HEALTHCARE HIRING PERSPECTIVES BLOG

Interviewing in Healthcare is Different: 3 Reasons Why

Posted by  Bryan Warren

Healthcare staffing experts are now forced to re-think their approach. Finding the nurse, allied health professional or front line worker who has the right experiences or credentials isn’t enough anymore.

Here's an example: An oncology clinic needed a nurse. They were “lucky” enough to find a candidate with twenty years of experience running the practice of a retiring oncologist. They wouldn’t need to train an inexperienced nurse in complex chemotherapy regimens.


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The Role of Adaptability in New Technology Adoption in Healthcare

Posted by  Bryan Warren

Does the traditional hospital, medical, and nursing culture stifle change?

It’s the age of smart phones and artificial intelligence. Data and technology are changing our world at an amazing pace. For those in healthcare, the pace of change probably feels difficult to manage, but, in reality, healthcare’s pace of technology adoption lags far behind other industries.


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HR's New Hot Topic: What is Grit and How Do You Measure It?

Posted by  Bryan Warren

I can always tell when a business book has become popular, because that book’s concepts start creeping into our client discussions. Recently, HR leaders have reached out because their leadership teams are laser-focused on hiring people with “grit.”

The 2016 book by Angela Duckworth - Grit, The Power of Passion and Perseverance, is making the rounds, as are her TED talks on the topic. Grit, as she describes it, makes sense. It fits with our model of what it takes to be successful. The question, though, is how does this concept fit into your talent strategies?


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5 Things to Know When Implementing Assessment Tools in Healthcare

Posted by  Bryan Warren

Healthcare organizations are looking for innovative solutions: New technologies, new care delivery models, and new approaches to talent. They are also looking to other industries – adopting lean or Toyota Production Systems, better decision-support systems, and more sophisticated revenue cycle approaches. Other industries have used behavioral assessments for decades. Surveys show that as many as 70% of companies now use behavioral and personality assessment tools in their hiring process. It’s become so ubiquitous that Time Magazine did a cover story on it.


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As Reimbursement Declines, What Leadership Qualities are Most Important?

Posted by  Bryan Warren

During discussions about the Affordable Care Act over the past few years, we’ve assumed that hospitals, generally, have supported the landmark healthcare reform legislation. The expansion of insurance coverage to more people, reduces the amount of uncompensated care.


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How Do Leadership Skills Impact Employee Engagement Scores?

Posted by  Bryan Warren

One of my favorite things to do is our leadership “Impact Sessions.” A group of leaders take Select Assessment® for Healthcare Leaders (SAHL), which measures 18 specific leadership behavioral traits. Then we meet to identify:

  1. The biggest challenges facing their hospital/system

  2. The biggest barriers to success – with a specific focus on how:

    1. The group works together

    2. Various levels of the organization work together

    3. Individual and behavioral strengths and weaknesses manifest themselves


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How to Predict On-the-Job Success in Your Residency Matching Process

Posted by  Bryan Warren

While the process of selecting medical residents and fellows is unique, it’s still a selection/hiring process intended to identify the candidates most likely to succeed. Decades of tradition and, particularly with regard to residency programs, a rather formal matching process, have kept organizations from thinking about this selection process in the correct light. Not surprisingly, there is little data supporting the efficacy of the current process.


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Evidence-Based Hiring: 5 Basic Principles to Improve Your Hiring Process

Posted by  Bryan Warren

Simple isn’t necessarily easy. In fact, simple can be hard. I like this recent article from Inc. about the design secrets of Jeff Bezos and Steve Jobs. From the article:

“When we don't do the necessary work up front to create a design that is simple and elegant, we end up building products and services that are complex and cluttered. Put another way: Simple is hard.”

This principle applies to building an effecting hiring system. Everyone is looking for the magic platform, program, or app that will solve their problem – or ALL of their problems. The reality is that the solution is a combination of tools put together in a thoughtful manner.


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Five Attributes Critical for Healthcare Leaders in the Near Future

Posted by  Lindsey Burke

Plenty has been written about the ongoing changes to healthcare, including increasing economic pressures and the rise of consumerism.  (See a nice summary in a recent article by Fierce Healthcare). Do these changes mean that the competencies, skills, and traits of successful healthcare leaders of the future will be substantially different from those of today? 


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Can You Measure and Develop Executive Presence?

Posted by  Bryan Warren

A client, one of the largest health systems in the country, has identified executive presence as a critical hiring and development focus.  The senior team is unanimous that the trait is vital for success.  They are not alone.  Even in the world of technology, a survey of CIOs conducted by Gartner put executive presence second on the list of the top 20 leadership traits. By comparison, technology skills ranked 12th.  Another survey found that senior leaders think executive presence accounts for 26% of promotion decisions (Center for Talent Innovation, 2012).

But what is it?  Can it be measured?  Can it be taught or developed?


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