It’s time for end of year lists. Best movies. Biggest news stories. Our team sat down and looked back at 2013 from the point of view of healthcare talent professionals. The discussion wasn’t as lively as the debate between 12 Years a Slave and Anchorman 2, but close!
What were the biggest selection-related trends or developments in 2013 in the world of healthcare recruiters, staffing professionals and human resources leaders?
No. 1: HR gets a seat at the table. HR is no longer seen as an administrative function. The ability to attract, select and develop top talent, at all levels, plays a big role in the ability to respond to healthcare reform. Senior leaders are starting to consider talent in the strategic plan.
No. 2: The challenges of a new physician workforce. Hospitals have built a network of employed physicians, hoping that control over the medical staff will make it easier to coordinate care and build an ACO. Now they have hundreds or thousands of highly paid employees – most of whom weren’t trained or chosen for their ability to work collaboratively, to innovate or adapt to change – exactly what’s now asked of them.
No. 3: Technology Rules. Every HR team is looking for any and every technological advantage. Outdated, manual approaches simply won’t suffice. Some still seem to be held hostage, however, by products that make integration far more painful and expensive than it should be. It’s 2014 – integration should be cheap and easy!
No. 4: Front line employees matter! While physicians and nurses are important, the majority of the workforce is lower paid front line employees who have a real impact on patient care and the patient experience. Traditionally, no one paid much attention to these employees. With this much volume, however, turnover is expensive and a relatively limited investment in efficiently sourcing and screening candidates can pay big dividends in cost savings, and building a patient-centered culture.
No. 5: Behaviors matter. Hospitals are realizing that behaviors impact patient satisfaction and clinical outcomes, often more so than technical skills. The only way to build behaviors into the selection system and the organizational culture is to better understand them. More are taking a comprehensive approach to building an organization-wide behavioral competency model that is the foundation for all talent functions.
It’s a cliché to say that healthcare hiring is undergoing unprecedented change, but it’s true. It’s also true that healthcare is responding to the pressure like every other industry – first by improving processes, second by looking to technology, and now, finally, by maximizing the approach to talent. Nothing impacts a hospital’s ability to respond to these challenges more than who is on the team.
We’re excited to see what our clients accomplish in 2014!