Talent Acquisition Transforming into Growth Mode

Supporting the Next Chapter of Growth at DCA in 2023

IN 2022, THE TALENT ACQUISITION TEAM focused on meeting the hiring needs of our organization. Our TA rock stars made a significant impact in helping TA surpass our overall hiring goals by expanding our outreach to more quickly source both active and passive talent, connecting with a greater number of applicants, and better vetting qualified candidates for our hiring managers. In the second half of the year, we saw a measured increase in the number of provider contracts extended, an increase in our overall contract acceptance rates and a marked decreased in our Time to Fill for doctor hires. Additionally, the investments we made in our structure, technology

Erika Williams Chief Talent Officer Ally Since 2022

and processes allowed Talent Acquisition to hire at a rate that has outpaced our turnover.

As we move into 2023, our focus is shifting from simply maintaining our staffing levels to supporting the growth of DCA! Ongoing improvement of our team’s infrastructure to facilitate hiring efficiency is our foremost priority. Your TA partners’ performance will be guided by meaningful metrics focused on greater speed and candidate/hiring manager experience. Moving forward, DCA’s TA team will need to be more deliberate in our demand planning, collaborating with our operational leaders to truly understand their needs for the coming year. The use of analytics will become more necessary in forecasting to help identify the right roles, skills and geographies to focus on our growing company. We will execute on regional workforce staffing forecasts to proactively pipeline our future talent needs that support our growth objectives.

As we move forward with our innovation, the experience of our hiring managers, candidates, and recruiters will remain our primary focus. The pandemic helped to make 2021 the “year of the employee experience” and the trend has continued through 2022. It accelerated the need for developing experiences that focused on the well-being of employees, promoted positive work-life balance and the creation of experiences that encouraged employees to stay. This emphasis on providing a good experience also extends to candidates, who have so many options available to them. It is more important than ever to make sure that the DCA candidate experience is easy and enables our candidates to quickly apply for jobs and move through their interview processes seamlessly. As a result, your TA partners will continue to focus on nurturing relationships with candidates and our hiring clients to ensure we place our candidates in the best positions to ensure the most success and engagement in their new roles. efficiencies. We piloted Overjet, an artificial intelligence program that helps identify possible pathology and decay on radiographs. Overjet is driving increased efficiencies in more than 100 DCA-supported locations and continues to improve the ways we apply the technology in the market.

Currently, DCA is partnering with Humana on a pilot to use the Overjet technology in lieu of preauthorization.

Earlier this year, DCA launched a lab pilot in the Massachusetts market with Dr. Matt Haluch, which will provide a higher quality product, reduced turnaround time, and at a savings to our providers. Early results look very promising.

We will continue through 2023 to look at opportunities to bring CBCT’s and scanners into our existing locations. I look forward to working with all of you in 2023.

Finally, we are thrilled as we are expanding our University Relations recruitment model as we see the ROI from hiring new grads. Our data shows that, based on our onboarding and mentorship programs, our newly hired providers’ productivity is quickly ramping up. Our University Relations Team has a full calendar of events, updated collateral and DCA swag, and are ready to meet the next generation of talent for DCA!

In addition to our focus on provider development, we continue to look for emerging technology to help us gain

TALENT

As a reminder, please continue to stress our employee engagement program! In 2022, DCA paid over $210k in referral bonus payments to DCA employees. We all enjoy working with people we know and like. Studies show that employees remain with their employers longer when they feel connected to their leaders and to their teammates. Please encourage your friends and family to join you here at DCA!

Our TA Team is pumped up and ready to attract and recruit the next level of talent for DCA. We thank you all for your continued partnership as we ALL work to hire the absolute best for Dental Care Alliance!