HR Tech Advisor Success Profile
Learn how Penn Medicine achieved success by leveraging video interviewing to deliver business value.
Q: What has been the biggest factor in your success leveraging HR Technology?
Getting senior management’s support before rolling out a tech solution to the rest of the organization.
Q: Can you describe an HR Technology project that delivered business value?
A few years ago we did a pilot with a video interviewing tool and usage grew organically because word got out it was saving the hiring managers a lot of time which freed them up to do their main job. We started with our Admin Fellowship hiring then expanded it to our PSR Excellence Academy where we get a ton of applicants. Senior leadership had hands on use of the solution where they could watch the pre-recorded clips and add comments before passing them on to the next person on the interview team. They could immediately see how much time it was saving them and the relate business value.
Q: How would you advise other HR leaders to leverage a similar technology offering to drive results for their business?
The biggest killer for IT projects is user adoption, so I suggest you start small and drive adoption by looking for and engaging internal champions who can help spread the news for you. Once users are talking it up, HR can facilitate expansion to other parts of the organization by ensuring proper training and best practices are utilized as usage grows.
Q: Can you quantify the previous or ongoing results?
Our current video interview partner, Montage Talent, is one of at least 5 HR Technology partners we have to help us manage the recruiting process. Their solution has been the biggest hit with our employees but we have not yet nailed down the metrics showing the ROI – we know it’s there but tying the use of video interviewing to lowering turnover based on improving our quality of hire metrics is where we want to go.
Q: Obstacles and challenges you’re still working on?
As we have implemented various HR technologies, we found the key to be how each solution integrates into our everyday process and how the different system integrate with each other. We still have some work to do in these areas, but our vendor partners continue to evolve and make these types of things easier all the time.
Q: Do you have any tips in selecting HR Tech vendors to help ensure your success?
Be sure to learn in advance they can meet your business requirements, and also check around with their clients, not just supplied references, to get a real measure of their customer service.
David Schaaf’s Bio:
Equal part corporate and equal part operations, David Schaaf is a Talent Acquisition professional, who has lead several successful technological and process changes in recruitment within the healthcare industry, most recently throughout his near 7 year tenure with Penn Medicine. Prior to this, he implemented similar programs at The Children’s Hospital of Philadelphia. Passionate about talent acquisition and talent management, David views himself as an ‘HR/PR’ person who effectively communicates the ‘whys’ and ‘whats’ of what needs to change, secures the necessary ‘buy in’ from leaders and front line staff, and works as a solid communicator and change management agent.
PENN MEDICINE is a $4.3 billion enterprise dedicated to the related missions of medical education, biomedical research, and high-quality patient care. PENN Medicine consists of the Perelman School of Medicine (founded in 1765 as the nation’s first medical school) and the University of Pennsylvania Health System (UPHS).