Hiring with Meaning for Lucile Packard Children’s Hospital Stanford
CASE STUDY
Stanford Medicine opened a new children’s hospital and needed a sophisticated talent partner to address immediate search needs across all service lines.
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Pathways is part of our team. I don’t see them as an outside agency but more of an extension of our team that provides expertise that is extremely valuable, not only to me but to our hiring managers as well. I love that Pathways doesn’t push candidates on us, but acts as an advocate for our hiring managers.
Talent Acquisition Manager, Stanford Children's Health
The challenge
“With the expansion we were about to undertake, the challenge of finding sufficient quantities of superlative professionals was daunting.”
As a Top Ten children’s hospital nationwide, Stanford strived for highly skilled, top talent medical professionals and executive leadership that possessed innovative minds in medicine to continue to hold the highest level of standard. Given the accelerated hospital expansion, succession planning challenges, and unsatisfactory pool of close market talent, Stanford Medicine sought quality partners that could design, develop and deploy a unique approach to solve the problem.
The logic
Stanford Medicine quickly realized the creation and expansion of the children’s hospital applied pressure on the internal talent acquisition function beyond what they were capable of handling. With only one talent competitor in the market, the Palo Alto high cost of living and a population not efficient enough to meet the staffing requirements, Stanford had to look outward. This required a different level of thinking, one that they did not have the time to anchor alone: market intelligence, internal recruitment and national focus.
The solution
Stanford Medicine partnered with Pathways to provide them with a combination of external market intelligence, educating and consulting with the internal talent acquisition team and recruiting outside their local markets to take the brand national. By building a relationship with the hiring managers, Pathways was able to focus efforts on the aging searches in a way to solve the talent pool problem, taking the pressure off the talent acquisition team.
The results
50% cost reduction in outside agency per hire
75% of hires were sourced from the Top 25 Nationally Ranked children’s hospitals
Average time to hire for strategic searches previously open for 180+ days
In studying Stanford’s internal process and the external market, Pathways gained results in greater visibility of target markets that better aligned strategically with the Stanford standard. With this extensive awareness, Pathways was able to source Top 25 nationally ranked hospitals, lower the average of days between hires and provide a cost reduction for Stanford Medicine.
The external insights to the market and internal processes proved to be a requisite in the continued successful relationship between the two partners.
