3. Evaluate, h ire and onboard almost 800 employees of Auburn Regional Medical Center (ARMC) in only three months while managing a heavy workload of “normal” recruiting activity.

4. Without interfering with ARMC operations… – Map and price over 800 ARMC jobs – Post approved jobs, screen applicants, extend offers. – Drug screen and background check every qualified candidate before extending an offer. – Complete benefits enrollment by Sept. 14 to avoid a lapse in coverage. – Complete onboarding before close of sale (Oct. 1). – Provide a positive experience for ARMC employees.

5. Normal volume = 1,250 hires per year (plus 1,400 internal fills) Regular requisition volume higher than normal. Talent Acquisition team downsized in 2011 (1 supervisor, 2 coordinators, 7 recruiters) Demanding internal customers

6. Drive entire process from an acquisition portal: www.welcometomulticare.org

7. Job postings hidden from outside job seekers = no time wasted screening non-ARMC candidates Personalized letters directing ARMC employees to a specific staffing requisition: “Your position will be called _________ and is posted under Job ID #____.” Step-by-step application instructions. Two temporary Employment Coordinators. Pre-determined offer amounts.

8. Create a “Welcome Center” to quickly onboard hundreds of new employees. Partnership of Talent Acquisition, Benefits, Payroll, Employee Health, Lab, IT and Security for: New hire paperwork Benefits information and enrollment Badge photos/badge swipe training Health screening, lab draws and immunizations Two weeks with alternating early starts (6 a.m.) and late closures (7 p.m.)

9. Information and forms available on online. Pre-scheduled one-hour appointments. Advance access to Employee Self Service. Online benefits enrollment portal. Incredible teamwork.

10. – 745 ARMC employees have been hired. – 98.3% of offers were accepted. – 99.5% were onboarded at the Welcome Center. – Regular hiring continued at an accelerated pace (425 hires from June-August 2012 vs. 228 in 2011) – 66 bad hires were avoided through reviews of previous MultiCare employment history (including agency), drug screening and background checking. – Countless hours and $$$ were saved.

11. Kim Giglio Director, Talent Acquisition Programs MultiCare Health System kimberly.giglio@multicare.org kimberly.giglio@multicare.org 253-403-7253 multicarejobs.org