Saint Elizabeth Health Care (SE Health) is seeking a solution to address the manual and disjointed work of recruitment, credentialing, and onboarding, which are depleting resources (that could otherwise be used elsewhere) to improve both the employee and patient care experience throughout the hiring process.
SE Health is posting this Call for Innovation to seek out qualified Canadian companies who can meet the desired outcomes. SE Health and CAN Health reserves the right to not move forward with this project at its full discretion and in particular if there are no qualified Canadian companies that can reasonably meet the desired outcomes.
To qualify for a CAN Health project, the company must have its headquarter in Canada and/or the majority (>50%) of the company owned by Canadians and/or significant economic impact to Canada including a high Canadian job creation potential, >70% of contract value to Canada (for distributors of a non-Canadian solution), independent autonomy over business operations and product development (for subsidiaries, affiliates or distributors), current presence (office(s) and client(s)) and can benefit from the CAN Health Network. Priority will be given to companies that meet all eligibility criteria.
For more information on the Call for Innovation process and the commercialization projects funded by CAN Health Network, please refer to the FAQ page on the CAN Health Network website: https://canhealthnetwork.ca/faq/
Problem Statement: SE Health is looking for a solution that leverages technology to automate and expedite the employee recruitment, credentialing, and onboarding process in an integrated manner. Existing disconnected manual solutions are expensive, time-consuming, and prone to human error resulting in a domino effect which impacts patient care.
Objectives: Implementing an effective, integrated, and automated solution will alleviate some of the manual administrative burden on current employees who support the recruitment, credentialing, and onboarding stages of the hiring process, while leaving a better first impression on candidates. It will also help better the patient care experience, and free up resources which could then be deployed where required.
Essential (mandatory) outcomes
The proposed solution must support all three stages of the hiring process: recruitment, credentialing and onboarding and must meet the following objectives:
- Reduce onboarding time for new staff by 30%
- Increase the success of start dates by 30%
- Improve the candidate experience (by 10%)
- Improve the support staff experience (by 20%)
- Reduce administrative time (by 50%)
- Have Efficacy of AI verification tool (99%)
There are no additional outcomes at this time.
The maximum duration for a project resulting from this Challenge is: 11 months.
In today’s healthcare industry, staffing presents a challenge, which is only exacerbated by the manual and disjointed nature of the recruitment, credentialing, and onboarding journey. These various phases of the hiring process may include, but are not limited to, resume screening, the validation of education, training, and certifications or licensing, the collection of vaccination/ immunization proof, background and reference checks and the signing of multiple agreements and contracts (employment, benefits, equipment, etc.).
The latter proves to be a time-consuming and expensive process, especially for larger healthcare institutions who onboard thousands of new employees annually. The unsynchronized process is also prone to human error, leading to delays to new employee start dates, impacting firms’ capacity for patient care and contributing to added pressure on an already overwhelmed system. Existing manual and unlinked solutions are ineffective in providing a comprehensive solution.
To alleviate personnel of as many manual tasks assigned, lower burnout rates, and optimize available resources and staff at your disposal; an integrated and automated onboarding system would be ideal. The savings of time, money, energy, and support staff would leave a better impression on new recruits, and address some of the overwhelming factors of current staff, contributing to a better experience for themselves, and allowing them all to redirect more attention on providing quality patient care.