Gilmore, Savannah

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Coastal Carolina University CCU Digital Commons Goal 3: Good Health and Well-Being Georgetown RISE UN Youth Corps Spring 4-14-2024 SDG 3 and SDG 17: Tidelands Health- Goals Correlation to Recruitment Savannah Gilmore Coastal Carolina University, slgilmo1@coastal.edu Follow this and additional works at: https://digitalcommons.coastal.edu/goal-3-good-health  Part of the Health Information Technology Commons, and the Sustainability Commons Recommended Citation Gilmore, Savannah, "SDG 3 and SDG 17: Tidelands Health- Goals Correlation to Recruitment" (2024). Goal 3: Good Health and Well-Being. 12. https://digitalcommons.coastal.edu/goal-3-good-health/12 This Article is brought to you for free and open access by the Georgetown RISE UN Youth Corps at CCU Digital Commons. It has been accepted for inclusion in Goal 3: Good Health and Well-Being by an authorized administrator of CCU Digital Commons. For more information, please contact commons@coastal.edu.            SDG 3 and SDG 17: Tidelands Health- Goals Correlation to Recruitment  in the Georgetown County Area Sustainability 310: Methods/Tools in Sustainability  Savannah Gilmore  April, 2024             Introduction and Overview of Project For my internship during the spring semester (2024), I had the pleasure of working with Tidelands Health Human Resources (HR) Recruitment team in Georgetown County, SC. During my role I quickly understood that the HR department’s roles are significant in running a successful hospital. Tidelands Health has many roles that they focus on. One of those roles includes making connections with pre-med students/patient providers in surrounding areas, as well as the United States. This process is essential so that credible and well-rounded individuals are hired to live on the “better health begins here” motto. During my experience, I gathered physician data from Horry County and Georgetown County. I was assigned to go through a descriptive Excel sheet to see if the listed physicians were still active in places such as Tidelands Health, Conway Medical Center, and many other local medical offices. Helping my supervisors with this task was helpful so that the department was updated on the local patient providers. It also gave them a document to reference if they were ever looking for people who could be fit for an opening position at Tidelands Health. Another task I was assigned was mailing out information about Tidelands Health to every Director and Coordinator of Universities in all 50 states. The two specialties that we focused on were cardiovascular disease and Interventional cardiology programs. I was able to collect this information through the Accreditation Council for Graduate Medical Education (ACGME) website. Last but certainly not least, I was able to experience on-site tours with potential candidates. Knowing that one of my career goals is to become a pediatric nurse, Tidelands Health provided me with the opportunity to shadow a midwife. This process was very informative to me being that I received resources from the midwife that will help me in my life as well as the steps she had to take to get to where she is today.  SDGs There are three United Nations Sustainable Development Goals (SDGs) that my internship directly related to at the local level. To be able to achieve global goals, it is important to do this within the smaller local level as well (United Nations, 2024). The main goal was SDG 3- Good Health and Well-being, directly relates to my internship because Tideland Health is a hospital that has a motto of better health beings here. They are committed to the health and well-being of their patients. The second SDG my internship made progress on was SDG 17- Partnerships for the Goals. Partnerships for the goals are important to Tidelands in many ways. I shadowed the recruitment team, I was able to see how they interact and connect with other partnerships, to get jobs to the best physicians possible. Having connections with others can ensure that Tidelands Health is consistently in the correct rooms The third SDG that aligned with my internship at Tidelands Health is SDG 8- Decent work and economic growth. As a recruiter, your main goal is to support quality physicians in finding jobs and filling the jobs in our local hospitals. We are looking for physicians from the local area, and also those around the United States who want to move to the Grand Strand. When more people more to our area there is an increase in economic growth. Thesis  My research continued in Georgetown County, to evaluate different Tideland’s locations, and develop a better understanding of the surrounding areas' current recruitment process and patient portals. With the preliminary research and data, I knew one of my goals would be to increase the hiring rates at Tidelands Health by 5% by next year.  