What recruitment challenges do companies face?

Multiple facilities/jobs nationwide

• Following Federal/State regulations
  • FCRA (15 states have own FCRA rules)
  • Ban the Box (30 states with some ban type)
  • State-level healthcare regulations
• Consistency in policies & hiring practices
• HR partner oversight of applicant status
• Recruiter involvement and access to results

Multiple and different job positions

• Up to date job descriptions
• Well-defined qualifications (e.g., physical requirements)
• Job postings and application are consistent with job descriptions and qualifications
• Correct checks conducted for each position

Screening requirements

• Pre-hire background checks vs. annual checks
• Drug testing, Immunizations & Physicals/Shots for some positions
• Disqualifying offenses in healthcare
• Understanding hiring laws as they relate to criminal procedure law and penal law (convictions vs. arrests)

Dealing with employee turnover

• Worker’s Comp claims
• Coverage for lost employee (e.g. licensed professionals)
• Other legal issues (negligent hiring, unemployment)
• Must kick-start recruitment process & find applicants, conduct interviews and make the job offer
• Need consent form and FAST screening (BGC, DT, Physical/Shots)

Screening process challenges

• Missing data on job application results in excessive calls/emails and huge delays
  • Name at time of graduation
  • Name and address of GED school
  • Employer addresses & dates of employment
  • Direct or agency employment

• Obtaining a signed release form under FCRA
  • Some educational and financial institutions need a wet signature to release data
  • Delays BGC process by 2 days

Coordination of Drug Testing & Physicals

• No single vendor with all 3 offerings
• Need large, nationwide clinic networks
• DT clinics do not offer physicals; need separate networks
• Timing of ordering (after BGC is completed)
• Scheduling of applicants
• Timeliness of results
• Easy access to results and reporting