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The American Heart Association’s mission, to help people live longer, healthier lives, draws in more than 225,000 new candidates a year. Many are also volunteers, survivors, and donors – people deeply invested in what AHA is doing.
Of these, less than 1% will be hired.
For AHA, success depends on carefully selecting the right talent while creating an exceptional experience for all candidates, whether they’re hired or not.
Here’s how AHA combined talented people, a detail-oriented hiring process, and the right technology to push boundaries and reengineer their entire talent acquisition process.
With so many applicants, AHA’s leadership wants recruiters to spend time and energy building relationships with talent – not playing phone tag or grinding through manual admin tasks. As such, they place high value on efficiency and automation throughout the recruiting workflow.
This enables AHA’s recruiters to find and hire best-fit talent while ensuring every candidate has a positive experience. This includes the 99% of applicants who aren’t hired, but still contribute to AHA’s mission with their time, money and influence.
“Embedding automation into our workflow frees up time,” says Dennis Wilson, Director of Talent Acquisition and Attraction. “It allows recruiters to do more interviews, source passive candidates, and engage and build relationships with candidates we otherwise wouldn’t have access to.”
American Heart Association encourages applicants to be a part of #TheAHALife. It’s a culture and lifestyle that AHA promotes at events, on its career portals, in job descriptions, and across social media.
“People know American Heart Association as a consumer brand,” says Sally Pabin, VP of Talent. “From an employer brand perspective, we have to reinforce that our mission is really who we are. It’s what drives our company – our grassroots, our science, the guiding values we uphold.”
Receiving 600 to 650 applications per day would overwhelm most talent acquisition teams. For AHA, it’s a sourcing goldmine – especially for talent that doesn’t get hired the first time.
For each hire the organization makes, AHA typically ends up with several highly qualified runners-up. AHA uses talent pools to stay in touch with those silver medalist candidates, keeping them engaged and ready to apply for future positions. When a new position opens, it’s a reasonably safe bet that AHA’s team has a bench of engaged, talented candidates to draw from.
There is one drawback to hiring incredible talent. Daily operations don’t always require employees to employ the full breadth of their skills. AHA taps into this potential by using iCIMS’ career site technology to advertise internal projects and opportunities.
The Talent Exchange Portal brings employees from around the organization together to form ad hoc teams with the skills necessary to tackle unique projects. Employees contribute to different areas of the organization, build relationships, hone skills, and flex muscles they might not use otherwise in their typical day-to-day.
Working alongside iCIMS staff on every step of the system configuration and go-live process resulted in a final product that met and, in some cases, exceeded the original scope of the project. iCIMS staff made themselves available and brainstormed with our team to create solutions that have added real and lasting value to our recruiting workflows.
Dennis Wilson
Director of Talent Acquisition and Attraction
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