Rocketmat’s AI algorithms helped in the selection and hiring of 150 health professionals to quickly increase the workforce at world-renown healthcare provider, Hospital Israelita Albert Einstein. Leveraging rocketmat’s AI technology, the hospital has taken their typical 30-day hiring cycles down to less than 5 days.
São Paulo, April 13, 2020.
With the outbreak of COVID-19, Hospital Israelita Albert Einstein, one of the top 50 healthcare providers globally, approached rocketmat, an Artificial Intelligence company focused on talent selection and management, with a critical challenge: hiring healthcare professionals in record time. That meant building a methodology in just a few days that could analyze thousands of candidates simultaneously with high accuracy. NewsWeek as one of the 50 best hospitals in the world.
According to the startup’s CEO and co-founder Paulo Nascimento “understanding this was not an ordinary project, and its operational efficiency impact on a process that was completely manual until a few weeks ago, were fundamental to Einstein’s strategy selecting and hiring a large number of candidates in a very short time ”.
Nascimento says that the project kicked off when rocketmat received the first dataset on Friday, March 6th. “With agility and assertiveness – the hallmarks of our work – we could address the hospital’s increased hiring needs”. Rocketmat’s approach was to divide the work teams into system engineering and architecture, data science and developers who could act in synchronized layers of activities in order to start the screening of the first two groups of candidates: nurses and doctors. In less than 30 hours of uninterrupted work, rocketmat released the first test link. Before midnight on Saturday, March 7th, the first candidates were already interacting with a fully digital selection process.
With the algorithms running, the next step was to scale and screen over six thousand applicants already registered for several job openings. The results were processed almost in real-time, so that pre-screened, qualified candidates could move forward to the next stage in the selection process: interviews, also held remotely.
In less than three days, 150 doctors, nurses and healthcare support staff were hired thanks to the speed and accuracy that rocketmat provided to Albert Einstein’s HR department, allowing recruiters to work nonstop. Nascimento also reports the feedback received from Einstein’s management: “this was undoubtedly the quickest process of mass hiring that we ever conducted, a joint effort of our teams with the invaluable support of rocketmat’s technology. We were able to carry out a process that on average took 30 days down to less than five, a total success”.
The work will continue to fill another 1,426 openings such as nurse technicians, registered nurses, physiotherapists and doctors in Albert Einstein’s own network, as well as other healthcare facilities managed or supported by the hospital.
Intelligence that builds trust
Paulo Nascimento says that “the challenge given by Albert Einstein reveals confidence in the work of Rocketmat and in the positive impact that Artificial Intelligence has brought to our daily lives”. Paulo also comments that rocketmat’s AI solution can help many organizations in the health industry, at a time when speed and accuracy in selection processes are fundamental. “We have already implemented our AI solutions at Unimed Belo Horizonte and at Sura Seguros in Colombia, which confirms the credibility of our services and algorithms”.
The challenges never before experienced due to the Covid-19 pandemic, require a country’s health system to take rapid action. One of the main initiatives is the maintenance and expansion of large-scale service in healthcare providers. “It was no different in one of the largest hospitals in Brazil that moved quickly to care for the population that uses the services of Hospital Albert Einstein in São Paulo. From the startup’s point of view, our goal is to contribute, through excellent work, so that families are assisted in their need for a well-advised health service ” says Nascimento.
About Rocketmat
Rocketmat is a robotic process automation startup offering solutions for Human Resources. It was founded in 2017, with its headquarters in Dallas, Texas, and R&D operations in Belo Horizonte, Brazil. The company’s focus is recruitment, selection and talent management through Artificial Intelligence developed entirely in-house.
It takes more than administration and paperwork to attract, build and retain the people you need to consistently deliver successful projects. Empower your managers and employees to own their own careers by investing in their development and help your human resources (HR) team focus improving the employee experience. A variety of self-service features helps you engage your employees and allow them to proactively keep up with certifications, training and other employee development opportunities, while maintaining their own information without intervention from HR. Self-service models are not new, but are more important than ever given current events.
