Glider AI recently hosted a webinar with ConnectiveRx, an innovative healthcare technology company and Magnit, an industry leader in contingent and extended workforce management. The speakers, Sandi George, Director of Talent Acquisition at ConnectiveRx, Orli Becker, Vice President GM Global Head of VMS solutions at Magnit and Ben Walker, Vice President, Operations at Glider AI got candid about their collaborative journey. They talked about  how they implemented a holistic approach and mitigated the challenges associated with a contingent staffing strategy.

Navigating pain points at ConnectiveRx

Sandi started off with the challenges that ConnectiveRx wanted to address. They were dealing with multiple staffing agencies and were even following their operational systems. Eventually, it got too overwhelming and time-consuming for their team to handle.

She also emphasised that there were a lot of inconsistencies in their skill evaluation process, including different assessments for identical roles, and no real clarity as to whether candidates were meeting the eligibility criteria.

In fact, existing competition among the staffing firms pushed them to engage in unfair practices such as issuing shorter and simpler assessments to various candidates for the same job, resulting in an “apples, oranges, watermelon sort of comparison of how their candidates did,” as Ben described.

Enhanced collaboration – Communication is key.

Collaborating with Glider AI and Magnit was simple. The challenge was getting the team at ConnectiveRx fully acquainted with this new staffing model. The fact that Glider previously worked with Magnit and that Magnit was now working with ConnectiveRx made for a smooth transition.

Additionally, the speakers discussed that every client has slightly different drivers and slightly different priorities for those drivers which resulted in the need to tailor the communication, training, and implementation of the process. 

ConnectiveRx already had two operational systems as a result of their collaboration with Magnit. However, even with the addition of Glider AI, “There was no need to go into a third system to access since it was all built into the Magnit system, which simplified the entire process” exclaimed Sandi.

Glider AI also partnered with managers, and tech recruiters at ConnectiveRx to build assessments for candidates. These assessments were more tech focused and were built out for the Magnit program.

A holistic approach to employee and non-employee recruiting

The new recruiting process with Glider and Magnit delivered results that improved talent quality and recruiting efficiencies. This also shed light on optimizations needed to improve full time hiring. 

ConnectiveRx also broadened their focus to include a more holistic perspective of the workforce across all different processes and policies instead of looking at each of them individually. They also worked on identifying the gaps and addressing them all at once in the hiring process. 

Engagement of employees – A secret to total talent management

“It’s important that we look at engagement as a whole” stated Sandi, further adding that with Glider AI, staffing was not limited only to a one-time staffing experience but was more about ensuring that the candidate and the employee has a good positive experience throughout their association with the company, to enable them to advance and grow particularly from contractors to full-time employees. 

“The Glider team has enabled me to turn one of my recruiter positions into a candidate experience manager and be able to help really streamline the onboarding and the candidate experience” said Sandi.

Skill-based hiring – Attracting a broader talent pool

When you implement a skills-based hiring approach, positions are not limited to just the level of education or experience a candidate has. It is more about the level of competency that a candidate can demonstrate in the tests and assessments. 

Ben also mentioned, “Glider enables skills-based hiring when you’re competing for talent with not just your competitors, or people in similar roles, but are trying to attract a broader talent pool. You don’t want to exclude someone based on maybe prior work experience or education if they’re very qualified to do the job.”

Key Takeaways

Takeaway #1

When implementing a new staffing model, communication with clients as well as within the team is crucial.

Takeaway #2

Implementing a holistic approach to hiring improves talent quality, recruiting efficiency and leads to overall optimisation of the hiring process.

Takeaway #3

Shifting the focus from educational qualifications to the level of competency candidates can demonstrate in assessments i.e. a skills-based hiring approach, opens the door for a larger talent pool.