My other goal of this research project is to educate each potential candidate on the incredible resources that are present here and surrounding areas. I believe a "Get to Know the City" put-together video that is essentially separate from the clinical aspect will increase the likelihood of them working for Tidelands. This will also increase economic growth. Being able to see the benefits that Georgetown County has to offer, is a key strategy in recruitment. Candidates would also benefit because it would provide them with important information before moving to the state. I am looking to showcase professionals in these videos who are currently employed by Tidelands Health. The main goal of this video is to attract employees to our hospital. Another potential idea I would like to be enforced is a survey of current employees of Tidelands Health. During this survey, questions should be asked about the improvements that need to be made to ensure that our physicians stay for the years to come. Currently, there are 2,500 employees, physicians, and volunteer partners. Literature Review The Human Resources (HR) department is responsible for getting to know the employees before they are hired for the position. They serve as the first impression of the company; this means that their roles are very important. Other duties of the HR team are the onboarding process, credentials, U.S citizenship, touring the establishment, negotiating pay rises, salaries etc. The first HR department was made by the National Cash Register Co. in the early 1900s. This department was established because of the amount of employee walk outs that were occurring, training supervisors, grievances between workers, and company policies. Having a department that is in control of these things is essential to running a successful business. Without this department, the hospitals would not be able to function. Analyzing the weaknesses and strengths of healthcare recruitment is something that I believe should be researched so that more physicians can move to the city of Georgetown.  Another positive implementation for Tidelands Health is the Community Health Needs Assessment and Implementation Strategy. This is now a requirement report for for-profits and must be made every 2 years to update anything that changes. A weakness is the housing availability in the city of Georgetown since most of the houses are 20+ years old. Moving to the coast a lot of individuals are looking for a more reinvented and up-to-date environment. This has unfortunately turned a lot of younger physicians away because they are looking for a new city. The figure below displays graphs of healthcare jobs that are in South Carolina.   Figure: Healthcare Recruiter Jobs (2024). http://ziprecruiter.com  Another interesting upward trend is seen below in the figure is a graph which demonstrates the increased need for medical positions.        Figure: Global Medical Recruitment Market. Source: www.grandviewresearch.com  Empirical Evidence and Case Comparison    Related cases Southwood School: A Case Study in Recruitment and Selection by Fiona L Robson was made in 2008. The purpose of this study was to help the audience grasp an understanding of the difficulty that recruitment and selection are involved in. Fiona Robson was an HR manager for the organization is related to my internship and this research study. At the beginning of the case study, Robson (2008) explained that there was only one recruitment method being used in this organization. This method was the basic application package that included all the information needed to apply for the school. Tidelands Health uses methods like these as well, such as attending job fairs around the state to network with future candidates. During the weekly meetings I have during my internship, we discuss ways we can improve the recruitment process at Tidelands Health. One topic that was discussed was the usage of different job websites, such as Indeed.com. We wanted to make sure that we were putting our investments in the right websites. During this meeting, we compared the statistics on acceptance rates from those who came from those websites. The data from those who found Tidelands through websites were frequently high, so as a team, we decided to keep the connection to those websites.    Implementing Goals One of the main goals of my project is to improve the recruitment process so that more jobs will be accepted here in the Georgetown area in healthcare. Making sure that the onboarding process is as smooth as possible would be the key to increasing the rates of jobs in this area. issues that occurred. Hiring qualified and effective health providers and physicians is essential for this area. One population of people that accounts for a large majority of Georgetown County is older adults and elderly, which is typically a group that needs more medical care. To be able to accomplish this I knew I had to be reaching the right audience. According to the Forbes Advisor article by Kimberlee Leonard and Kelly Main, (2024) “the number one recruitment strategy in 2024 is to ‘Define Your Corporate Brand’.” (Leonard and Main, 2024). Another key takeaway from this Forbes article was learning how to connect your brand to reach the correct audience. In 2024, my goal is to advertise the Tidelands Health brand in more innovative ways. I decided to add a flyer and our commercial that includes the information that would be present in those application descriptions on Indeed.com or similar sites. I believe that this will engage more physicians and medical providers to be exposed to and interested in Tideland's Health and the Grand Strand, rather than the normal recruitment process that has been used in the past. My other goal was to implement a video about the location and Tidelands Health. In this video, I want to show the City of Georgetown and all it has to offer. I would also love to show the connections Tidelands Health has with its patients. I have noticed the relationships that form and meaningful connections that I have seen in the small amount of time I have been interning here.  