HEALTHCARE HIRING PERSPECTIVES BLOG

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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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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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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An Offer to Build President Trump a Hiring System

Posted by  Bryan Warren

A disclaimer: This is NOT a political statement. Nor is it an endorsement or criticism of Donald Trump as a President. It IS, however, a harsh criticism of what appears to be a struggling hiring system. Candidate Trump vowed to run the White House like a business, and any business is built on its human capital and talent systems.

In his previous line of work, he had decades to build his team. He probably hired based largely on personal relationships and instinct. If he was wrong, he had time to correct the mistake.

Now, he has a short window to fill a large number of diverse, complex, senior positions. There are plenty of highly qualified and talented people in various roles in the administration. His hiring system as a whole, though, appears to be struggling. We’d be happy to help - if he wants help. Yes, I’m offering up our team’s services.


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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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How to Use the 3 P’s to Predict Manager and Leader Success

Posted by  Bryan Warren

Bill is the COO of a three-hospital health system in a small town.  He’s been with the system for 30 years, starting as a nurse and moving up through the organization. He's been in his current role for 10 years.  He’s seen as a bit abrasive at times, but bright, direct, and effective.  He’s been serving the same CEO for those ten years.  They’re a good team.  The system is merging with another, slightly larger system with a more progressive culture.  He’s being considered for a larger role in the newly created system.  Is he a good fit?


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3 Strategies for Building Better Senior Leadership Collaboration

Posted by  Bryan Warren

It’s just plain redundant to say it at this point, but it’s true – healthcare continues to change at an unprecedented rate. Running a hospital or health system was never easy. Management guru, Peter Drucker, said, “A hospital is likely the most complex organization we deal with and managing one is as challenging as it gets.” That was BEFORE we decided to change everything about the task!


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Challenges Facing Leadership Selection in Healthcare

Posted by  Laurie Wasko, Ph.D.

We were thrilled to be at the year’s largest gathering of healthcare human resources professionals – ASHHRA’s annual meeting! I was particularly honored this year to present with Lisa Reynolds, Vice President of Talent Management for CHRISTUS Health.


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Succession Planning Done Right: 5 Critical Steps

Posted by  Bryan Warren

We’ve got a looming healthcare leadership crisis. Almost everyone acknowledges that the healthcare industry is playing catch up with progressive talent strategies. Human resources professionals are working diligently to make up ground, but one area that’s still struggling is leadership – finding and developing leaders who are ready to deal with the unprecedented changes facing the industry.


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