Self-service is the norm for many people now – being able to check their account balances online, sending money through online services, reviewing options for jury duty, or buying movie theater tickets are just some of the many things people can do on their own now. And employees carry this expectation over into their work environment. With this current self-service culture, it is important that you can offer your employees tools internally to empower them and provide a good employee experience. Employees may not want to have to call or email HR to update their address, they’d rather just go and do it themselves.
Not only do employees expect this, but with the current trend to work from home, giving employees this ability is important. And when considered in the face of our current environment where many more employees are working from their home than normal, this is even more crucial. Having the tools at hand to get help on something they are doing when their colleague isn’t in the desk next to them or to make sure they are keeping track of meetings with their manager can help make the transition period easier for everyone.
Another added benefit for you is that enabling employees to access and maintain their own information and development can free up HR from those types of requests and exercises to focus on other things.
By putting the management of personal data in the hands on the employee, you enable them to make updates on their own (while reducing your workload at the same time).
Within Employee Self-Service, or ESS, employees are able to initiate changes to information on their profile based on the permissions you establish. For example, they can submit a change to their address, but not necessarily all pieces of data are visible or editable by the employee. These changes can trigger notifications and/or approvals before the changes go into effect.
Resumes & Job Openings
Employees also have the ability to maintain their resume within the system, making sure you always have up-to-date details for them available if you need resumes as a part of your proposal process. They can also use their resume to apply to internal job opportunities, if something that comes up that is of interest to them.
Employees can view their resume at any time, and if changes are needed, they can make updates to their resume. They also have access to an internal career portal, where they can apply to job posting if they find something of interest to them. Or, if they know someone else who would be a good fit for a job posting, they can refer a friend to that job. Once they’ve referred somewhere, they can check on the status of their referrals at any time.
The solution supports instructor-led, elearning, and read and sign courses, and makes these available to employees in the course catalog. Employees can easily see course details, including prerequisites, competencies/skills gained, and classes offered. From the class listing, they can easily enroll in courses available to them.
As employees take training within the system, it automatically builds their history as a part of their profile. They can download certificates and see the education units gained, aiding in reporting for maintaining certifications.
Certifications can also be tracked in the system. Certificates can be downloaded, and reminders can be sent for expiration dates. Employees have the ability to see these and update at any point in time.
Continuous Feedback
The Deltek Talent Performance solution aids in the scheduling and tracking of continuous feedback. Employees can easily access feedback sessions, including both currently active sessions, as well as past completed sessions.
Employees can setup continuous feedback sessions with a proposed date, purpose, and notes, which their manager can then accept. Comments from both parties can be tracked, including signatures with notes once the session has been held. All recorded sessions are tracked.
Employees are notified of updates to their continuous feedback sessions and can make notes, create new sessions, or review past completed sessions.
Continuous feedback is visible within appraisals as well, giving employees the ability to easily see any sessions that occurred during that appraisal cycle and take comments and feedback into consideration as a part of the performance review as is needed.
Goals
Employees have the tools available to set goals for themselves. This is done with a simple one-step process. They can choose goals from the library, past appraisals, or other employees as a starting point, or create their own goals. This include SMART goal instructions to help make the goal Specific, Measureable, Attainable, Relevant and Time-bound. Goals can be based on a scale, numerical target, percentage complete, complete/incomplete, or with no score for informational purposes.
Employees can access their goals, both those set within the appraisal and those from continuous goal management, from the My Goals link under Performance. Here, they see current goal statuses and provide updates when needed.
Employee Recognition
Employees can recognize others within the organization that exemplify company values. This lets them enter in details about the recognition, and sends notifications to the recognized employee and their manager. Recognition received by employees also shows up in their performance review.
