Industry: Public Healthcare

Scope: 8,000+ employees across a unionized, multi-site provincial system

Challenge

A large provincial healthcare organization was facing significant recruitment challenges that were affecting staffing stability, service delivery, and patient care. The recruitment function was hindered by inconsistent processes, unclear ownership across internal teams, rising vacancy pressures, and growing agency costs.

The organization needed a more structured, accountable, and scalable talent acquisition model that could improve efficiency, support hiring leaders, and strengthen long-term operational performance.

Approach

TST provided strategic talent acquisition leadership to help redesign and rebuild the recruitment function from the ground up. The work focused on structure, process improvement, team enablement, and operational discipline. Key contributions included:

Organizational Redesign

Led the implementation of a dedicated workforce recruitment function with clearly defined roles, responsibilities, RACI frameworks, and standardized workflows. Also helped unify previously separate recruitment efforts into a more coordinated “one team” model, reducing duplication and improving ownership.

Process Re-Engineering

Streamlined intake, screening, and internal posting workflows to improve efficiency and consistency. Introduced service standards and standard operating procedures designed to support compliance, reduce cycle time, and improve the experience for both hiring leaders and candidates.

ATS and Onboarding Support

Provided strategic input on recruitment technology and onboarding workflows by identifying functional gaps, clarifying requirements, and helping realign system design to better support process needs, reporting, and automation opportunities.

International Hiring Support

Developed a more structured framework to support internationally educated candidates and their leaders through onboarding, integration, training pathways, and targeted education sessions. Standardized processes helped create a more consistent, supportive, and compliant approach to international recruitment.

Team Build-Out and Enablement

Supported the recruitment and onboarding of a 30-person team. Designed and led strategy sessions, created communication frameworks, and introduced performance KPIs tied to service delivery and operational accountability.

Agency Optimization and Cost Management

Improved vendor tracking, documentation expectations, and oversight practices. Helped realign agency agreements with operational priorities and introduced stronger controls to support fiscal accountability.

Benchmarking and Culture Shift

Introduced recruitment benchmarks to improve visibility, accountability, and performance measurement. Helped shift the function from reactive processing to a more strategic, service-aligned model, while embedding greater financial awareness into recruitment decision-making.

Outcome

The organization gained a stronger and more scalable talent acquisition foundation supported by clearer structures, improved processes, and better operational oversight. New management capacity, standardized protocols, and performance measures helped position the recruitment function to meet immediate staffing pressures while building for long-term success.

If you want a slightly stronger ending, you could use this version instead:

Outcome

Modern structures, processes, and protocols were established to create a more effective and sustainable recruitment function. With clearer accountability, stronger team capability, and improved operational discipline, the organization was better equipped to meet workforce demands, support service delivery, and plan for future growth.