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We Create World-Class Customer Experiences for our Partners

Hueman RPO strengthens TA strategy for Duke University Health System

Our Partner: Duke University Health System, a World-Class Academic & Healthcare System

The Situation

Duke University Health System (herein referred to as DUHS) first engaged Hueman on a project-based RPO assignment to strengthen their internal talent acquisition strategy by providing end-to-end recruiting for RNs and FT employees in corporate positions. The success of the initial project-based RPO led DUHS to expand the partnership with Hueman to a long-term RPO solution. The DUHS talent acquisition team consists of both internal recruiters and Hueman recruiters. This model allows DUHS to shift their recruitment strategy to focus hiring outside of strictly nursing and allowed the team to transition more seamlessly into a new, flexible recruitment model.

Our Results

Since partnering with DUHS, Hueman has consistently met and/or exceeded DUHS hiring goals. At the onset of the project-based partnership, Hueman made 200+ hires with five recruiters. Because of our partnership success in year one, DUHS has expanded our partnership to 8 recruiters, and Hueman is on track to make 1,200+ hires each year on behalf of DUHS. Time-to-fill for DUHS has also improved since partnering with Hueman. Additionally, Hueman has maximized the quality of candidates in their pipeline and significantly reduced the time their hiring managers spend reviewing candidate profiles.

Key Partnership Value + Benefits

Through our consistent, regular communication, weekly updates, and quarterly business reviews, Hueman has become an integral part of the DUHS internal talent acquisition team. Hueman's flexible, collaborative partnership has been key to future-proofing DUHS’ talent acquisition strategy.

Key value and benefits of the partnership include:

  • 1:2 average submission-to-interview ratio
  • 2:2 average presentation-to-hire ratio
  • Average days-to-fill is 62 (includes hard-to-fill RN roles)
  • Significantly reduced hiring manager time spent reviewing candidate profiles
  • Maximized candidate pipeline and quality of candidates
1:2 average submission-to-interview ratio
2:2 average presentation-to-hire ratio
62 average days-to-fill (including hard-to-fill RN role)

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