How to better attract and retain talent? This is a problem faced by many medical institutions. 20 October, by the Heilongjiang Health Industry Association, Clove Talent organized by the Heilongjiang Health Talent Development Forum, a number of hospital managers, medical human resources managers to discuss this.
As a professional medical human resources service platform under the banner of Clove, Clove Talent has accompanied the industry changes for 12 years, providing professional tools and channels to maximize the match between medical talents and medical institutions. During the forum, Arterial Network (micro-signal: vcbeat) exclusively interviewed Li Tiantian, the founder and chairman of Lilac Garden, to explain how Lilac Talent can help healthcare organizations to solve their problems and gain an advantage in the battle for talents.
Twelve years ago, Clove Talent went online. It seems to have been born by chance - the founding team inadvertently discovered in the background that the keyword with the highest frequency of user searches was "recruitment". At that time, the concept of "big data" was not yet on fire, but since there is a search, there must be a demand, the team decided to develop talent recruitment products and business.
Over the past 12 years, Lilac Talent has gained insight into industry changes, and has continued to adjust and improve its product line, and its services have changed along with the industry. Li Tiantian introduced, which is mainly reflected in three aspects:
First, the change of the main body of demand. In the past, private healthcare organizations were the main ones that had the need for talent recruitment or brand promotion. In recent years, public medical institutions have more and more recruitment needs for excellent talents. Currently, half of the medical organizations served by Clove Talent are public and half are private.
Secondly, there is a change in the geographical area of demand. Second-tier cities as well as economically developed third-tier cities have an increasing demand for talent, and also want to have PhDs, subject leaders, or talents with such potential to strengthen the construction of disciplines. These cities are quite enthusiastic about investing in and supporting outstanding talents. This reflects the advancement of health care reform, the gradual sinking of medical resources, the trend of gradual penetration from big cities to second and third tier cities, and from large tertiary hospitals to secondary hospitals.
"The desire of medical organizations for talent is no longer the exclusive property of big hospitals in big cities." Li Tiantian said.
Third, while the industry demand has changed, many medical institutions in the recruitment process of professional competence is not enough. Some people's consciousness is still stuck in this stage: the system to recruit doctors, the recruitment information is hung, there will be doctors to submit a resume.
But in practice, two extreme problems may be encountered: for example, a particularly good medical institutions will have a large number of resumes smashed over the original recruitment of ten positions, the results smashed over 2,000 resumes, the medical institutions do not have the professional ability to deal with; and then, for example, there are some medical institutions jobs hanging three months can not be recruited, they do not know what to do. In the face of these situations, professional recruitment agencies actually have a lot of technical and operational means to solve.
Clove Talent is precisely for these pain points in the industry changes in product design, the current main products include:
Mainstream talent recruitment is the most basic recruitment services, annual membership services, graphic ads for the recruiter to provide more functionality permissions, greater exposure. This year, the team began to force the talent service for big health enterprises, new customers 1 year free of charge, to help enterprises in the field of big health to solve the problem of recruitment and employment.
The one-stop recruitment outsourcing RPO service can screen resumes for recruiters, recommend talent, and offer to meet, which is mainly targeted at those medical organizations whose resumes are too large to be processed in a timely manner.
Intelligent School Recruitment, on the other hand, takes advantage of the 1.6 million student users of Clove Park to maximize the satisfaction of various requirements of biological and pharmaceutical enterprises on the sources of students of medical colleges and universities.
The training service "E College" is mainly for medical human resource managers, inviting excellent human resource management experts from home and abroad to give online and offline lectures to enhance the professionalism of medical human resource managers, so that they can design scientific recruitment and personnel systems to attract and retain talents.
The two important conferences, China Healthcare Human Resource Managers Symposium and China Hospital Development Conference, have been held for many years and are platforms for healthcare human resource managers and hospital administrators to communicate on talent and brand building.
Meanwhile, Lilac Talent also outputs data research matrices, such as the Best Employer Selection for China's Healthcare Organizations, Healthcare Talent Job Search Research, Healthcare Recruitment Development Research, and Healthcare Salary Research, etc., which provide references for healthcare organizations' talent decisions.
From the above development history and the current stage of product composition, it can be seen that Lilac Talent has realized the connection of multiple groups such as medical students, healthcare workers, medical human resource managers, medical institutions and enterprise managers, forming a multi-point mesh system, in which the needs of each point are different. How to find the best match between their needs? Solving this problem is an important way to improve the professionalism of the product.
