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    • Staffing & Recruitment Overview
    • Staffing & Recruitment Process
    • Academia Recruitment Process
    •        Scale & Scope of Services
    • Recruitment Process Management
    •        Recruitment Scope & Size
    •        Candidate Research
    •        Candidate Tracking System
    •        Contract Staffing
    •        Project Staffing
    •        Interim Recruitment Support
    •        Back-end Recruitment Support
    •        Permanent Recruitment
    •        Hiring Matrix 1
    •        Hiring Matrix 2
    • Workforce Management
    •        Recruiter Training
    •        Employee Retention

    Staffing & Recruitment Overview

    Humanus offers several different options to assist with academic- and healthcare-based candidate sourcing, hiring, recruitment, and back-end support. Each of our processes are tailored to meet the needs of our partner since each of our engagements is unique.


     

    Humanus can help.

    We provide a full range of services which includes everything from contract staffing to supplemental staffing, as well as Full-Time Equivalent (FTE) hiring solutions. Our methodology centers on the quality not quantity of applicants, in turn reducing internal labor efforts while promoting quick and efficient recruitment, staffing, and hiring.

    Staffing & Recruitment Process

    Quality Assurance, Efficiency & Effectiveness, Intelligence — These are the cornerstones of Humanus’ rigorous Staffing & Recruitment Process.  Throughout the entire Staffing & Recruitment Process, we think and work beyond the idea of simple “hiring,”  as we recruit and staff with the purpose of retaining our highly qualified professionals. 

    We spend a great deal of time and energy learning and understanding every facet of our partners. Our goal is to seamlessly integrate our RPO team as an extension of your company. During the recruitment process,  we ensure that there are no detectable differences between employees of our partners and the Humanus team.  In order for this to be achieved, we invest our time early on, meeting with all of our partners’ key players in order to fully understand both the exact background requirements and preferred the behavioral qualities of candidates, as well as any other standards which candidates should meet.

    Through years of recruitment, we have come to realize individuals who make a move purely for financial reasons generally have extremely low retention rates. Therefore, we seek candidates who are focused  on the quality of the position and the prospect of long-term growth, rather than individuals who are motivated by financial incentive of any “job.”

    All Staffing & Recruitment processes are not equal.

    Through educating candidates about our partners and the available positions with our partners, rather than trying to force an inexact fit, Humanus finds that retention and overall employee satisfaction significantly increases. Humanus believes that it is our obligation and duty to represent both ourselves and our partners in the absolute highest regard. Therefore, unlike many recruitment companies which tend to “sell” candidates a position, our objective is not to simply fill a position. Our partners desire professionals who are not only qualified, but also the “right” professionals for the job — and that is exactly what Humanus strives to deliver.

    We view the recruitment process as a virtual assembly line and breakdown each component into very specific functions, attended to by designated teams. For example, we have teams dedicated purely to candidate and marketplace research, teams committed to reference-checking and clearances, and teams responsible for the verification of certifications and qualifications. Our philosophy around this tactic is to ensure that the various teams involved within the recruitment process remain focused, attentive, and not distracted by other functions in the recruitment process. Ultimately, our goal is to build a recruitment process tailored to fit the standards and requirements of our partners, in which there is accountability and ownership present throughout every step.

    Academia Recruitment Process

    Vacancy and Permanent Hiring Management Services

    Humanus proudly offers a permanent hiring solution (RPO) specifically tailored for K-12 schools. As one the largest providers of special education professionals in the United States, we are uniquely positioned to assist schools with reducing contract labor costs and managing vacancies within their special education departments.

    What does Recruitment Process Outsourcing mean to a school system? In short, it’s a recruitment service where Humanus becomes a hiring partner or extension of the district to assist with short and long-term permanent hiring staffing needs. For the duration of the partnership, Humanus assists the district’s human resources department with managing labor costs and vacancies.

    Our colleagues becomes an extension of your existing HR department. We understand the resource limitations school hiring departments face — limits on hiring additional recruitment staff, marketing and advertising budgets, applicant tracking systems, on-boarding personnel, proactive (passive) candidate sourcing, etc. Humanus has the resources and expertise to ensure your students always have the professionals and resources required for their educations.

    Traditional Special Education Department Positions

    Below is a list of positions that Humanus commonly manages through our RPO and traditional staffing processes.  We are able to deliver our services for both full and part-time needs.

