Big data is more than just a buzzword, and the HR team at Correct Care Solutions, the nation’s premier correctional health care management company, knows it. CareerBuilder interviewed Scott Pustizzi, senior vice president of human resources at CCS, to learn more about why the organization invested in CareerBuilder’s Big Data Analytics Suite, or BDAS, to help strengthen their recruitment strategy.
CB: Tell us a little about your history and current partnership with CareerBuilder.
SP: I have successfully partnered with CareerBuilder over the past several years to develop and enhance an employment brand as well as a diversified presence online. CareerBuilder has become a valuable source in connecting qualified candidates to our open jobs.
A significant percentage of our placements are sourced through CareerBuilder, and our Talent Network continues to grow at a fast pace. The Talent Network allows us to keep candidates engaged with our opportunities across our system. Supply & Demand reporting has been a valuable tool in our labor pricing for our proposals when we go into new markets.
CB: Why did your organization decide to invest in BDAS?
SP: Workforce analytics is so important in our business. CCS is a private provider of public health care services to the government sector, and our staffing decisions are constantly under a microscope. CCS is usually contracted out by state, county or municipal governmental agencies to manage various correctional health care services within a unit of a prison or jail or within secure hospital settings. As a steward of taxpayer dollars, CCS must show efficient and effective staffing plans that are established to provide quality patient care.
BDAS will provide CCS with timely metrics associated with the talent acquisition process, as well as in-depth statistics on recruiter efficiencies, measures of success with candidate sources and return on investment information for managing a diversified recruitment plan.
CB: How are you planning on rolling BDAS out to your HR/talent acquisition team?
SP: BDAS will be a valuable tool for managing the talent acquisition team and telling our story to the senior leadership team. Along with job distribution, BDAS will be part of the recruiter’s day-to-day responsibility. Productivity metrics will allow our mangers to work closely with each recruiter to ensure that appropriate transactions and interactions occur daily. The recruitment team communicates with our hiring managers several times each day. It is important for them to convey activities associated with their critical openings and to give them a sense of ease that there is meaningful activity associated with the open position.
CB: Once implemented, what impact do you hope BDAS will have on your organization’s recruitment strategy?
SP: Staffing is a primary component of our overall business. Clients come to us to resolve their challenges as it relates to the management of their health care operations. It is important to have the right people in the right position at the right time.
BDAS will help us achieve this and will further strengthen our value proposition to our clients. CCS will continue to grow at a substantial rate if we are able to retain current clients and continue to acquire new clients. BDAS will also be valuable to our business development team in showing prospective clients the activities associated with talent acquisition and CCS’ ability to do it better than its competitors and, in most cases, the clients themselves.
CB: When previously discussing BDAS, you said that you had “foresight and vision about what this means to the organization;” can you expand upon that comment?
SP: As I mentioned above, I truly feel that BDAS will end up being a valuable tool throughout the organization at all levels and not just within talent acquisition. CCS is a public health care provider and competes for talent across all disciplines of providers. Our business can’t succeed if we are not acquiring qualified talent across the system in the most efficient manner. BDAS will help us drive day-to-day decisions on the best sources for talent and allocating resources to the most productive people searching for that talent.
BDAS will not only be prevalent in reports, but also in real time via television monitors displayed proudly on the walls within the recruitment department. Touch screen monitors will be available for hiring managers, executives and clients touring the facility to pull up real-time information and candidate data within seconds.