"Clove Park brings together a large number of professional medical talents, and about 70% of the doctors in all of China are users of Clove Park, and we cover enough of the supply side." Li Tiantian introduced, on this basis, Clove talent has accumulated another ten years of data, this big data is extremely valuable and valuable.
Two years ago, Clove Talent began to utilize the data accumulated over the years to build corresponding decision-making tools for the demand side and supply side of talent. For example, to help the demand side use tools to attract talent, interact with talent, and make the hospital's brand visible; to analyze resumes for the supply side, to find the shortcomings in the resume, to score the resume according to the matching degree of the expected salary and the competency requirements of the position, and to help the supply side find its own suitable positioning.
At present, Clove Talent's big data dimensions include: a median salary map with the salary changes of doctors around the world over the years; the recruitment of departments in each medical institution, which allows you to see which specialties have a high number of recruiters; and the flow of CVs across provinces, for example, Clove Talent's big data shows that the province with the largest outflow of medical talents in 2018 is Hunan, and the province with the largest inflow is Guangdong.
"Clove Talent's strategy is to 'make TAs more professional', and TAs means all the players on the demand and supply side." Li Tiantian explained this way.
Medical talent mobility is becoming increasingly active, and a good mobility status should be based on a sizable total number. However, at present, the overall medical talent is in a state of shortage, in which general practice, pediatrics, obstetrics, psychiatry, pathology, nursing, midwifery, rehabilitation, mental health and other talents are urgently needed and in short supply. Taking general practitioners as an example, according to the planning of the "Healthy China 2030" Outline, there will be five general practitioners for every 10,000 people in China in 2030, but according to the latest health care business plan, there will be five general practitioners for every 10,000 people in China. However, according to the latest statistical bulletin on the development of health careers, there were only 2.22 general practitioners per 10,000 people in China in 2018.
Changing this status quo will inevitably require national policies to continuously optimize the talent system, medical schools to continuously improve the training system, and employers to continuously improve career incentives. Clove talent, Clove Park are not among the first three, but Li Tiantian still hope to do something for the growth of medical talent.
"' More health, better life', this is the new vision of Clove." Li Tiantian said that this vision is both for C-suite users and for doctors, and that Dingxiang Park is not just making a move at the last hurdle of talent, but also moving this visionary goal forward.
Li Tiantian hopes that Lilac Garden can provide such a scenario: doctors learn on the corresponding platforms under Lilac Garden, and continue to improve their professionalism; after their professional ability is improved, they can output their knowledge on the corresponding platforms, and get more sunshine income, as well as better employment choices, and their careers and personal lives can become better.
"With the support of many excellent medical institutions, medical schools and experts, we have exported a large number of medical courses every year to create Internet-based continuing education." Li Tiantian introduced, specific to the product, the main lilac open class, lilac broadcast curry, lilac garden "time series" and so on, have become an important partner on the road to growth of doctors.
Doctors have a better career path and personal life, there will be more people willing to enter this group.
If the birth of Lilac Talent is an accident, then from the point of view of its development path, the growth and expansion is a kind of inevitable in line with the industry trend.
In the Heilongjiang Health Talent Development Forum, Clove Talent announced a set of data: to help more than 8,000 industry organizations to complete the release of more than 650,000 jobs, the platform has more than 2.7 million resumes of professionals, masters and doctors accounted for 25% of the medical health enterprises and institutions continue to deliver professional talents. This is a good achievement.
Nowadays, Clove Talent's cooperative customers are mainly medical institutions, both public tertiary hospitals like Xiangya Hospital of Central South University and Shenzhen People's Hospital, as well as private tertiary hospitals like Dongguan Donghua Hospital. Among the non-medical organization clients, there are listed companies like Shanghai Far Eastern Hongxin Medical Investment Group and multinational enterprises like General Electric.
The industry never stops changing.
Li Tiantian believes that the main task at this stage is to serve doctors and hospitals well. In the future, the big health field such as drugs, devices, nursing, rehabilitation and pension, nutrition and other segments, Clove talent will go one by one to penetrate. "We predict that with the advancement of the 2030 Healthy China Initiative, there will be a boom of entrepreneurship in the field of big health, and the demand for various types of segmented professionals will also increase."
In August of this year, Clove comprehensively upgraded the company's vision, mission, and values, Li Tiantian said in the company's internal letter, "With and without us, the world is completely different." Clove talent may also be able to bring "different" again.