Tailored solutions
Talent Acquisition Optimization takes a Consult, Build, Operate approach with each client. We listen to gain a thorough understanding of your pain points and business needs. We then build a customized program to solve the specific challenges you have. Finally, we deliver the offering through a continuous improvement method.
Differentiators that matter
Through our end-to-end recruiting, employment branding and consulting solutions, IBM Talent Acquisition Optimization effectively reduces hiring costs and time to hire while improving quality of hire. We’ve been in this business for decades, helping organizations all over the world with their talent acquisition needs.
Increase quality and satisfaction
On average, our clients can expect IBM Talent Acquisition Optimization to:
20–30%
20–30%
We optimize your talent acquisition capability to achieve the specific talent and business outcomes you desire. We discover the root causes of inefficient recruitment and high turnover rates and tailor solutions to improve your hiring costs, speed and quality. The improved metrics, in turn, contribute to increased candidate and hiring manager satisfaction.
Digital reinvention necessitates an agile talent acquisition function, able to respond to and keep pace with new business strategies and evolving demands for new talent. We design and offer digital talent acquisition strategies that incorporate the digital tools, artificial intelligence (AI) and automation that your talent acquisition function requires.
We weave cognitive solutions, such as IBM Watson Candidate Assistant and IBM Watson Recruitment, into our talent acquisition optimization and reinvention solutions. By infusing AI into our offerings, we can automatically match candidates to job skills and company culture to rapidly identify the best-fit talent for your organization.
Recruiting for the
Healthcare Industry
Solve your hiring challenges through IBM Talent Acquisition Optimization
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IBM has the experience and resources to solve your talent
acquisition challenges and recruit the candidates you need.
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Improve overall quality of candidates by
Improve manager satisfaction by
IBM Talent Acquisition Optimization refocuses your recruitment activity around the talent you want to engage.
The result is that you recruit the right talent and retain them longer at a lower cost per hire.
RECRUIT
ENGAGE
RETAIN
Lower costs and turnover
On average, our clients can expect IBM Talent Acquisition Optimization to:
20–40%
40%
20–35%
Diversity in Hiring
A recent industry study reveals that only 15% of employees in the oil and gas industry overall are women. The nature of some jobs—working in isolated, harsh field conditions—contributes to this disparity, as does the shortage of experienced women in the field who can serve as mentors to new female hires.
Challenges
Given the nature of the oil and gas industry, organizations face different recruiting challenges that can hinder their talent acquisition efforts:
Industry Volatility
Global economic factors, weather-related disasters, and environmental and political pressures have contributed to volatility in this industry, as evidenced by ever-changing gas prices. This creates a cyclical nature of employment: a huge need for oil requires a quick ramp-up of hiring, and when distribution slows due to the factors above,
jobs are lost.
Talent Shortage
When jobs are lost in the industry, workers seek stability in other industries, which makes recruiting them back to their oil and gas jobs difficult. In addition, the industry is facing a shortage of young, skilled labor to replace retirees.
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Reduced new
hire turnover by
Reduce recruitment costs by
Reduce time to fill by
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Outcomes
IBM Talent Acquisition Optimization produces the recruiting improvements our clients need.
For one leading international shipping company, we delivered a:
14%
reduction in the average time to fill in one year
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7%
increase in the female hiring shortlist in one year
An optimized onboarding experience reduces attrition rates. We can assist HR teams and hiring managers with transitioning new hires from candidate to employee through cognitive-enabled training.
To supplement our optimization and reinvention offerings, our Employment Branding team creates and executes strategies to attract and retain talent, from crafting your Employee Value Proposition—the compelling message that attracts talent to your organization—to recruitment marketing and career site optimization.
Aging population
Baby Boomers are reaching retirement at an accelerated rate (about 10,000 are retiring each day). Their need for care is intensifying, putting a
strain on the healthcare industry.
20–40%
40%
20–35%
Reduce new
hire turnover by
Reduce recruitment costs by
Reduce time to fill by
Outcomes
IBM Talent Acquisition Optimization delivers recruitment improvements that clients need.
Healthcare organizations operate in a fiercely competitive industry, with a constant need to recruit high volumes of employees across numerous locations and job families. IBM can help find the talent these companies need to provide the life-changing care they deliver.
years of experience in recruiting
years as an HRO provider
clients worldwide
annual client hires
countries in which we support
31
13
70+
120+
105,000
in number of annual fills over our 15-year history together
39x increase
For a global biotechnology company:
For one large global healthcare company:
in the cost per hire in one country alone
80% decrease
ROOT CAUSE ANALYSIS
DIGITAL STRATEGIES
COGNITIVE TECHNOLOGY
EMPLOYMENT BRANDING SERVICES
OPTIMIZED ONBOARDING
Challenges
Ongoing challenges for healthcare payers and providers exists on both the caregiver and patient fronts.
On average, our clients in the healthcare industry can expect IBM Talent Acquisition Optimization to:
Aging workforce
50% of nurses reach retirement age in 2020. The global shortage of healthcare workers is in excess of 7 million people.
Workload
Due to the shortage of healthcare workers, nurses and allied health professionals often work long hours under stressful conditions, contributing to high turnover.
Increased risk
The shortage can result in fatigue, injury and job dissatisfaction and care teams that are prone to making medical errors.
These outcomes are the result of working with actual clients, with their own unique challenges and strengths. Every situation is different, so outcomes are not identical for every client.