You might read dozens of resumes and find only a few possible gems. What are you doing with the resumes for the other handful of great candidates that you don’t hire for a particular role? Hopefully you’re saving them to build a great source of candidates for your next search! There are so many tools that can help you search through those resumes for the skillset and experience you need. Applicant tracking systems are no longer a “nice-to-have.” They are absolutely essential for the modern recruiter. Your job has changed and you cannot be as effective without the right tools. Here’s five ways Deltek Talent Management helps you be a more effective recruiter so you can better organize, find and interact with your applicants.
1. Resume Search
The resume search within Deltek Talent Acquisition enables you to search your entire database of resumes using different parameters. These parameters can vary widely from a basic keyword search, to a location search radius, to specific skill certifications, licenses or security clearances. To determine the correct filters for your search, start with the following questions:
If you have a lot of old resumes in your database, are you able to search based on recently modified resumes?
Is your search saved for OFCCP reporting if this is a requirement for your company?
If you have modified your application form to add custom fields for your company, can those be added to the search form?
Once you find resumes that match your criteria, can you take action on those resumes by sending emails, inviting applicants to apply to new postings, or forwarding them to another user for review?
Did you know that all of these options are available to you in Deltek Talent Acquisition?
2. Search Resumes Dashboard
At times, getting access to resumes quickly is a priority. When an applicant calls in wanting to know the status of their application, or a hiring manager wants to update you after an interview, being able to quickly find an applicant’s resume is important. Our Main Dashboard for the application is configurable to include a Search Resumes widget, so you can come in and quickly find their resume.
3. Resume Search Agents
Sometimes you don’t find the right candidate right away in your existing database, and being able to be notified when someone applies who meets your criteria would be very helpful. That’s where Resume Search Agents come into play – you can save your searches as a Resume Search Agent, and then choose how frequently you want emails to come in when applicants matching your criteria apply. This is very helpful when you post a hard to fill position and want to be notified when resumes come in that meet your needs.
4. Resume Pools
When you find highly qualified applicants in your database, being able to quickly find them when openings are available is helpful. Resume Pools make it easy to tag these resumes and view a listing of resumes with that tag. For example, if you had two great candidates for a job and hired one of them, tagging that “second choice” resume by adding them to a Resume Pool for easy access in the future if a new opening comes up is beneficial. You can also have your Resume Search Agents automatically populate Resume Pools for you, maintaining a list of candidates who have some of those skills you are on the lookout for. And keeping in touch with these candidates you’ve tagged is simple with Talent Relationship Management available within Deltek Talent Acquisition.
5. Monster and CareerBuilder Resume Search Integration
What happens if you don’t find the talent you need within your resume database? There are other tools and databases you can use to search for resumes – we work with both Monster and CareerBuilder to provide these services from directly within Deltek Talent Acquisition. For example, if you enable the Monster search integration, you have the option to search the Monster resume database directly and then import the resumes you find into your resume database. These resumes can then be reviewed, included in Talent Relationship Management campaigns, or invited to apply to job openings.
We have been reading about Continuous Performance Management for years. Initially, the concept seemed like a great direction, but for many it just “wasn’t time yet” to transition.
Even though we understand that engaged employees fuel business and project success, transformation is difficult. We may be constrained by understaffed Human Resources teams and lack of organizational buy-in. Certain members of leadership feel lost without attaching employee performance to a number for various purposes.
According to this CoreAxis article, 45% of HR Leaders do not think annual performance reviews are an accurate appraisal for an employee’s work. Additionally, according to the 2019 Deltek Clarity Architecture & Engineering Industry Survey, the top 3 challenges participants are facing managing talent are: career development planning, employee engagement, and performance management.
With this information, why are we allowing this organizational resistance to deter us from impacting lives, transforming and modernizing our organizations’ processes, and solving tomorrow’s staffing challenges today? This resistance is holding us back from taking care of our most precious resource, the people we need and value. It is way past the right time to make a shift, and start changing and modernizing for all the right reasons.
