BUSINESS PROFILE
RECRUITMENT TIMELINES HAVE REDUCED FROM WHAT COULD PREVIOUSLY TAKE MONTHS TO AROUND THREE WEEKS IN MANY CASES.
We’ ve seen time-to-hire reduce by around 50 %, while digitised forms and employee self-service have saved approximately 30 % of administrative time across relevant People and Culture and payroll processes. Recruiters can now manage 25 or more active roles at a time, up from 18 previously, supported by improved requisition and candidate management and hiring managers being able to easily review and manage candidates. Just as importantly, hiring managers are more directly involved in the process, and candidates experience a more responsive and professional recruitment journey.
Tell me more about how it has improved employee record accuracy. As a result, we had limited visibility of vacancies, workforce structures, employee records, training completion and compliance information. This affected not only recruitment, but also made workforce planning and onboarding for clinic teams more challenging across the network.
Why did you choose Oracle Cloud HCM?
We carried out a thorough evaluation of our requirements and identified the need for a platform that could provide a single source of truth for workforce data, improve recruitment and onboarding, strengthen compliance visibility, support employee and manager self-service and provide a foundation for future workforce planning and AI-enabled insights.
We also needed a system that could be used for talent management, storing licence and qualifications information, while offering the ability to manage leave requests and balances, workforce rostering and timecards.
Oracle Cloud HCM stood out for offering an integrated, cloudbased solution across core HR, recruitment and learning. It gave us a more consistent and governed way to manage people processes across a complex, multi-site healthcare environment, with the ability to scale as our organisation grows.
How do you use the workforce data?
Having a single source of trusted workforce data enables us to identify trends, patterns and emerging workforce risks, allowing us to intervene earlier and make better decisions. Because we have greater confidence in the quality and consistency of our data, leaders can make decisions more quickly and with less manual validation. It has also transformed how we manage enterprisewide processes such as performance reviews, goal setting and remuneration reviews, making them more efficient, more consistent and more data-driven.
In healthcare, data quality, privacy, governance and clinical safety are critical; having accurate workforce information is particularly important.
By replacing manual processes with automated workflows and in-system approvals, we’ ve significantly reduced the handling of duplicates and manual data entry. This has improved the accuracy of employee records while also strengthening contract generation, compliance reporting and visibility across our workforce.
How will this partnership help patients?
In healthcare, having the right people in the right place has a direct impact on the care patients receive, and our previous systems made that harder to achieve. Our workforce planning was more reactive than strategic. Since moving to Oracle Cloud HCM, we have more accurate workforce data, stronger governance and better visibility to support our clinics.
Our focus is very much on supporting people in their roles. We believe human connection and clinical judgement will always be central to the care we provide. While we see the opportunity of AI to help ease administrative burden and improve access to information, this will enable our teams to work more efficiently and spend more time focused on patients and each other.
Ultimately, this Digital Transformation is about creating a more connected, agile and resilient network that better supports our clinicians, strengthens our workforce and helps us continue to deliver accessible, high-quality care to the communities we serve. x
How has it enabled you to accelerate hiring and onboarding?
Oracle Cloud HCM has significantly improved our hiring and onboarding processes. Recruitment timelines have reduced from what could previously take months to around three weeks in many cases. We have also seen broader improvements across the employee lifecycle, particularly regarding onboarding new staff.
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