    Special Education Teachers (SPED) Speech/Language Pathologists (SLP)
    Occupational Therapists (OT) Physical Therapists (PT)
    Speech/Language Pathology Asst (SLPA) Teachers of the Visually Impaired (TOVI)
    Physical Therapy Assistants (PTA) Certified Occupational Therapy Asst (COTA)
    Teachers of the Hearing Impaired (TOHI) Audiologist (AUD)
    American Sign Lang. (ASL) Interpreter Behavioral Specialist Consultants (BSC)
    ABA Therapists School Psychologists (PSY)
    School Counselors Social Workers
    Personal Care Assistants (PCA) Therapeutic Support Staff (TSS)
    School Nurses (RN/BSN) License Practical Nurse (LPN)
    Certified Nursing Assistant (CNA) Academic Tutors

     

    Benefits to Schools

    – Cost reduction of contract labor – Increased resume database repository
    – Significant long-term cost savings impact – Greater control over hiring process
    – Dedicated Humanus resources – Increased employee retention
    – Flexibility – Long or short-term services – Seamless recruitment team integration
    – Consistent staffing levels – Scalable hiring models
    – Continuous vacancy mgt. and monitoring – Competitive market analysis
    – Passive candidate sourcing

     

     

    Scale & Scope of RPO Services

    Humanus offers an array of hiring and management services, all of which can be scaled to meet the requirements of your school/district. We have the resources to monitor your current contract labor costs and develop plans to migrate those positions from contract labor to full-time-equivalent school personnel. The complete compliment of our hiring services will ensure consistent and cost-effective staffing. Some of the services we offer through our outsourced management platform include:

    Consultation – Evaluation and Implementation of:

    • Current Hiring Process
    • Cost Analysis of Cost-Per-Hire
    • Time-to-Fill and Interview to Acceptance process
    • Resume Quality Control and Candidate Selection
    • Recruitment sourcing strategies
    • Candidate On-Boarding Process
    • Applicant Tracking System
    • Application process (manual and electronic)
    • Interview Tracking and Management
    • Candidate Employment Offer Control
    • Current Internal and External Candidate Marketing Strategies
    • Hiring managers and Interview Process

    Recruitment Process Management

    • Sourcing, Screening and Project Based services included
    • Training for Realignment
    • Employer Brand Management
    • Interview and Job Description Standardization
    • Onboarding and Process Design
    • Requisition/Resume Management
    • Open House/Job Fairs
    • Ad Response Management
    • Applicant Tracking System (optional)

    Sourcing and Screening

    • Candidate Lead Generation
    • Candidate Resume Quality Control
    • Identification and Research of Candidate Sources
    • Dedicated Project Sourcing Team

    Project Based Recruitment

    • Dedicated and exclusive project team
    • Sourcing inclusive
    • Full-Cycle Recruitment
    • Candidate On-Boarding Process
    • Personal Interviewing (optional)
    • On/Off-Site Recruitment Staff (optional)
    • Candidate Open House Management
    • Reference Checking
    • Candidate Employment Offer Control

    Optional Services

    • Retained hiring teams
    • On or off-site
    • Background checking, testing and quality assurance
    • Retention program management
    • Onboarding assistance and management
    • Back-end recruitment support
    • Candidate sourcing

     

    Cost Model

    Projecting cost for recruitment process outsourcing can greatly vary depending on the scale and scope of services required. Before we can determine actual costs, we would first need to gather a complete understanding of the timeline, what services are needed, a full understanding of the current challenges, hiring and cost savings objectives, and other details.

    Typically, a conference call with key personnel from the district will help us gather the necessary information, and then we will be able provide a complete cost model.

    Please feel free to call 1.877.630.4010 or complete our contact form online.

    Recruitment Process Management

    Humanus is a leading expert in Recruitment Process Management (RPM). Over the years, we have learned that hiring the right core talent efficiently and effectively requires tremendous forethought and planning prior to the initiation of any recruitment process. Humanus is a process-intense company, and much of our success is due to our ability to accurately map out every detail of the recruitment process, from beginning to end to the foreseeable future needs of our partners.

    RPM Components

    An RPM engagement is enormously beneficial to Humanus’ partners — the most significant advantage being cost reduction. The savings experienced by many of our partners comes in multiple areas, but the most obvious is labor cost reduction. Hidden within that and the various other benefits of an RPM engagement is the reduction of the time in which a position is filled. Typically, the longer a position is vacant, the more the cost of the vacancy increases. But, with our RPM strategies, the length of that vacancy is significantly shortened.

