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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Five Recommendations to Improve the Physician Interview

Posted by  Bryan Warren

If you are recruiting physicians, the pervasive shortage makes it a seller’s market.  But that doesn’t mean you want to make an offer to every candidate.  In fact, we see more practices and health systems realizing that a bad hire can be a catastrophe.  If they have a few viable candidates, they want to pick the best one.  If it’s a really hard to fill spot, they want to get it right the first time.  Every physician is a big investment.  Think of the time and money you spend finding candidates, then vetting them, then investing in them before you realize it was a bad hire. 


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3 Ways HR Can Support a Lean Culture in Healthcare

Posted by  Bryan Warren

Recently, more and more hospitals are adopting tools and processes from other industries like Six Sigma, "Lean," or the Toyota Production System (“TPS”). Some hospitals are well-known for their success using Lean practices to reduce costs and improve the quality of care. Many, though, have invested time and money with limited success. Some try to implement Lean practices without considering important workforce cultural issues.


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Traditional Job Interviews Are Useless

Posted by  Bryan Warren

The traditional, unstructured job interview is just plain useless. I'm not saying this to be provocative. Every day on social media, I see some version of this: "The 1 interview question this CEO asks to identify top performers." Then I meet people, often nurses, who tell me they only need to review a resume and spend 5-10 minutes with a candidate and they're able to determine whether the candidate will be a good nurse; they don't need silly structured interviewing or any other data.


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Should Healthcare Hiring Focus on Traits or Behaviors?

Posted by  Bryan Warren

Let’s use a simple example: You need to hire a nurse manager. You have two candidates who, on paper, are qualified for the job, although this would be the first management role for both. One would be an external hire. The other would be an internal promotion.

How do you give yourself the best chance to pick the candidate most likely to succeed in the role? What can you use to predict their degree of success?


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Are You Using Evidence-Based Hiring in Healthcare?

Posted by  Bryan Warren

I’m old enough to remember when “evidence-based medicine” was a relatively new term. At its most basic, it’s an approach to medical practice and healthcare intended to optimize decision-making by emphasizing the use of evidence from well designed and conducted research. To people outside of healthcare, it would seem obvious this would be the ONLY type of medicine. But that’s not the case. A brief history:


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