Recruitment Obstacles

In order to support the evolving demands of the health care industry, Rochester Regional Health, an integrated health services organization serving the people of greater Rochester and the Finger Lakes region in Western New York, worked together with Deloitte and Workday to enhance their HR hiring processes. Keep reading to learn more about this case study published by Deloitte.


As merger & acquisition (M&A) activity in the health care industry continues at a record pace, HR departments are the most likely to be charged with M&A change management and helping the organization and its people adapt to a new structure. In 2014, Rochester General Health System and Unity Health System merged, setting the grounds for a new HR strategic plan.

With the adoption of cloud-based software Workday, many HR business processes have been transformed. From how jobs are posted to how employees are onboarded to ongoing performance management and legal/ regulatory compliance. Main upgrades include:

  1. Consolidated Job Codes and Job Descriptions

    Eliminating hundreds of redundant descriptions and verifying the compliance aspects of remaining descriptions, such as updating license and certification requirements.

  2. Manager-Driven Job Requisitions

    This is to fill open positions or request new posts, with unprecedented visibility to track requisitions and reduce bottlenecks as they progress. This is entirely unlike the former system, described by users as a "black hole" where it was difficult to understand who or what a stalled requisition was waiting for.

  3. Streamlined Onboarding

    Mirroring patient service standards more closely, allowing new hires to complete some required paperwork online, including making benefits selections, before they come on-site.

  4. Custom Performance Review Processes

    These processes have resulted in unprecedented completion rates by the end of the annual 90-day appraisal period. Nursing positions, for example, easily incorporate a manager evaluation, a self-evaluation, and a peer evaluation, while clinical functions include additional approvals.

  5. Visible, Expedited Regulatory Compliance

    Aimed to include authoritative sources for certification and licenses to meet The Joint Commission and other requirements, tracking employee flu vaccinations, and distributing the Continuation of Health Coverage notifications to terminating employees.

  6. Automated Benefits Administration

    Integrating cloud-based software Workday to replace the former homegrown enrollment system for benefits.

Read the complete case study here.


Have you ever been through a merger and acquisition process? Tell us in the comments how HR processes shifted during this time.  


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