    One size does not fit all.

    Humanus sees unfilled positions as a cost to our partners, our academic partners’ students, and our healthcare partners’ patients. Therefore, we carefully manage and prioritize these open positions. The challenges which most of our partners face when recruiting and staffing are the internal barriers, in addition to the actual sourcing, screening, interviewing, and final selection/job-offer process. We work with our partners team to streamline this process and remove any internal barriers — all while maintaining quality recruitment.

    We evaluate what is realistic with regard to timelines and deliverables, and have an excellent record of successfully completing large-scale recruitment projects within strict timeframes. However, not all outsourced recruitment projects are equal. Depending on the level of difficulty and natural limitations of any marketplace, the time in which delivery is possible will greatly depend on multiple market-based fluctuations. During the evaluation phase of the recruitment process, Humanus will first research the market before determining timeline feasibility, so as to ensure an efficient and effective completion of our partners’ recruitment projects.

    In the end, regardless of how much pre-planning is done and research is compiled, the measure of success  comes down to the quality of the candidates and the retention of those actually hired. In Humanus’ approach to owning every detail of the Recruitment Process Management (RPM) model and emphasized need to work directly with our partners, we are able to determine and achieve a measurable outcome.

    Recruitment Scope & Size

    As a national provider of academic and healthcare professionals and services, Humanus is more than capable of taking on recruitment and staffing engagements ranging in size from one to 500-or-more hires. We carefully evaluate candidate-marketplace feasibility in order to ensure accurate project timelines without compromising  candidate-quality and the overall efficiency and effectiveness of the recruitment process.

    While each and every recruitment project is unique, the fundamental recruitment and staffing process and infrastructure of the process remains consistent amongst the varying recruitment projects. The ability to efficiently and effectively deliver quality candidates greatly depends upon the requirements of the positions that need to be filled and the necessary qualifications of potential candidates. Establishing realistic expectations and milestones prior to the initiation of any recruitment project is an essential element for success.

    Candidate Research

    What is candidate market research? It is the evaluation of a given market or markets to determine the approximate number of potential candidates that meet general or specific recruitment criteria. This area of research allows Humanus to select the best professionals to meet the needs of our partners.

    Additionally, through our market research, Humanus is able to determine the points of differentiation between our partners and their competition. Do you know what your competition is doing? How much they pay based on specialty, shift, experience/education? These and many other data points can be ascertained through our market research.

    Furthermore, a significant benefit utilizing Humanus to perform this research is our ability to exercise discretion. Our partners and their information remain remain confidential throughout the research process.

    Benefits of Candidate Research:

    Candidate identification

    Background Checking

    Reduced cost-per-hire

    Increased hiring timelines

    Competitive marketplace analytics

    Targeted passive and active recruitment

    Predictable hiring analytics

    Recruitment pre-planning

    Determine time-to-fill and staffing ratios

    Applicant messaging for marketing plans

    Candidate Tracking System

    There are a great many excellent Applicant Tracking Systems on the market for purchase or lease. Do you know which one to pick? Do you have the time and internal resources to evaluate each of these products and determine which one will work best within your organization? Do you have an experienced internal project manager who can work with the vendor to ensure all Service Level Agreements (SLA’s) are met with ease?

    What if you had an impartial, third-party help figure this out? These systems are overwhelming, to say the least, and have many “bells and whistles” that you may find unnecessary. Over the years, our team has designed and implemented a number of Applicant Tracking Systems. We know what questions to ask, what to look for, what is fair pricing, and the dangers of making the wrong choice. Humanus can provide you with experts who understand the complexity of these systems and become your internal project managers through the evaluation, planning, implementation, and roll-out phases.

    Additionally, Humanus has developed our own proprietary candidate management repository with the single purpose of identifying and managing an extensive and expanding network of dedicated professionals. This Candidate Tracking System grants us the ability to search for applicants according to requested work locations, even allowing us to narrow our search to applicants located within a one-mile radius of a requested work location. Candidates are entered into our database based upon their qualifications and Humanus’ determination that they are capable of providing the levels of service which our partners’ students and patients deserve.

