Modernizing Healthcare Hiring with Chantel Greenfield
Rebecca Savoy
Author
Rebecca Savoy
Author
When Chantel Greenfield joined Spartanburg Regional Healthcare System in 2019, she immediately saw an opportunity to streamline and improve the talent acquisition process. Six years later, her innovative approach has revitalized their talent acquisition strategy, turning challenges into opportunities.
During our conversation with Greenfield, she shared the steps behind this transformation—how modernizing the application process, leveraging social media for recruitment, and getting rid of paper applications have redefined the way Spartanburg Regional connects with talent.
Transforming Talent Acquisition from the Ground Up
Upon arriving in Spartanburg, Greenfield quickly realized that the recruitment processes needed a major overhaul. “The team was too small,” she said. Starting with just a 10-person team, she expanded the department to 31 members, adding new roles like directors, managers, and a dedicated sourcing team. This restructuring improved operational efficiency and ensured that each hiring project received focused attention.
Streamlining the Candidate Experience
One of Greenfield’s first challenges was modernizing the outdated application process. Paper applications were still in use, and a lengthy digital process caused significant applicant drop-offs. Greenfield’s team revamped the system, making it easier for candidates to navigate and complete their submissions.
Candidate experience is at the heart of Greenfield’s strategy. Her team developed the “No Candidate Left Behind” initiative, which ensures every applicant receives personalized guidance, regardless of whether they are selected for the role. “Just because the position may not be right today doesn’t mean that six months or a year from now, they won’t be a viable candidate,” she noted. This initiative is rolling out in phases, starting with the hospital’s top-priority vacancies. The goal is to provide a positive, supportive experience for every candidate.
Building Relationships with Educational Institutions
To combat healthcare staffing shortages, Greenfield turned to colleges and universities. Despite a high concentration of hospitals in the region, South Carolina lacks key training programs for specialized roles like histotechnologists and cardiac sonographers. Greenfield is working on long-term partnerships with institutions outside of the state to address these shortages. Additionally, her team strategically analyzed graduate data, pass rates, and program strengths to identify the best institutions for recruitment. This focus on expanding talent pools beyond the immediate region has yielded impressive results. “We increased out-of-state hires by upwards of 200%,” Greenfield shared.
Greenfield’s team is also launching new internship programs for medical assistants and other high-demand roles. “We’ve already done it for nursing, but now we’re working on expanding to other critical positions where we need the opportunity to grow our own workforce faster,” she said.
Leveraging Social Media for Recruitment Branding
“When I got here, we didn’t have a social media presence in recruitment,” Greenfield explained. “Most of the hospitals I’ve seen have really strong marketing teams for their communities, but what has broken out in the last 5-10 years is recruitment branding, which is completely different.”
Greenfield led the creation of Spartanburg Regional’s recruitment-specific social media, launching dedicated accounts on Facebook, Instagram, and TikTok. These platforms showcase job opportunities while providing a behind-the-scenes look at the organization’s culture. Her team curates engaging content, such as “Fun Fact Fridays” and employee spotlights, to organically attract candidates. When it comes to showing up online, Greenfield notes, “It just allows us the opportunity to share insights with people that they wouldn't be able to see otherwise.”
Measuring ROI for social media recruitment can be tricky since clicks don’t always translate directly into applications. Greenfield tracks engagement metrics like colleges sharing job posts, students recognizing Spartanburg from social media, and candidates reaching out via direct messages. “That’s our return on investment,” she said.
This strategy is paying off. “We’ve hired from 47 out of 50 states,” Greenfield shared, “and I can assure you we’ve only physically recruited in 11 of them. That’s the power of social media.”
Greenfield emphasized that a key factor in Spartanburg Regional’s social media success is the support they’ve received from their marketing department. "Anyone wanting to follow in my footsteps needs their marketing department to support them, not bump heads,” she advised.
Looking Ahead: The Power of Technology
Greenfield sees technology as the future of talent acquisition. She is exploring tools like Meta Pixels to improve tracking and optimize recruitment campaigns. Instead of wondering how many clicks actually result in completed applications, installing a Meta Pixel can provide that data.
While Spartanburg’s current applicant tracking system has limitations, she is committed to finding innovative solutions. “I’ve been fortunate to work for an organization that is open-minded and collaborative,” she said. “I’ve received tremendous support from leadership to improve processes and attract talent.”
Greenfield advocates for healthcare organizations to actively participate in online discussions. She believes that for years, hospitals avoided social media out of fear, allowing misinformation to spread. “Now,” she said, “we’re ensuring our voice is part of the conversation.”
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