Debbie Keithley Rn Email & Phone Number

Washington, United States

Kaiser Permanente acquired Group Health in 2017. Moved into recruiting for highly competitive, low nursing pool market and have averaged 160-180+ new hires each year. These past 4+ years have recruited for RN’s, Nurse Executives, CRNA’s, NP’s, Educators, New Nursing Grads and Nurse Techs. Average req load has varied from 80-100+ depending on projects, i.e., new grads, new to specialty training, expansions/ramp ups and opening of new facilities.  Continue to create/collaborate/design/implement career events, recruitment initiatives and marketing materials that differentiate KPWA. Act as a resource/SME for KPWA recruitment.

Seattle, Washington, United States

Full cycle consultative recruitment for Tier 1 “Hard to Fill” clinical positions in the OR, PACU, Endoscopy, Special Procedures, Interventional Radiology, Home Health, Hospice and Clinics.

Scotts Bluff County, Nebraska, United States

Following the directive of the position to use a great deal of creativity & latitude, was able to develop, present & implement the following: Consultative recruitment strategy that resulted in filling over 150 open nursing & nursing support positions from January 2015 thru August 2015 (60%+ increase from same period last year with an average time to fill of 31 to 41.5 days). Developed & closed competitive offers. Marketing materials & taglines differentiating RWMC, the community it serves & the lifestyle is supports. Collaboration with nursing directors and in house subject matter experts re: proposal to increase certification of nurses at the bedside with a projected outcome designed to increase patient/family/staff safety & satisfaction, while at the same time, creating an internal nursing professional practice pipeline. "Transition from traveler to perm" interview/on boarding process designed to attract & retain potential long-term employees that assisted in decreasing our projected nursing & nursing support traveler usage. "Open door” retention/recruitment milieu that supported career consultation for both internal & external candidates.  Redesign of our nursing student summer externship interview process to a relationship based HCCAP behavior model. Process changes in which we were able to provide additional job opportunities for nursing students during & after completion of their summer externship.  Nursing graduate new hiring model designed around their area of interest, career growth & development. Collaboration with Western Nebraska Community College in presenting preliminary data re: onsite customized Acute Care C.N.A. program as a strategic tactic in building a larger local nursing pipeline.

Salem, Oregon, United States

Recruited to shift their recruitment process to a consultative sale model that included: Relationship based recruitment & retention designed to competitively differentiate Salem Health & Salem, Oregon. Negotiating & closing offers for executive & staff positions.  Formal presentations to nursing forums re: “How to competitively differentiate themselves in the current market”. Providing on-going career coaching to internal & external candidates.

Bellevue, Washington, United States

Designed & implemented real-time recruitment & retention strategies to attract, develop & retain both internal & external candidates via:  Streamlining full cycle recruitment of nursing leadership & staff to create a reproducible differentiating experience.  Designed strategic marketing materials & events.  Developed value-based partnerships with local nursing program. Designed & implemented Versant’s New Graduate RN Residency & Nurse Tech recruitment & retention strategy. Co-Chaired Versant New Grad committee. Presented “Recruiting for ROI” best practices at Versant’s 2010 national conference. Expanded role to clinical liaison between nursing, human resources, administration, foundation & community to collaboratively leverage resources, relationships & strategies to position Overlake Hospital as the preferred hospital/employer in the Seattle area.  Provided career development & coaching for both current & prospective employees. Active participant in staff meetings and committees, i.e., Nurses Week, Bandage Ball & RN Residency Welcome & Graduation events.

Seattle, Washington, United States

Developed & implemented consultative sales programs to increase TLC’s visibility & penetration into the “Web Based Post Acute Care Search & Response” market for increased efficiencies in discharge planning & patient/family/staff experience.

Seattle, Washington, United States

Nurse Recruiter specializing in the placement of Canadian nurses.

Bakersfield, California, United States

Designed & implemented full cycle recruitment & marketing strategies using a consultative sales model focusing on competitive differentiation & the “best fit” to include: Redesign of full cycle recruitment to better manage the candidate experience & outcome.  Developing ad campaigns/marketing materials targeting current issues & optimizing moments of opportunity. Developing & implementing International recruitment strategies. Active member of Bakersfield Vision 2020 committee, which impacted SJCH competitive differentiation & visibility. Re-establishing relationships with local nursing programs to become the hospital of choice for new graduates. Developing advisory groups of students at local University & college nursing programs.  Implementing value-added recruitment tool in sponsoring local NCLEX reviews. Conducting site visit’s for out of area nurses (& spouses) giving them a “snapshot” experience to assist in making an informed decision.

Diploma Nursing

Specifically selected Bryan Memorial Hospital School of Nursing based on it's strong clinical and critical thinking components.

Certificates, Presentations/Train-The-Trainer

Certificates, Consultative Strategic Selling, Negotiations, Competitive Positioning & Marketing