HEALTHCARE HIRING PERSPECTIVES BLOG

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:


CONTINUE READING

HR's Role in Improving the Patient Experience

Posted by  Bryan Warren

What really moves the patient satisfaction needle?

A nicer facility? It certainly can help. Concierge services? Also helpful. Good signage? Service programs, rounding, improving online resources, and easier scheduling? Yes, yes, yes, yes and, yes. And there are dozens of other strategies and tools that can improve the patient experience.

But, above all else, the primary driver of the patient experience are the dozens of interactions that patients and their families have with their healthcare providers. These interactions have a much larger impact than wide-screen TVs or a better cafeteria experience.


CONTINUE READING

Research Says Nurses from All Generations Want the Same Thing at Work

Posted by  Bryan Warren

Sitting in the opening session of the Hanson Wade Leap HR Healthcare conference this morning, I heard the speaker from England’s National Health System employment group say that their research does NOT indicate that nurses from different generations are looking for something different at work. Danny Mortimer is the CEO NHS Employers. He provided a wonderful overview of key turnover metrics and strategies.


CONTINUE READING

4 Tactics to Include in Your Employer Branding Strategy

Posted by  Shawn Wilhelm

Talent acquisition teams from every industry are feeling the belt tighten around the waist of the labor market. It's no secret that the unemployment rate is at an 18-year low, and as the number of available jobs go up the number of available workers is going down. As a result, teams are looking for new ways to attract and retain talent. These efforts can yield positive results if you know where to start. I can’t think of a better place than building and promoting your employer brand.


CONTINUE READING

Become an Employer of Choice by Improving Your Employer Branding

Posted by  Shawn Wilhelm

If you had a dollar for every time you heard about the tight labor market, would you be able to buy yourself lunch or an all-inclusive paid vacation to a resort in Mexico? Alright, a vacation to Mexico might be a stretch, but the labor market is a hot topic these days for a reason.

The Bureau of Labor Statistics recently listed the national unemployment rate at 3.8%, the lowest it’s been since 2000. The lack of available talent means that job seekers have plenty of employment options, forcing you to compete for available job seekers or try to pry candidates away from other employers. No doubt, those other employers are trying to steal your employees, too! To retain your top talent and attract the best candidates, you need to be seen as an employer of choice. To do that, you need to have a strong employer brand.


CONTINUE READING

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:


CONTINUE READING

Attributes that Predict Nursing Success: A 16,000 Nurse Validation Study

Posted by  Bryan Warren

Several years ago, I met with a nursing manager about her hospital’s process for hiring nurses. Hospital leadership had an idea that they could do a better job hiring nurses. Not “attracting” nursing candidates. Everyone is always trying to improve their ability to attract qualified candidates.

Hospital leaders and HR leadership felt, rightfully, that they could take a more deliberate, evidence-based approach to selecting candidates who were more likely to succeed. Data indicated their feeling was on point. They were not particularly adept at choosing the candidate who would succeed.


CONTINUE READING

What Is Geofencing and How Can It Help Talent Acquisition? 

Posted by  Shawn Wilhelm

We’ve spent a lot of time discussing the rising demand for nurses and other healthcare professionals, and with good reason. Increasing demand for care coupled with an aging healthcare workforce means the candidate pool isn’t sufficient to meet the need. It’s probably the number one concern of healthcare talent professionals. So, what can organizations do to attract candidates to fill their open positions? You could take a page from the playbook that marketers have been using for several years – advertising to potential candidates using a tactic called geofencing.


CONTINUE READING

Staffing a New Hospital - 7 Things You Need to Know

Posted by  Bryan Warren

In many industries, opening a new facility is relatively common. Manufacturing, distribution, and retail companies are familiar with the start-up process. Our team has a pretty well-oiled approach to building a high volume selection system for a new facility. It starts more than two years in advance and we know exactly how it will work.


CONTINUE READING

Demand for Nurses is Rising. Are You Scared? You Should Be!

Posted by  Bryan Warren

I recently wrote a paper for Becker’s Hospital Review on nursing talent issues. A little research reveals some scary numbers:

Healthcare job growth:

  • 2017 marked the first time the number of healthcare employees surpassed both manufacturing and retail.[i]

  • Over the next decade, the healthcare sector is projected to account for one third of all new employment.[ii]

More specifically, employment of registered nurses is expected to grow by 16% by 2024.[iii]


CONTINUE READING

Subscribe to Email Updates

Recent Posts

How Culture Drives or Hinders Hospital Outcomes