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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6 Talent Strategies Used By Top Hospitals

Posted by  Bryan Warren

Successful organizations have teams that display certain behaviors. Organizations that are able to find, hire, develop and retain people who can perform, succeed. Those that don’t, struggle. It’s that simple. Talent wins.

We looked at hospitals that have made the most gains toward building a team ready to face the challenges. Here are the top six strategies we’ve seen:


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Does Your Hiring System Work? 7 Key Performance Metrics

Posted by  Bryan Warren

If you believe that the quality of your team goes a long way toward deciding your level of success, you’ve probably asked yourself a few question:

  1. Are we hiring the right people?

  2. Are we hiring people equipped to do what we expect them to do?

  3. Are we as efficient and effective as we can be in choosing the right candidate?

  4. Are we hiring people who will stick around?


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Are More Hospitals Adopting Pre-Hire Personality Tests?

Posted by  Bryan Warren

According to Psychology Today, about 80% of Fortune 500 companies use personality tests to assess potential and current employees to make hiring, team building, and developmental decisions.


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8 Traits to Look for When Hiring a Physician Assistant or Nurse Practitioner

Posted by  Lindsey Burke

Many health systems have identified building out their Physician Assistant (PA) and Nurse Practitioner (NP) programs as central to their ability to improving patient access and quality of care. Research shows that patients respond well to PAs and NPs when they are utilized effectively. They add great value to the care delivery system and improve outcomes.

Most systems, though, have been so busy trying to recruit for these roles that they’ve not given much thought to exactly WHAT they are looking for.


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A Selection System is About More Than Just a Hiring Test

Posted by  Bryan Warren

This week, I received a call from a hospital HR leader asking about tests we have that would reduce nursing turnover. The hospital is currently using a test and likes some of the information it gives them, but they aren't seeing a real, measurable impact. We get this call a lot. Rather than tell her about our tools, I asked her several questions:


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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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Prove the ROI of Your Hiring Process Using These Key Metrics

Posted by  Bryan Warren

Do you know if your hiring process is working? 

Most organizations recognize that talent acquisition goes far beyond finding enough qualified applicants to fill open spots. Even smaller companies should be thinking about how to improve efficiency and the ability to, more often, pick the right candidate. Asking for funding for technology, tools, and other resources to support your hiring efforts can often result in leadership asking, “Where’s the ROI?” So, how do you measure the success?


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Improving the Candidate Experience: Practical Advice

Posted by  Amber Thomas

As we’ve written recently, the healthcare labor market is tight. You want to hire the best candidates, because talent drives quality of care and the patient experience. But, it’s a challenge just to find qualified candidates to choose from!


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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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