HEALTHCARE HIRING PERSPECTIVES BLOG

What The Heck is MACRA and Why Should HR Care?

Posted by  Bryan Warren

 We sure love acronyms in healthcare, don't we?  Well, here's a relatively new one:  MACRA.  What is it, and why should HR care about it?


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Many Executives are Really Bad at Hiring:  A 3-Step Fix

Posted by  Paul Glatzhofer

Did you know that as many as two-thirds of executive placements fail? Well, it's true. Given the challenges facing hospitals, that failure rate is unacceptable. While many hospitals have designed highly efficient and effective processes to hire nurses, just as many have failed to bring any structure or objectivity to how they hire senior leaders. For many, it's a poorly defined process that is NOT candidate-friendly and, more importantly, simply isn't good at picking the right candidate for the role.


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4 Important Trends in Healthcare Recruiting

Posted by  Laurie Wasko

Healthcare leaders recognize that talent strategies are a priority. Attracting, developing and retaining talent at all levels of the organization can go a long way toward determining whether the organization can fulfill its mission and successfully respond to the unprecedneted changes underway.

Senior leaders have tasked talent acquisition teams with building talent stratgies and system that work. With that in mind, LinkedIn explored recruiting trends in its report, Global Recruiting Trends, 2017.  Below I've highlighted four important trends from that report:


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You Need Managers Who Are Leaders

Posted by  Paul Glatzhofer

It's been interesting to watch the evolution of Select International's work in healthcare. Initially, because of our longstanding work with Toyota, hospitals trying to adopt lean principles wanted to evaluate the behavioral skills of front line staff to see if they would thrive in a lean environment. Then HCAHPs came along, and hospitals were focused on hiring people who could help to build a patient-focused, service-oriented culture.

Recently, though, our hospital clients are focused on managers and leaders. They want a more deliberate and effective approach to selecting and developing senior leaders and managers.


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When Talent Shortage is Your #1 Concern

Posted by  Bryan Warren

Select International recently polled its clients with the question, "What's happening in your industry that you want to be prepared for in 2017?"  The number one response from our healthcare clients:  The shortage of talent.  Talent professionals face a variety of challenges and conflicting priorities, but finding qualified candidates is a problem they wake up with every day.


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1 in 3 Nurses Consider Quitting Because of Bullying

Posted by  Jason Frizzell

Roughly 85 percent of nurses have been verbally abused by a fellow nurse, and some experts estimate that 1 in 3 nurses consider quitting because of the bullying. These were some of the findings discussed in a recent Marie Claire article, "Mean Girls of the ER, the Alarming Nurse Culture of Bullying and Hazing."


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Top Physician Personality Strengths and Challenges

Posted by  Bryan Warren


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3 Trends in Nursing Hiring

Posted by  Bryan Warren

Changes in nursing hiring and selection are starting to catch up to the transformation of our healthcare system. The changes to the nature of the services and patient/consumer expectations have forced human resources professionals to play a larger role in organizational success. Three trends are particularly interesting:


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4 Points Prove the Importance of Employee Engagement

Posted by  Bryan Warren

I’m pleased to be joining Mark Sevco, from the University of Pittsburgh Medical Center for a presentation at TMA’s 7th annual People in Healthcare Summit in San Diego this week. This event brings together senior talent professionals from the top health systems around the country. Our presentation: Building a New Hospital, and a New Culture – Lessons Learned.


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3 Reasons Why You Absolutely Need a Nursing-Specific Selection Program

Posted by  Bryan Warren

Nursing is unique. It makes up a third of a hospital’s workforce. It could be argued that your ability to attract and retain quality nurses will be the deciding factor as to your success or failure navigating all of the changes going on in healthcare. Because nursing is so unique, you can’t really apply the same selection tools, approaches, and processes that you do for other industries – for example, sales or manufacturing.

And really, you shouldn’t be using some “version” of a generic tool across multiple roles and job families within your organization. Nursing is special. You need a nursing-specific selection program in order to really see results.

Here are three reasons why should invest in a nursing-specific selection program immediately:


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