    With both of these options available to our partners, you are able to choose whichever method best suits your needs.

    Contract Staffing

    Humanus has established a significant and ever-expanding network of professionals who serve both the academic community and healthcare industry. We are able to provide staffing support in multiple academic disciplines that and areas of healthcare. We encourage you to contact us to see if we are able to support your needs.

    Contract Solutions

    Contract Staffing Advantages:

    Humanus Expertise: We send you experts who have the experience you need — you get the expertise where you need it immediately.

    Temp to Hire: Evaluate talent for a permanent position open in your company.

    Reduced Risk & Overhead: Contract employees are a recyclable workforce. Not only do you forego the expense of hiring, but your cost is variable rather than fixed.

    No Payroll or Payroll Burden Expense: As employer of record, we handle all payroll functions and pay all burdens, including payroll taxes, as well as professional and general liability insurance, workers compensation and unemployment benefits.

    Contract Benefits:

    Critical Project Need: You have critical business project or challenge that requires additional expertise or headcount.

    Interim Staffing: You are looking for a full-time permanent employee but need someone to cover the gap in the interim.

    Temp: You have a need for a temp employee to cover for an absence or leave.

    Head Count: You are under a head count and budget restraint, but you still need workers to complete a specific goal.

    Flexible Workforce: Your business is cyclical and requires a flexible workforce.

    Payroll an Internal Candidate: You have internally located a candidate and would like time to evaluate their skills before extending a permanent position.

    Convert 1099: You need to convert 1099 independent contractors to W-2 employees due the IRS.

    Retired Employees: You need to bring retired workers back to work for a specific project.

    Project Staffing

    Project Staffing is a core contract recruitment service enhanced with additional features and  addresses the specific issues most important to our clients. We provide a cost-effective solution, in a fast time frame, accounting for maximum flexibility, while allowing our client to maintain control of the project.

     

    Ideal for …

    Project Staffing is ideal for clients who are seeking short-term assistance to hire a small (under 100) group of employees. Perhaps your existing team finds itself stretched too thin and cannot take on any additional demands, or your organization does not want to hire an internal team to do the hiring. We will work with you to find the right solution and accomplish your hiring goal.

    During a Project Staffing engagement, Humanus will be responsible for the defined hiring target from beginning to end. Once the positions and requirements are defined by our partners, we will manage the selection, screening, interviewing, testing (where applicable), internal processes, offer -making, and on-boarding processes. Project Staffing is a turnkey hiring solution.

    Establishing a Project:

    Establishing a project can be complex, but we make it easy and efficient for you. What we look for to establish a well-oiled project includes:

    Defined scope of hires and requirements

    Management team is aligned with goals and objectives

    Ability of leadership team to interview and process candidates

    Internal support for Humanus with dedicated point-of-contact

    Benefits of Project Staffing:

    Cost-effectiveness via blended and/or discounted rates

    A highly skilled, scalable project team

    All applicants during project will become yours

    Flexibility to use a Humanus client project manager

    Quality control through a one vendor approach

    Faster turnaround time

    Consolidated reports and billing

    Interim Recruitment Support

    Humanus offers a flexible staffing solution for our partners when they need to temporarily increase their recruitment team’s staffing ability and output.

    We have highly trained staffing experts who will work exclusively on behalf of your organization, as a seamless representative for both short- and long-term engagements. In many cases, we are able to utilize our data resources and infrastructure to assist with the workload. To help keep costs at a minimum, we may be able to support you remotely versus having the team on-site.

    Recruitment Support

    We are able to provide the following Interim Recruitment support:

    Interim Director of Recruitment

    Interim Recruiters (on- and off-site)

    Interim Back-end sourcing (on- and off-site)

    Interim Administrative Support (on- and off-site)

    Back-end Recruitment Support

    Candidate Sourcing

    Candidate sourcing is a compliment supporting service for complete recruitment functions. Many of our partners have the resources to provide the screening and recruitment functions of recruiting and staffing, yet lack in back-end sourcing support. Sourcing for qualified candidates is ranked as one of the most labor intensive functions of recruitment; therefore, we can provide this service as an augmentation to any existing recruitment process.

    Many employers rely heavily on posting ads with job-boards and internal postings to drive applicant flow. However, the organization becomes dependent on the active candidate market and misses a significant majority of passive job-seekers.

