Customer Success Stories
NorthStar Anesthesia Makes the Switch from Workday Recruiting to iCIMS' Talent Acquisition Platform
NUMBER OF EMPLOYEES:
iCIMS CLIENT SINCE:
PREVIOUS TALENT ACQUISITION SOLUTION:
Recruit & Connect
- A Top 10 Provider of Anesthesia Services in the U.S.
- One of Inc. 5000’s Fastest-Growing Private Companies in America
- The Fifth Fastest-Growing Company by the Dallas Business Journal
NorthStar Anesthesia is one of the largest anesthesia management companies in the United States. Founded by an anesthesiologist and a certified registered nurse anesthetist (CRNA) more than 10 years ago, NorthStar has built a foundation of anesthesia expertise unparalleled in the market. NorthStar delivers a transformational anesthesia model, emphasizing a culture of mutual respect and accountability. NorthStar’s clinical leadership works in partnership with its providers to implement experience, efficiency and leadership initiatives throughout the entire perioperative process. Today, NorthStar runs successful anesthesia programs at more than 200 facilities in more than 20 states with nearly 2,400 providers.
As one of the top 10 providers of anesthesia services in the U.S., NorthStar Anesthesia holds firm the belief that its people are its product. Providing more than 200 hospitals and surgery centers across the Midwest and Eastern U.S. with specialized anesthesia care teams, NorthStar’s typical candidates are highly qualified, hard-to-find and require a high-touch approach. Consisting mostly of anesthesiologists and certified registered nurse anesthetists (CRNAs), these candidates won’t go through a lengthy application process with a lot of manual data entry. NorthStar also faced higher expectations from candidates as the cost for talent continued to increase (CRNA salaries jumped an average of four percent in the last year alone). As education requirements for these roles become more stringent and a wave of baby-boomer retirements looms around the corner, NorthStar’s supply of available talent started to seriously slow down.
Included at no additional cost with its human capital management (HCM) software, NorthStar was utilizing Workday’s applicant tracking system (ATS) for recruitment. However, the recruiting team was still manually maintaining spreadsheets due to the system’s inadequacies and lack of integration capabilities.
“Pulling data out of Workday was so difficult that we just could not get anything we needed in any useful format,” said Tony Blake, NorthStar’s former chief people officer. NorthStar’s recruiting team became bogged down by counterproductivity when certain features were not meeting their unique recruitment needs. “Workday told us it could parse resumes, but that was not the case,” said Jade Vardeman, director of clinical recruitment. “Ninety percent of our resumes were recruiter-loaded. Workday parses only for candidates applying through the portal,” added Vardeman.
Reporting & Analytics, Compliance
The inability to:
- Create the reports that were most needed (candidate workflows, year-to-date (YTD) hires by site or by recruiter, recruiter activity) or repair errors with existing reports.
- Change a manager on a job requisition, resulting in the wrong manager receiving sensitive I-9-related tasks and information. .
- Pull one comprehensive list of archived and inactive candidates, in order to know when they were moved into each stage or dispositioned out. .
The inability to:
- Configure or edit the sort order of candidate search results, a critical function for enterprise recruitment. .
- Track candidate communication on a profile and easily review notes for collaboration. .
- Enter notes on active employees seeking transfer. .
Passive/Proactive Sourcing & Recruiting, Candidate Experience
The inability to:
- Recognize duplicate candidates unless the candidate had applied for a specific job, which is uncommon in proactive pipelining. .
- Tag candidates for their skills or interests. .
- Utilize email templates for event follow-up or mass recruitment marketing efforts. .
- Promote or share the referral program with active employees. .
