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How to measure the success of your department, your team, and your relocation program
Success! Let’s measure that. As with any change, you have to measure success to prove value. Notice something else? You may also be able to identify additional opportunities to improve. Some critical metrics to measure success in healthcare recruiting and relocation are:
Overall Cost Consistency
Your relocation costs naturally change with seasonality, seniority and even on an employee-by-employee basis. But overall, there shouldn't be any large spikes or dips - if there are, you need to dig into the specifics more to find out what's going on. You want your relocation spending to be relatively consistent.
Voice of Customer (VOC)
Information is power! Survey your hiring leaders, your new hires, your relocating employees, and even the candidates that weren't hired. This feedback can often be more telling than the typical metrics recruiters watch, like time-to-fill, turnover rates, and vacancy rates. You can identify which parts of your program are working, and which need work. Ideally, you'll collect this data before you implement a digital transformation, so you can compare the results after you upgrade your relocation program and prove that the changes made did exactly what they were supposed to do.
When you combine the two - overall consistency and cost, and meeting experience and satisfaction targets, that’s your recipe for success. This is validation that your relocation program, your team and your efforts are a success.
A special thank you to our awesome panelists:
Becky Kapsalis; Director of Talent Acquisition at UVM (University of Vermont Medical) Health Network
Rachel Rautenberg; Recruiting Coordinator at Mayo Clinic
Anthony Gentile; Partner at Katon Direct
Disappointed you missed out on this event? No worries, we recorded the full panel discussion - you can still get the recording of the full session!