HEALTHCARE HIRING PERSPECTIVES BLOG

Three Steps to a Centralized, Effective and Efficient Talent Acquisition Process

Posted by  Bryan Warren

 

(From People In Healthcare, 2014)


Matt Rimer, Senior Director of Talent Acquisition at University of Pittsburgh Medical Center, shared the stage with Ted Kinney Ph.D., Director of Research and Development at Select International, during the 2014 People in Healthcare conference in Houston last week.
They kicked of the conference presentations with: Centralization, Selection and Standardization: Building an Effective and Efficient Talent Acquisition Process at UPMC. The presentation hit three important points:178382075


1. Put solutions in the hands of the healers. Healthcare is, at its core, about the care provided to patients and their families, by the caregivers. All of the administrative functions surrounding that purpose must be geared to supporting it. This means that everything HR does should be geared toward this end. These tools include the process to put the right people in the right place, and presenting to the healers, the right candidates.

2. Focus on the process – outcomes will follow. Matt and his team had a vision of a more efficient centralized talent process. This was a bit intimidating with 20 hospitals and additional business units, many of whom had developed their own approaches. The team realized, though that these approaches were not efficient, were often redundant, and often not effective. So while some of the focus was on selection “tools” (interview content and training, and pre-employment assessments), much of it was focused on process. How to coordinate efforts, to manage the candidate pool and make things easier for hiring managers (again – putting solutions in the hand of healers!). The result has been a significant improvement in selection efficiency and a fruitful partnership between HR and hiring managers where HR is seen as an invaluable resource.

3. Find Your “Dan the Baker”. Early on in the hiring process, the talent team identified a candidate for a patient care technician role. He had the behavioral attributes that had been identified as necessary for the patient-centered, outcomes-driven culture UPMC aspires to. The problem? No healthcare experience. Hiring managers had traditionally seen this as a pre-requisite (even though there was no data indicating it was predictive of performance!).

“Dan” really was a baker but wanted something more rewarding. The assessment and interview revealed him to be bright, highly compassionate, conscientious and collaborative. Under the old approach, the Dan would never have been sent to the hiring manager as a candidate. They hired Dan and he is an outstanding performer – best on the unit. Now he’s in nursing school and will come back to UPMC to be the kind of caregiver they want and need. Matt reminded the audience that our job, our mission, is to find more Dan the Bakers – a motivating story that drives home the point.

To learn more about the success of selection programs like the one at UPMC, see our business outcomes documents.

 healthcare hospital behavioral competency model

Tags:   healthcare hiring, pre-employment assessment

Bryan Warren

Bryan is the former Director of Healthcare Solutions at Select International. He was responsible for developing and promoting tools and services designed specifically for the unique challenges faced by healthcare organizations.

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