The Future of Talent Acquisition: Keeping People at the Center

By Scott Sell

When I joined Cleveland Clinic as Interim Vice President of Talent Acquisition a year ago, one of my first priorities was to understand the organization’s talent acquisition function from the inside out. I met with caregivers and hiring leaders across the enterprise to learn what was working well, identify opportunities for improvement, and – most importantly – hear how my team can help support our shared goals.

Through those conversations, a core theme emerged: Hiring the right people is critical to delivering the exceptional service and quality for which Cleveland Clinic is known. Leaders across the organization, from chief nursing officers to vice presidents, recognize that our caregivers are our true differentiator. They are what sets us apart. That shared commitment to talent, coupled with our strong enterprise-wide culture, was both evident and refreshing.

As I assume my permanent role, I’m focused on building a talent acquisition function that is both efficient and deeply human. Like every function at Cleveland Clinic, we have an opportunity to thoughtfully leverage technology. Artificial intelligence can help us streamline time-consuming tasks like résumé screening by identifying qualified candidates and matching talent from our database of nearly two million candidates to open roles. It can also help us engage candidates around the clock, even when recruiters aren’t available.

Despite the obvious advantages it provides, technology should enhance the human experience — not replace it.

By automating routine administrative work, we can give our recruiters more time to do what they do best: build relationships, understand candidates’ goals and deliver a personalized, high-quality experience. That balance will be central to how we approach the future of talent acquisition.

There are no quick fixes to today’s healthcare talent shortage. Demand continues to grow as our population ages, while the available workforce is shrinking as retirements outpace new entrants. Attracting talented people remains essential, but so does retaining the exceptional caregivers who are already part of our organization.

Cleveland Clinic has tremendous strengths to build upon. Our continued growth, world-class reputation and diverse career opportunities give prospective candidates many compelling reasons to join us. One of my priorities is increasing awareness of those opportunities and helping candidates understand the many career paths available across our organization.

At the same time, candidate expectations are evolving, and our talent acquisition strategy must keep pace. We must remember that every interpersonal interaction reflects who we are.

Ultimately, my goal is simple: to build a talent acquisition experience that combines the best of technology with the best of human connection — one that illustrates the care, compassion and excellence that define our organization.