    Our objective is focus on both the active and passive candidate marketplace. Passive job-seekers are typically harder to source however tend to have longer retention rate than active job-seekers. We deploy both modern and classic recruitment skills to identify and source these candidates.

    Typically, we offer our back-end sourcing support as a contract service for both long- and short-term engagements, which usually range from sixty days to a year.

    We offer several levels of back-end sourcing support that include:

    Candidate identification

    Screening

    Position qualification

    Candidate data aggregation

    Full-outsource of all back-end support functions

    Administrative Support

    Either as a standalone service or in conjunction with another support function, Humanus is able to provide administrative recruitment support. Humanus will dedicate a team according to the size of your needs to help support many of the administrative functions to support your hiring needs.

    Our Humanus team will be focused solely on your organization for the duration of the needs. We can help for as little as a month or ongoing for years. Our team members are highly trained recruitment professionals who have a great deal of experience supporting recruitment functions.

     

    There are a number of areas in which our experts can support your recruitment function.

    Applicant Sourcing through job-boards

    Monitoring of applicant quality control

    Managing and aggregation of candidate data sources

    Managing applicant marketing campaigns

    Reference checking

    Job posting and management

    Aggregation of call accounting administration

    Managing recruitment campaigns

    Metric reporting through ATS

    Developing marketing material for applicants

    General/Applicant data entry

    Monitoring and coordination of trade shows

    Permanent Recruitment

    In addition to our contract and recruitment support services, Humanus offers the option of traditional, full-time recruitment. We have a team of highly trained recruiters who specialize in permanent placement recruitment.

    We offer a wide range of academic community and healthcare industry positions and levels from which we are able to recruit. From an executive level positions to traditional entry-level positions, Humanus will have an option that will fit you. Most of our searches are performed as a retained search. We dedicate our recruiters to your search until the search is completed.

    Prior to any search, our team will meet with our partners (preferably in-person) to uncover the depth and importance of their requirements, learn as much about our partners’ culture as possible, and create realistic and deliverable timelines in which to have the position(s) filled.

    Our goal is to source and identify applicants who meet 90% of your requirements as quickly as possible. We find that the longer a position remains unfilled, the higher the cost to your organization. Therefore speed and accuracy are some of the cornerstones of our approach.

    Confidentiality

    We use industry-accepted standards to conduct our searches with the utmost confidentiality. Depending upon the type of search we are conducting, we do not disclose the identities of our partners until we have identified candidates who meet the requirements.

    We are experts at confidential searches. We have successfully conducted hiring projects in which we were unable to disclose the employer’s name, even during the face-to-face interview process. They are tricky to perform but can be done successfully with the right team managing the process. We take our partnerships and responsibilities seriously and want to provide a highly successful outcome.

    Here is our privacy policy to give you a better perspective of our commitment.

    Recruitment Process Outsourcing

     