Another intriguing systemic addition to Tidelands Health is the implementation of a new HER system called EPIC. Epic is a health care system that TH uses to monitor their medical records and software. This process took 3 months to complete due to training and software issues that occurred. Implementing EPIC shows that Tidelands Health is taking the steps to update all software systems to ensure a smoother process for every employee. The comparison from December 2023 to November for job openings in South Carolina increased tremendously in just one month. There were 166,000 openings in November and this increased to 170,000 in December. Hires averaged 106,00 per month, and separations averaged 101,000 per month. Those statistics included those who could have been separated and or hired more than once during the 2023 year. A positive statistic demonstrated in the figure below was a decrease in job layoffs and people quitting their jobs. This indicates that many employees are  enjoying their current jobs.        Figure: Indeed Job Postings Index (2024). Networking your brand to potential candidates is a strategy that will strengthen economic productivity and overall employment. Being that Tidelands Health will accommodate your spouse who also has a profession in the medical field ensures the family planning and education part of the targets. The benefits that you are provided with once employed at Tidelands Health will fulfill the final risk protection, as well as health care services. Two sources of income are always better than one, especially with the recession that’s occurring in 2024, Tidelands Health will try its best to negotiate with the best contract that suits each physician and or spouse.  Recommendations - Make an Instagram ad on potential positions available.  - Send goody baskets to every university every 3 months (info on positions, recruitment providers cards, etc.) - A 5-year guaranteed raise into TH  - Follow up on candidates that have applied within a 5-year spand. - Look at physicians in the area who are not associated with Tidelands Health to determine if their expertise will be suitable for TH instead.  Conclusion Overall, Georgetown is the third oldest city in South Carolina. This indicates that new resources need to be implemented for the recruitment rates to increase.  Being knowledgeable about this new generation is key to doing so. Learning new ways to engage/locate with patient providers physically in my opinion can change the rates. Having meaningful conversations with one another in person can strengthen a potential signee rather than a formal email. That can look like job fairs, connecting with medical programs, as well as connecting via social media marketing. Finally, researching more on the city of Georgetown can increase rates also. Being able to speak on the incredible resources that Georgetown has to offer can encourage patient providers to want to reside here. The unemployment rates have been at a high since February of 2023” Georgetown County Profile S.C. Department of Employment & Workforce” (2). These new skills can take us in the right direction in recruiting substantially more credible patient providers frequently.                 Bibliography Grand View Research (2024). “Medical Recruitment Market Size and Share Report, 2030.” n.d.  www.grandviewresearch.com. Accessed March 29, 2024. Leonard, Kimberlee. 2023. “10 Effective Recruitment Strategies in 2023.” March 17, 2023.  https://www.forbes.com/advisor/business/recruitment-strategies/.  Robson, Fiona. 2008 “Southwood School: A Case Study in Recruitment and Selection  STAFFING MANAGEMENT STUDENT WORKBOOK.” Accessed March 17, 2024.  https://www.shrm.org/content/dam/en/shrm/credentials/shrm-certification/teaching- resources/southwood-school-recruitment-selection-student-workbook-final.pdf. United Nations. 2015. “Goal 8 | Department of Economic and Social Affairs.” Sdgs.un.org.  2015.  https://sdgs.un.org/goals/goal8#targets_and_indicators.  U.S. Bureau of Labor Statistics. 2023. “South Carolina Job Openings and Labor Turnover —  December 2023: Southeast Information Office: U.S. Bureau of Labor Statistics.”  www.bls.gov. Accessed March 17, 2024. Visier. n.d. “The 100 Year History of the Human Resources Department | Visier.” n.d.  Accessed April 2, 2024. https://www.visier.com/blog/the-100-year- history-human- resources-department/#:~:text=The%20first%20prototype%2DHR%2.   

SDG 3 and SDG 17: Tidelands Health- Goals Correlation to Recruitment

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SDG 3 and SDG 17: Tidelands Health- Goals Correlation to Recruitment

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