ireland, Israel, New Zealand, and Singapore.
The organization has made many acquisitions and they we went IPO in June 2019—they have $3 billion in annual revenue with over 30,000 customers in over 7,700 channel partners and have the largest independent healthcare network with over 15 billion transactions annually. They basically provide data and analytics-driven solutions to improve the clinical, financial, administrative, and patient engagement outcomes. They leverage the power of artificial intelligence to provide clinical insights to providers and improve the clinical decision-making process. They also simplify the billing collection and payment processing
Talent acquisition is part of the human resources infrastructure, which is led Whitney Taylor, CHRO. TA is part of the shared services environment and supports all of the businesses within Change Healthcare. Jose' leads a TA function that consists of a team of 22 staff and they also leverage an RPM partner.
The TA function is broken up into a TA operations or infrastructure team that deals with the talent attraction/talent acquisition experience, reporting and analytics, and a delivery team, which are recruiting managers and recruiters. In addition, there is an executive recruiting team as well as the sourcing infrastructure within that. The RPM partner serves as an extension of our the TA team—they are included in leadership meetings and strategy discussions and they typically handle most of the non exempt recruiting/high volume recruiting, or project-based recruiting initiatives. Overall (in a normal year), they hire about 3,700 people.
Jose’ provided an overview of their TA roadmap, which is an aggressive plan for the next five years to grow the business. This began with building an infrastructure to become more competitive at attracting the right talent for the organization. Artificial intelligence technology is a part of their strategy and approach to attract talent to the business; Jose' created a 90-day plan to start that focused on five key areas to developing a data-driven function and also took into consideration having the right people in the right roles and understanding their employment branding perspective and marketing perspective, what type of tools and technology that they had accessible to them, and the type of training and process that was in place. Check out the meeting recording for in-depth detail.