The Dos and Don’ts of Hiring an RPO for Your Hospital: Insights from John Zubiena
Rebecca Savoy
Author
Rebecca Savoy
Author
In the fast-paced world of healthcare, finding the right staff to fill essential roles can be challenging. We had the opportunity to sit down with John Zubiena, Chief Human Resources Officer at Washington Hospital in Fremont, California, to hear firsthand how he’s tackling this issue.
Zubiena has developed an effective strategy that has substantially reduced the hospital's reliance on traveling staff, helping to create a more stable and cohesive workforce. His approach to the hiring process offers valuable insights for hospital administrators looking to build a reliable, well-supported team. Let’s take a closer look at his process.
Choosing the Right Hiring Partner
When selecting a recruitment process outsourcing (RPO) partner, Zubiena focuses on a few key factors. Above all else, he wants a team that’s focused on service and prioritizes transparency. An ideal partner, in his view, should function as an extension of the hospital’s in-house team. Additionally, he considers the speed at which the RPO can fill vacancies and how satisfied hospital managers are with the quality of candidates provided.
Streamlining the Hiring Process
Zubiena has implemented a simple yet effective system for managing staffing needs. Instead of manually checking in with department managers to assess vacancies, managers can submit requests directly through a digitally streamlined process. Once senior leadership approves these requests, the search for candidates begins. To make sure everything stays on track, Zubiena holds weekly meetings with the RPO team to review progress and make adjustments if needed.
Customizing Recruitment Strategies
Not every role requires the same recruitment strategy. While some positions can be filled quickly with standard job postings, others—such as emergency room nurses—demand a more specialized approach. Zubiena’s RPO team uses targeted ads and recruitment campaigns for these critical positions, ensuring the hospital attracts top-tier talent. The goal is to find the right balance between active recruiting and waiting for the right candidates to emerge.
Collaborating with Marketing
Zubiena understands that getting the word out about job openings is crucial. He also realizes the importance of aligning recruitment efforts with the hospital’s broader branding and marketing strategy. By working closely with the marketing team, Zubiena ensures that the messaging to prospective employees mirrors the hospital’s values and public image. This unified approach makes it easier to connect with the right candidates and also helps the hospital stand out as an attractive place to work.
Addressing Regional Challenges
Operating in a high-cost region like the Bay Area presents unique recruitment challenges. To avoid relocation expenses, Zubiena focuses on hiring local candidates whenever possible. Additionally, he employs a flexible staffing model that allows the hospital to adjust to varying demand levels without over-relying on temporary workers or external agencies.
Looking Ahead
For now, Zubiena is focused on optimizing Washington Hospital’s current hiring process rather than pursuing international recruiting or making major structural changes. However, he constantly tweaks his methods as needed to make sure the hospital stays fully staffed.
John Zubiena’s strategic approach to recruitment has helped Washington Hospital maintain a stable workforce that keeps it running smoothly. By selecting the right hiring partner, refining the hiring process, and collaborating closely with a marketing team, Zubiena has been able to attract and maintain a stable workforce by creating a recruitment model that could benefit other healthcare administrators facing similar challenges. His methods offer practical solutions to the ongoing staffing challenges faced by hospitals across the country.
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