Your search did not match any results.
We suggest you try the following to help find what you're looking for:
Learn how conversational digital assistants can benefit your business.
Gartner predicts that, by 2021, 70 percent of organizations will be using AI to boost employee productivity.* With Oracle Modern Best Practice, today you can leverage artificial intelligence and machine learning along with other emerging technologies, such as blockchain, social, mobile, analytics, big data, and the cloud, to help revolutionize your entire recruit to onboard process. Use workforce modeling and predictive algorithms to identify and forecast resource needs and collaborate with your finance team on budget requirements. Drive candidate engagement across social media and mobile devices. Accurately source and screen the right candidates with “best fit” machine learning models. Draw from a larger and more qualified talent pool using big data, analytics, talent profiles and succession pipelines. Select the best candidates with confidence and quickly bring them onboard. Help your HR team get ahead of talent shortages, retirements, emerging knowledge gaps, market fluctuations and growth goals.
Leverage workforce modeling and predictive algorithms to identify resource, budget and statutory requirement needs. Understand talent supply/demand to mitigate future shortages of credentialed staff due to retirements, market expansions or turnover. Create new workforce plans and submit to finance team for approval. Authorize job requisitions.
Manage institution brand across website/social media for cohesive messaging. Include digital assistant for candidate interactions. Present relevant content to candidates (e.g. articles, reports, events) and recommendations to personalize the experience.
Find the right clinical candidates to fill current needs but also those with potential to meet future needs/credentials (e.g. telehealth and medical informatics) by sourcing from social media, referrals, job boards, agencies, or internal talent profiles and succession pipelines.
Identify top clinician prospects via multi-tiered automated screening and assessment tools (e.g. clinical questionnaire, tailored behavioral assessments). Review candidate’s social activities, background, qualifications, employment authorization (e.g. USA: H1-B, green card) and certifications (e.g. NCQA, TJC). Determine desirable candidates, conduct interviews and perform background checks.
Decide best-fit candidate, analyze offer insights (e.g. likelihood to accept), and collaboratively manage salary details with the Compensation department. Obtain required approvals and electronically deliver offer package.
Automate the completion of onboarding tasks with new hire portal and dashboards including documentation and discussion of credentialing requirements (e.g. NCQA,TJC) and ongoing licensing board certification needs. Manage benefits and learning plans.