YOUR ARGUMENT FOR CHANGE
Expectations of the modern project-based workforce are high, especially in a candidate-driven market with low unemployment. The modern project-based workforce craves variety, autonomy, and constant development. They are looking for opportunities to showcase their skills, be competitive, and advance.
THE FINANCIAL ARGUMENT
We know the expectations and needs of the workforce are shifting and still we are not acting. The companies that do act now will have a significant advantage. As an example, consider the following:
According to a SHRM/Globoforce Survey, 89% of HR leaders surveyed agree ongoing feedback and check-ins have a positive impact on their organizations, yet according to Gallup, only 19% of millennials say they receive routine feedback, and only 17% say the feedback they receive is meaningful.
Consider that if you had to engage a 3rd party recruiting firm to replace just one disengaged employee (let’s use an Engineer for example), you are most likely paying a 25% fee of $21,000-$31,000 to replace a key performer. How much revenue must your organization generate to cover that expense? What else could you do from an employee development perspective for your entire organization with $21,000-$31,000?
THE TIME ARGUMENT
Annual appraisals are often viewed as inaccurate and unhelpful, so why wouldn’t we be willing to spend 10-12 hours per year on something highly impactful rather than wasting 6-8 hours on something that is not? In addition, organizations can rely on technology to alleviate training and consistency issues when it comes to supporting conversations, those between Manager and Employee.
YOUR NEW PROCESS
Any time an organization attempts to rebuild performance management processes, it is imperative to build off of these two key principles:
Performance management should fuel the employee’s development and growth. It must be objective, impactful, authentic, and intentional. Employees must have the opportunity to drive and steer their careers while engaged in continuous development that allows them to grow and provide for themselves, their families, etc.
Performance management must also have an obvious alignment to the organization, and a substantial mutual benefit that increases profitability and organizational success. Employees drive their development, and managers facilitate it.
KEY ELEMENTS
Three are three ingredients at the core of the Continuous Performance Management recipe:
#1 Continuous Feedback
There is a common misconception Continuous Feedback is just a “check-in.” This sells the process way short. Continuous Feedback, while it can be used to fuel the check-in process, goes substantially further. It can be used to pull in third parties such as project leads and owners, matrix managers, HR, and peers. It should be used to keep project leads/owners or managers in lock-step with team members and employees, but should also be used to discuss Learning outcomes and practical application, project milestone progress, and goals/development progress. It can even be used to have real-time discussions on items the employee will be rated on for their appraisal. Note that according to the same SHRM/Globoforce survey, semiannual appraisals accompanied by continuous feedback are twice as likely to be accepted and viewed as accurate than annual appraisals without ongoing feedback.
#2 Continuous Goal Management
This process is exactly as it sounds, allowing for managing goals continuously, outside of a traditional appraisal workflow. It provides the opportunity for a fluid view of the employee and is not time-boxed looking at human beings in six-month or one-year increments. Our lives are those of a continuous progression, as should our performance and growth be managed.
#3 Development Plans
These are starting to gain a lot of steam, but something that has been central to the Deltek Talent Management system for a long time. Development plans should be used for three key benefits:
Onboarding- not the onboarding of new hire form completion, but the onboarding that quickly engages a new hire and focuses on the most effective and efficient way to onboard them to the point where they become a billable or productive resource.
Role Proficiency/Mastery- once billable or productive, this new plan now focuses on becoming a high performer in the role.
Upskill/Reskill- this final plan is implemented to prepare the employee for promotion into management or technical lead positions, or to reskill them for a transition to a different area of your organization.
FINAL THOUGHTS
It is a simple and highly compelling concept to realize that revolutionizing your performance management process to meet the needs of the modern workforce is quite simple. The 2019 Deltek Clarity Government Contracting Survey shows that Continuous Performance Management is considered to be the most important Human Capital Management trend to focus on. With your competitors keenly aware of this issue, and your organization suffering from stagnancy and engagement/retention issues, are you ready to make the transition? Deltek’s expertise in performance management and project-based business support is the key missing component to your organization’s success.
