HEALTHCARE HIRING PERSPECTIVES BLOG

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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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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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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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.


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Evidence-Based Hiring - Practical Considerations

Posted by  Bryan Warren

We were proud and excited to sponsor our latest webinar with Becker’s Hospital Review. 

Watch Now: Evidence-Based Hiring, Practical Considerations, A Panel Discussion.

We had over 400 HR leaders register and participate in an interactive and engaging discussion about how to bring more objectivity and consistency to their hiring processes. The goal is to make the best hiring decision possible every time, regardless of whether you have 100 applications, or two, by integrating “evidence-based” hiring practices and tools.


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Results Say Healthcare Assessments Predict Patient Safety & Satisfaction

Posted by  Bryan Warren


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Burned by Physician Turnover? 3 Things You Should Do Differently

Posted by  Bryan Warren

Every health system tells us the same story about physician turnover: they’ve invested outrageous amounts of money recruiting physicians and buying medical practices. Then, when physicians leave, the health system leaders are surprised and start the whole process over again.


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Confessions from an Attorney: Pre-Employment Assessments

Posted by  Bryan Warren


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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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7 Top Talent Management Deliverables

Posted by  Bryan Warren

 

We field a lot of interesting questions from clients. One that comes up frequently these days is "What are the top deliverables that leading organizations expect from the talent management team?"


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