The mission of Bon Secours Mercy Health, one of the largest health systems in the United States, is to expand the compassionate ministry of Jesus by improving the health and well-being of its communities and bringing good hope to people in need.
the problem
Eric Van Doren, Chief Talent Acquisition Officer at Bon ensures the health of Mercy.
McKinsey Expect By 2025, the United States may have a shortage of 450,000 nurses available for direct patient care.
“For those of us in HR for healthcare who have roles open at a standard level to nursing positions and beyond, we must act now,” Van Doren stated. Like I talked about recently Web TalkSome industries contract and where skills can be transferred to deal with available talent.
He continued, “Artificial intelligence and automation allow recruiters to focus on hiring talent by improving expertise, competencies, and team dynamics.” “Often, talent acquisition teams can get involved in administrative tasks such as scheduling interviews or reviewing resumes when they have to deal with candidates and managers to determine if there is a qualitative match.”
I added that by using AI and automation, teams can flip script and enable talent recruiters to focus on building relationships with candidates and walking side by side on their business journey.
suggestion
Bon Secours Mercy Health’s goal is to build a respectful hiring process that engages candidates, minimizes the time to fill, and positions the candidate and ministry for success.
“For example, we’ve seen areas that can take months to be hired and we’re working on that in less than one week,” Van Doren said. “This is not a reckless pace but rather a speed that helps us communicate respectfully with people, with flexibility to meet the needs of candidates and hiring managers and keep the quality of hiring high.
“In our industry, these decisions affect patient care much more than simply filling a role. It’s important that we keep this in mind.”
Eric Van Doren, Bon Secours Mercy Health
“We are in the midst of putting up He referred to the Phenom Intelligent Talent Experience platform for artificial intelligence and automation. “And through it, we will use artificial intelligence to see the level of personalization that will create unforgettable moments for those who experience our recruitment process.”
How people feel about their interaction with the Ministry of the Health System is important not only to employment but to the patient experience as well. A positive review of one can have a significant impact on the other.
“For candidates specifically, the level of personalization that AI can bring helps us get to know them on a deeper level and is a pillar we are building around,” Van Doren said. “The more a candidate feels a personalized experience matches their needs, the more meaningful the interactions will be—whether or not they are assigned to the job.”
face the challenge
Bon Secours not only needed automation, but also intelligence. The deciding factor in choosing Phenom was its high-volume staffing system, as it meets the needs of the health system to strike a balance between speed and quality.
“The system focuses on intelligent automation to facilitate the application and recruitment process for candidates and talented people,” Van Doren explained. “We are impressed with how it has transformed the time-consuming steps of vetting and scheduling into a customized AI-led process that quickly qualifies job seekers based on interest, location and qualifications.
“This inherently removes bias from the process, which ultimately creates a more meaningful and holistic experience,” he added.
The system also has the ability to move candidates to self-scheduled interviews or video-based Q&A, which saves time.
“It enables us better to expand and innovate in our operations because we have more time to focus on what matters – hiring people who are passionate about serving our patients and our communities,” he said.
Results
The Department of Bon Secours works to provide health care and employment to the communities it serves. To do this more effectively, they are seeking flexibility, scalability and efficiency, and employees said they know AI and automation can help them do that.
“Our leadership team is excited to be able to deliver this win to our team while they are doing incredible things,” Van Doren said. “The amount of spirit and passion our talent acquisition team has for their work and this execution is impressive, a testament to their commitment to growing as a team.
“We understand the importance of our decision — not just about the efficiency of the process, but about how it can help us improve how we serve our patients and improve our communities,” he continued. “We will achieve successes and learn, and we will adapt to continue creating meaningful experiences and improving operations with intelligence-based AI.”
Advice to others
“Be open to change, encourage a growth mindset and work with your internal teams to embrace new ways of thinking,” Van Doren advised. “Implementing new technology or processes can be intimidating — but it’s beneficial in ways you wouldn’t believe, including bringing in more teamwork, innovation, and bottom line results.
“I am looking for partners, not sellers,” he said. “To do it right, setting up intelligence-driven technologies like AI and automation requires a team with a unique skill set and a team with the desire to provide you with a successful solution. This means collaboration, aligned incentives, and mutual accountability.”
Think of AI and automation in HR as a business decision – I added that it’s simply bigger than HR at this point.
“In our industry, these decisions affect patient care much more than just filling the role,” he concluded. “It’s important not to lose sight of that.”
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