    Project-Based Hiring
    Candidate Sourcing
    Contract/Temp Staffing
    Hires Guaranteed*
    X
    Guaranteed Number of Submits
    X
    X
    X
    Guaranteed Quality Assurance of Submits
    X
    X
    X
    X
    Min project duration
    3 Mos
    3 Mos
    2 Mos
    N/A
    Pricing
    Variable/Fixed
    Variable / Fixed
    Fixed
    Market Rates
    Hiring Minimum
    10 Hires
    5 Hires
    TBD
    3-5 Hires
    Consulting — Evaluation and Implementation of:
    Current Hiring Process
    X
    Cost Analysis of Cost-Per-Hire
    X
    Time-to-Fill and Interview to Acceptance process
    X
    Resume Quality Control and Candidate Selection
    X
    Recruitment sourcing strategies
    X
    Candidate On-Boarding Process
    X
    Applicant Tracking System
    X
    Application process (manual and electronic)
    X
    Interview Tracking and Management
    X
    Candidate Employment Offer Control
    X
    Current Internal and External Candidate Marketing Strategies
    X
    Hiring managers and Interview Process
    X
    Sourcing / Screening
    Candidate Lead Generation
    X
    X
    X
    Candidate Resume Quality Control
    X
    X
    X
    Identification and Research of Candidate Sources
    X
    X
    X
    Dedicated Project Sourcing Team
    X
    X
    X
    Project Based Recruitment
    Dedicated and exclusive project team
    X
    X
    X
    Sourcing inclusive
    X
    X
    X
    Full-Cycle Recruitment
    X
    X
    X
    Candidate On-Boarding Process
    X
    X
    X
    Personal Interviewing (optional)
    X
    X
    X
    On/Off-Site Recruitment Staff (optional)
    X
    X
    X
    Candidate Open House Management
    X
    X
    X
    Reference Checking
    X
    X
    X
    Candidate Employment Offer Control
    X
    X
    X
    Recruitment Process Outsourcing
    Sourcing, Screening and Project Based services included
    X
    Training for Realignment
    X
    Employer Brand Management
    X
    Interview and Job Description Standardization
    X
    Onboarding and Process Design
    X
    Requisition/Resume Management
    X
    Open House/Job Fairs
    X
    Ad Response Management
    X
    Applicant Tracking System (optional)
    X
    Contract/Temp Staffing
    Outsource Labor Accounting
    X
    Elimination of Payroll Tax Issues
    X
    Reduce Benefit Administration
    X
    Reduction in Unemployment Exposure
    X
    Reduction in Worker’s Compensation
    X
    Suppression of Permanent Staffing Levels
    X
    Tighter Budget Controls
    X
    Retained and Executive Hiring
    Contract / On-Site Recruitment Staff
    Hiring and Process Consulting
    Hires Guaranteed*
    TBD
    Guaranteed Number of Submits
    X
    TBD
    Guaranteed Quality Assurance of Submits
    X
    X
    Min project duration
    N/A
    2 Mos
    TBD
    Pricing
    Fixed Fee
    Fixed Rate
    TBD
    Hiring Minimum
    1 Hire
    TBD
    N/A
    Consulting — Evaluation and Implementation of:
    Current Hiring Process
    X
    Cost Analysis of Cost-Per-Hire
    X
    Time-to-Fill and Interview to Acceptance process
    X
    X
    Resume Quality Control and Candidate Selection
    X
    X
    Recruitment sourcing strategies
    X
    Candidate On-Boarding Process
    X
    Applicant Tracking System
    X
    Application process (manual and electronic)
    X
    X
    Interview Tracking and Management
    X
    X
    Candidate Employment Offer Control
    X
    X
    Current Internal and External Candidate Marketing Strategies
    X
    Hiring managers and Interview Process
    X
    Sourcing/Screening
    Candidate Lead Generation
    X
    X
    Candidate Resume Quality Control
    X
    X
    Identification and Research of Candidate Sources
    X
    X
    Dedicated Project Sourcing Team
    X
    X
    Project-Based Recruitment
    Dedicated and exclusive project team
    X
    X
    Sourcing inclusive
    X
    X
    Full-Cycle Recruitment
    X
    X
    Candidate On-Boarding Process
    X
    X
    Personal Interviewing (optional)
    X
    X
    On/Off-Site Recruitment Staff (optional)
    N/A
    X
    Candidate Open House Management
    N/A
    X
    Reference Checking
    X
    X
    Candidate Employment Offer Control
    X
    X
    Recruitment Process Outsourcing
    Sourcing, Screening, and Project-Based services included
    Training for Realignment
    Employer Brand Management
    Interview and Job Description Standardization
    On-boarding and Process Design
    Requisition/Resume Management
    X
    Open House/Job Fairs
    X
    Ad Response Management
    X
    Applicant Tracking System (optional)
    X
    Contract/Temp Staffing
    Outsource Labor Accounting
    Elimination of Payroll Tax Issues
    Reduce Benefit Administration
    Reduction in Unemployment Exposure
    Reduction in Worker’s Compensation
    Suppression of Permanent Staffing Levels
    Tighter Budget Controls

    Workforce Management

    We provide detailed evaluations of critical functions within healthcare to produce meaningful and measureable outcomes that are evidence-based and focused.

    We call these evaluations “Audits.”

    All of our audits include detailed implementation plans, change management plans, unlimited implementation support, as well as a written guarantee for the promised return value.

    Labor Utilization Audit™

    The Labor Utilization Audit™ is a service offering designed to allow an adult acute hospital to identify areas of labor waste/redundancy that can be eliminated without creating a derogatory impact on staff.

    The goal of the audit is to move away from examining, “how many people are being paid” in favor of, “how they are being paid and for what work”. Successful outcomes derive from lowering the cost-per-hour of labor and overall labor need rather than from attacking people or programs.

