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Thank you for the review. I would, personally, be happy to speak with you in more depth about this topic as there’s been some really great strides since the inception of our new recruiting tool and establishing formal internal guidelines as we are currently sitting at 30% of all positions are filled by internal candidates today, whether it be transfers or promotions. It seems as if you might be applying (externally) through our Career pages but the best way for an internal to apply would be through your personal Workday Careers (Career Worklet Icon) which will identify you as an (internal) candidate and automatically routes your application to the recruiter for first consideration. We have a helpful SOP/Employee Job Aide on the T.A SharePoint page on "how to apply as an internal candidate" which I'd also be happy to share with you. Also, if you haven’t already, we strongly urge you to update your employee profile as many times our internal recruiting team will search for internal candidates that have skills listed on their profile. That may be where some of the confusion is coming in for you. Our Internal Transfer Policy (how it works and who qualifies) can be found on the Talent Acquisition SharePoint page and I’ll be happy to send it to you as well. As for transferring from market to market, all employees (who meet the internal transfer policy requirements) are eligible to transfer to any markets nationwide. Further, depending on the situation and job level, we recently began offering really awesome employee relocation packages for internal candidates to make their out of market transition easier as well. There’s been a few recent internal transfers/promotions that benefitted from this relatively new added value proposition and has been quite well-received. Let’s also discuss this in more detail, when we speak live. I’ll also bring up your concern around sick time to our Total Rewards team, but do keep in mind we run off of a PTO schedule (sick or vacation can be used) and we also offer two floating days that you can use at your discretion. Lastly, we are always looking for ways to advance somebody’s knowledge and career through additional education or attending job-related seminars, etc. I’ll be sure to mention the want for a formal tuition reimbursement program to our CHRO but in the meantime, please inquire with your leadership on opportunities to attend job-related seminars or attend some of the various educational opportunities through programs developed our Learning, Development, and Training team.
If you feel comfortable, please email TalentAcquisition@chenmed.com and let’s set up a time to discuss the process and also very happy to discuss your career goal/aspirations and work together to plan for the next stage of your career here at Chen. We appreciate your eagerness to continue to grow with us and I look forward to working together to achieve your goals.
