Does Your Hiring System Work? 7 Important Performance Metrics

Posted by  Bryan Warren

If you believe that the quality of your team goes a long way toward deciding your level of success, you’ve probably asked yourself a few question:

  1. Are we hiring the right people?

  2. Are we hiring people equipped to do what we expect them to do?

  3. Are we as efficient and effective as we can be in choosing the right candidate?

  4. Are we hiring people who will stick around?

If you’ve asked yourself these questions, then you’ve probably started looking at technology, tools, processes, and approaches that can help you improve in each of these areas. Frequently we see organizations that have gone through this process and implemented various solutions but still have not seen the results they seek. For instance, they’ve moved to an automated applicant tracking system, interviewing tools, pre-employment assessments, and reference checking programs.


Do Women Make Better Doctors?

Posted by  Bryan Warren

A study published in JAMA Internal Medicine seems to indicate that women may provide superior medical care in some situations. In the study of patients under the care of a hospitalist, there was a small but significant difference in the likelihood that elderly patients were still alive or had to be readmitted to the hospital depending on the gender of the doctor who cared for them. Although the analysis can't prove the gender of the physician was the determining factor, the researchers made multiple efforts to rule out other explanations.

A quote from a Washington Post article on the research: “If we had a treatment that lowered mortality by 0.4 percentage points or half a percentage point, that is a treatment we would use widely. We would think of that as a clinically important treatment we want to use for our patients,” said Ashish Jha, Professor of Health Policy at the Harvard School of Public Health. The study proposed that as many as 32,000 patients' lives could be saved in the Medicare population, alone, if all patients were treated by women.


Would You Want Donald Trump Running Your Hospital?

Posted by  Bryan Warren

Donald Trump’s message and his personality struck a chord with at least half of the U.S. electorate. His supporters would argue that the challenges and threats we face require a strong, bold leader. It could be said that healthcare is facing unprecedented challenges too, and that we need similarly strong, bold leaders who are not afraid to break from tradition or to “break some eggs to make an omelet,” so to speak.

President-elect Trump is perceived by many as bold, unafraid, dynamic, charismatic, hard-nosed, and aggressive – characteristics often associated with “strong” leaders. He has promised that he will not be politically correct, will break from traditional approaches if necessary, and is not afraid to be offensive or make people uncomfortable in implementing the solutions HE knows are right for America. But, is the idea that strong leaders are effective leaders a myth?


Is Physician “Engagement” the Right Goal?

Posted by  Bryan Warren

I’m a firm believer that words matter. Specific words deliver specific messages. Sometimes I can be TOO particular and this may be one of those situations, but perhaps not. Engagement, specifically employee engagement and physician engagement, is a hot topic. But with regard to physicians, is it the RIGHT topic?

I used to do a lot of consulting work for hospitals who were trying to “engage” their physicians. More often than not, this would be an orthopedic or cardiovascular service line development effort and we needed to get various groups of physicians actively involved in what we were doing. We needed primary care physicians to refer patients to the program and our specialists. We needed surgeons and other specialists to help in the design and deployment of new, more efficient care delivery models, to take active leadership roles, and to help meet program financial performance goals.


The 3 Most Important Competencies to Focus on When Hiring Nurses

Posted by  Jason Frizzell

Over the years working as a talent management consultant on Select International’s Healthcare Team, I've conducted competency-based job analyses with dozens of healthcare organizations ranging from large academic hospitals to small, rural community-based hospitals. I've spoken with hundreds of top-performing nurses, nursing managers, directors of nursing, and even chief nursing officers across the nation.

In these discussions, I've noticed a few consistent trends when participants discuss the behavioral-competencies critical for success in the nursing role:


Is Leadership to Blame for Low Employee Engagement in Healthcare?

Posted by  Bryan Warren

HealthStream’s Engagement Institute just published their 2016 Employee Engagement Benchmark Report. HealthStream is a leader in healthcare employee engagement surveying and improving employee engagement with their tools and coaching. They define engagement as “an individual’s cognitive, emotional, and behavioral connection with an organization’s mission, vision, and values.”

What people miss most about employee engagement is that you don’t do it just to create a nice place to work, but because there is a direct correlation between employee engagement scores and patient satisfaction scores!

Some interesting findings from the Benchmark Report:


Can You Save a Bad Healthcare Culture? [Expert Interview]

Posted by  Bryan Warren

Our healthcare clients commonly bring us in to support any number of initiatives– reduce turnover, increase HCAHPS scores, reduce time to fill, or simply hire better performers. Frequently, we end up having a discussion about culture. Culture can be hard to define, but we take the position that your culture is nothing more than the collective behaviors of your workforce. What behaviors do you encourage and reward? What behaviors do you tolerate, or not?

For us, that means, what behavioral competencies should we be looking for as we build an effective selection system? We end up, in this process, learning a lot about an organization’s culture and about culture change, in general.

I posed a few questions to Laurie Wasko, Ph.D., the manager of our healthcare consulting group. Laurie and her team work with health systems and healthcare companies, large and small – and they all talk a lot about culture.

Here’s what Laurie had to say:


That Brand New Hospital Doesn’t Guarantee a Patient-Centered Culture

Posted by  Laurie Wasko

One of our newer health system clients just told us that their newest hospital is struggling with staff turnover, employee engagement, and patient satisfaction scores. We weren’t on the project until this hospital had already been open for two years.

They described a situation where staff from other system hospitals were given first crack at positions in the new hospital. They didn’t do anything different about how they vetted candidates to staff the new hospital. They’ve ended up with a beautiful new building but a very traditional, non-patient-centric culture. It’s a common error.


Will Trump or Clinton Solve the Rising Health Insurance Problem in Healthcare?

Posted by  Bryan Warren

Rising health insurance costs are a big issue in the presidential election. To watch any of the presidential debates, though, you would have thought it’s a minor problem with a few simple solutions. Donald Trump seems to believe that repealing the Affordable Care Act, and allowing insurance companies to compete across state lines, will solve the problem. Hillary Clinton is focused almost exclusively on expanding Medicaid and going after the profits of pharmaceutical companies.

They could have had an entire debate on this topic, but I’m not sure either of them would have gotten to the heart of the matter:


8 Qualities to Look for When Hiring a Physician Assistant or Nurse Practitioner

Posted by  Lindsey Burke

Many health systems have identified building out their Physician Assistant (PA) and Nurse Practitioner (NP) programs as central to their ability to improving patient access and quality of care. Research shows that patients respond well to PAs and NPs when they are utilized effectively. They add great value to the care delivery system and improve outcomes.

Most systems, though, have been so busy trying to recruit for these roles that they’ve not given much thought to exactly WHAT they are looking for.


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Reducing Turnover in Healthcare