    Areas of Audit Focus

    During the Labor Utilization Audit™, we examine nine different areas of labor performance:

    The level of Productivity

    The impact of key processes on labor utilization

    The effectiveness of scheduling practices

    Staffing Levels/Staff availability

    The use of Premium Pay

    The flexibility & portability of the workforce

    The cause of delays in care & avoidable days

    The impact of policies on labor availability/waste

    The impact of time-off and leave management on labor availability

    Labor Utilization Audit™ Methodology

    The Labor Utilization Audit™ gathers 3 kinds of data encompassing over 1500 distinct data-points:

    Quantitative data (through online data requests)

    Qualitative data (through onsite interviews)

    Statistically driven data (through 5 online surveys)

    We then compare all the datasets to differentiate between correlations and root causes. We only report back on issues that have a minimum of 3 points of data redundancy. This eliminates, “chasing after cultural ghosts” and saves time in implementation.

    How it works

    We follow the philosophy of, “Staying in the game” with customers. We build detailed implementation plans based on our assessment of your organizations change readiness and current systems. We create a customized roadmap built from lessons learned during implementations in over 150 other facilities. We charge a minimal 1 time fee for implementation and continue to work with a customer for a period of up to 12 months to ensure the success of both firms (although standard implementation time is 90 days).

    Audit Timeline

    A standard Labor Utilization Audit™ requires 7-9 weeks:

    2-3 weeks for initial payroll data exchange

    Followed by 1 day onsite to perform interviews, introduce the data portal and launch surveys

    The survey period typically requires 3 weeks

    Followed by 10 days of off-site analytics

    A “preview call” is scheduled for 4 weeks after the onsite day

    A final presentation of findings & introduction to implementation meeting occurs within 2 weeks of the preview call

    Audit Cost

    Pricing for the audit is based upon 3 key factors; Profit status, Faith based status, and GPO affiliation.

    For-profit non-faith-based facilities have the highest pricing and not-for-profit faith-based facilities have the lowest.

    Our pricing philosophy: “We believe that those organizations whose mission requires them to take substantial risks in caring for the least of our society deserve the greatest price sensitivity.

    Recruiter Training

    Many healthcare providers hire individuals who are extremely talented HR professionals however do not have the depth and knowledge to be proficient healthcare recruiters.

    Recruitment is more than sifting through resumes to find the right ‘fit’; it is about being proactive in the marketplace and understanding the dynamics needed to find and retain top-tier talent.

    Humanus can help train your internal healthcare recruiters to become significantly more effective with their recruitment ability. Training can be one-on-one or as a group. Depending on their current level of experience, classes can be as short as week or over several months either on-site or remotely. Investing in their knowledge can have long-term financial rewards for your organization.

    Recruiter Training Modules

    Passive job seeker recruitment

    Candidate sourcing techniques (non-web based)

    Developing recruiting plans

    Developing applicant data sources

    Establishing proper internal recruitment protocols

    Development and tracking of applicants

    Best-practice protocols with legacy applicants

    Establishing hiring workflow

    Managing candidates through the hiring process

    Offer management

    Establishing hiring benchmarks

    Employee Retention

    The cost of employee turnover is extremely high and can have a significant short and long-term impact on any organization. A great deal of effort and resources are utilized for the marketing, branding and ultimately hiring of any organization. People are your greatest asset and our goal is to help you protect your investment and culture.

    There is a direct correlation between employee satisfaction and corporate performance. Many studies have been performed to measure the quantitative cost of employee turnover; however there are many intangible values that can impact the true and actual costs. Some of which are not felt for years through the degradation of employee satisfaction.

    What Impacts Retention

    Employee management (number one factor)

    Communication

    Salary and benefits

    Cultural conditions

    Employee recognition

    Perception of instability

    Personal growth

    Commute

    Do you know what is impacting your retention? Humanus can help you assess which are the greatest areas impacting your employees and build long-term plans to help offset turnover and increase satisfaction.

    Many think that by increasing pay or benefits will dramatically impact turnover, and it does help if other environmental attributes are addressed as well, however long-term planning with measured results will yield the best results.

    Ultimately you need people who are dedicated in a full-time capacity to truly implement and measure the long-term planning. The key is building and managing the plan. We understand all too well that most HR departments are under-resourced to effectively manage such an important undertaking; therefore we can dedicate long-term resources to partner with your team and achieve the desired results.