NorthStar began to feel the need for a solution that could help it scale for the future. NorthStar initially considered remaining full suite with Workday, but quickly realized doing so would continue to negatively impact its bottom line. The leadership team wanted to keep Workday for core HCM processes, but needed a dedicated recruitment platform that could support its complex hiring needs while providing an exceptional candidate experience. Ultimately, the decision came down to iCIMS and Jobvite. “In comparing iCIMS to Jobvite, we liked iCIMS’ functionality better, and felt more comfortable with the company’s stability,” said Blake. Several of NorthStar’s current employees, who had previously partnered with iCIMS in the past, voiced their appreciation of iCIMS’ great support and service, confirming that iCIMS delivered on its commitments without overselling. Aside from learning that iCIMS could seamlessly integrate with Workday for core HCM and payroll, NorthStar was impressed to discover that four of its largest competitors were also using iCIMS’ technology.
50% INCREASE IN POSITIONS FILLED PER MONTH
40% DECREASE IN PHYSICIAN- VACANCY RATE
2+ HOURS OF PRODUCTIVITY GAINED PER DAY, PER RECRUITER
How iCIMS Helped
After moving to iCIMS, NorthStar is able to provide its specialized candidates with a high-touch, personalized experience, while leveraging automation for scale.
“We chose a – really, the – best-of-breed recruiting platform to maximize the quality and functionality of the experience and minimize the wasted motion for all users – recruiters, candidates and hiring managers,” said Blake. Since most key candidate data is derived from in-depth phone discussions, NorthStar’s recruiters depend on the ability to effectively enter data into.
In just a four-month period since going live with iCIMS, NorthStar’s recruiting team has gained tremendous traction within their organization from their analytics-driven operations team and sometimes-skeptical board members, who previously looked at recruiting as the root of the organization’s woes. After just one presentation showcasing the latest results with iCIMS, one of NorthStar’s founders made a point of thanking the recruiting team for being the highlight of the board meeting. With iCIMS, NorthStar’s recruiting team has received expansive understanding and appreciation for what they do throughout the organization. “Any previous doubt we received has been eliminated since partnering with iCIMS – it has been all appreciation, to the extent where our team was even invited out to their first-ever appreciation lunch!” said Lindsey McMullen, clinical recruiter.
Since NorthStar’s operations team is dependent on the recruiting team’s data, having it quickly and easily accessible through iCIMS has eliminated the hours previously spent trying to manually pull information and cobble it together with Workday. Not only has this resulted in time saved, but it has also provided more visibility across the business, which enables NorthStar to make better business decisions. “The operations team now recognizes the value our team is adding. We are able to produce more timely position-filled reports and pipeline status reports, allowing us to talk to specific scenarios, such as how many candidates were contacted for a specific job, all of which we were previously unable to access in Workday,” said McMullen. The ability to use all of this data to help educate other teams throughout the business, in addition to the credibility gained through using iCIMS’ software, has been a game changer.
iCIMS serves as NorthStar’s centralized recruitment hub while integrating with Workday for core HCM processes. This integration has allowed NorthStar to improve the quality of new-hire data by giving the HR team the ability to audit and verify it. “The quality of our new-hire data was less than stellar when recruiting solely in Workday. Candidate data that became new-hire data didn’t meet the ‘perfect’ HR standard. Now it does,” stated Blake.
NorthStar is eager to continue to grow with iCIMS and has added the iCIMS candidate relationship management product, Connect, to help build a stronger candidate pipeline and support the relaunch of its employee referral program. With the proactive nurturing capabilities of iCIMS Connect, NorthStar can stay in contact with more passive candidates, solving its previous pipeline problem.
Not only has NorthStar eliminated manual processes and benefited from impressive recruitment results, but the recruiting team is also enjoying themselves in the process. “With iCIMS, fills per month have increased by 50 percent. Honestly, we’re having a lot of fun with it,” said Tessa Guevara, regional director of CRNA services. Now that the recruiting team is able to effectively utilize a recruitment platform that fits their specific needs and solves their talent acquisition complexities, NorthStar is confident that iCIMS will help it continue to provide an exceptional candidate experience while keeping its pipeline filled with top talent.
“With iCIMS, fills per month have increased by 50 percent. Honestly, we’re having a lot of fun with it.”