HEALTHCARE HIRING PERSPECTIVES BLOG

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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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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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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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.


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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.


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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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Survey of Healthcare Leaders Reveals Tight Labor Market Implications

Posted by  Bryan Warren

In our recent white paper for Becker’s Hospital Review, we covered the growing nursing shortage, and how nursing performance expectations are evolving, further complicating matters.

Whitepaper: The Nursing Shortage and Changing Responsibilities – Are You Prepared?

Recent survey results by management staffing firm Leaders for Today, confirms a growing, serious talent shortage and points out some important implications. The results from over 200 healthcare leaders that were surveyed revealed the following:


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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.


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Quality vs. Quantity: Tip the Scales on a Talent Acquisition Dilemma

Posted by  Bryan Warren

For decades, most of the healthcare market has faced a shortage of qualified candidates. The severity of the problem varies by market, but many organizations struggle to establish a robust candidate pool. This creates a particular problem in healthcare because the product or service being delivered is, primarily, based on human capital. Physicians, nurses, other support staff and care-givers ARE the product. Not much of providing care can be automated and we aren’t talking about selling a widget built from raw materials.


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