Editorial Note: This is a contributed guest post written by HealthcareSource customer Darla Burton, Director of Physician and Associate Recruitment at Mary Washington Healthcare (MWHC) in Fredericksburg, Virginia.
Everybody grows up with visions of superheroes in their heads. I am sure as children we have all dressed up as one or two in “our time.” We have had some changes in skill mix and recruitment challenges, specifically when reviewing our inpatient registered nurse needs. We have positions posted externally on many different sites; however, we have not tapped into our greatest resource — our associates!
When our marketing partner, Fusion Marketing pitched “Every Hero needs a Partner” as our 2015 recruitment campaign for internal associates to refer an experienced RN or one of our other high demand, low applicant areas…our leadership team fell in love with the concept.
We’re getting excited for Talent Symposium 2015 – HealthcareSource User Conference, coming to Orlando, FL this October 25-28. We’re so excited that we can’t stop singing, dancing, and making movies. If you haven’t registered yet, be sure to watch our video to see all of the reasons you can’t miss this year’s conference.
Need a little more convincing? Check out my parody of “Uptown Funk.” If this doesn’t get you dancing straight to Orlando, I don’t know what will. Enjoy!
Editorial Note: In recognition of Health Care HR Week, we have invited to write a guest blog offering her perspective on how healthcare HR professionals can make the most of this week’s celebrations.
It’s no secret that efforts to recognize and appreciate employees lead to greater engagement, satisfaction, communication, innovation, and results. Recognizing the key role that health care human resources professional play in the recognition and development of employees throughout our organizations, The American Society for Healthcare Human Resources Administration (ASHHRA) of the American Hospital Association (AHA) encourages everyone to get involved in Health Care HR Week, designed to encourage the acknowledgement of and appreciation for this group of passionate and talented individuals who work in hospitals and health care organizations across the continuum of care. They deserve recognition for the daily actions they take in areas such as workforce strategy and development, compensation and benefits, employee/labor relations, talent acquisition and management, wellness, etc.
While the possibilities are endless and many organizations create their own ways of celebrating Health Care HR Week, here are a few great ideas you can try:
If you’re anything like me, then when you’re not working you’re probably watching Netflix or Hulu. Who doesn’t love TV? Plus, it’s a simple fact that working in healthcare can be a bit stressful, but I’ve found one of the best ways to unwind after a long day in the medical field is by kicking back and watching fictional healthcare professionals work their own long days in the medical field. Something about seeing them face and conquer the same work-related obstacles that I have to face and conquer every day just helps me keep my chin up, and although medical themed shows may not always be 100% realistic and/or authentic, they do have a penchant for showcasing some phenomenal fictional healthcare professionals. So much so, in fact, that I can’t help but dream of what it would be like to work alongside them on a daily basis.
The list of fantastically inspiring, fictional healthcare professionals that I wish I could work with is massive, but for the sake of brevity here are the top seven fictional healthcare professionals I think we all wish we could hire.
Healthcare recruiting can be challenging across the board, but it’s especially difficult when seeking applicants for atypical or entry-level positions in departments with high turnover. Beyond the necessity for large pools of candidates, there’s often not enough time to conduct thorough phone screenings, especially with precious time wasted on “non-viable” applicants. When new hires are unaware of job expectations, it often leads to turnover. Alternative recruitment strategies are a solution that has worked well for Bronson Healthcare Group. This regional, not-for-profit health system in southwest Michigan created three innovative programs to hire Environmental Services staff and temporary trainers as well as certain types of nurses and patient care assistants.
Launching Alternative Recruitment with the Test Drive Program
Bronson Healthcare Group began exploring alternative recruitment strategies after learning about a program in use at Michigan Works! This workforce development organization was collaborating with area industries to provide candidates with a realistic picture of what work was like in different sectors. Bronson Healthcare Group explored methods of implementing a similar program in-house. Since it had a large number of positions and high turnover within Environmental Services (EVS), this department seemed like a good place to start; it was necessary that EVS begin attracting more candidates and reducing the high turnover.
I spent the last 18 months dealing with the complexities of our healthcare system. The interactions included two personal surgeries, a family member’s surgical procedure, two grandmothers passing away, and a son who had allergic reactions to some unknown substance. During this period, I dealt with individuals working in inpatient and outpatient settings, in physician practices, in continuing care settings and in hospice care. What an opportunity to interact with healthcare workers during some of the most difficult times of my life!
In my role at HealthcareSource, I regularly educate clients on how to use Staff Assessment and Leadership Assessment to hire individuals who will fit best in the healthcare field based on the behaviors that are critical for success in the industry. Nothing helped me appreciate the importance of this more than the last year and a half!
When you think about the “base” of your organization, what do you think about? You should be thinking about your employees. As healthcare talent management professionals, we measure turnover, and we talk about our “base” number of employees as either “headcount” or “full-time equivalents.” Metrics are certainly the best way to determine how your organization is performing from a recruitment and retention perspective. But when we think about this “base,” what we are really talking about are the people who deliver the care and services in our organizations.
Call it what you will: whether they’re judging a book by its cover, acting on a “gut” feeling, or seeing the world through rose-colored glasses, every healthcare recruiter has hired someone without completing their due diligence, at one point or another.
Picture yourself in this hypothetical situation: a nursing candidate comes into your office and sits down for an interview. His name is Ken Yevest and, like Barbie’s boyfriend, he seems picture perfect. He is well dressed, cordial, funny, and bright — an honors program graduate from one of top nursing programs in the country — and, best of all, he has the exact credentials and qualifications for this particular nursing role. Assuming he’ll be just as charming outside the interview room as he is in it — after all, how could he not be? — you get approval and extend Ken an offer, right then and there.
When he accepts the job, you feel like you’ve been elected victor in the ever-competitive war for healthcare talent. A guy like Ken is destined to be one of the greats; in fact, you think he could quite possibly be the best hire of your career. RNs like him are the force your hospital needs to improve patient satisfaction and HCAHPS scores; they hold the key to achieving ANCC Magnet Recognition. You’re sure that Ken is going to make a difference and, when he does, you will be known as the recruiter who brought him onboard. Knowing this, you are calm and cool on the outside — obviously, you’re a professional — but, on the inside, you are so excited that you have to keep yourself from yelling out a celebratory “YESSS!” That, of course, would be embarrassing.
Editorial Note: This blog contains spoilers of seasons one and two of ‘House of Cards’. If you don’t want to know where the show left off at the end of season two, don’t read this. Instead, go home right now and watch it on Netflix — and then come back and read this blog.
I don’t know about you, but I’ve been waiting patiently (or maybe not so patiently) for season 3 of the Netflix original series House of Cards. If you’ve seen the show, you know that main character Frank Underwood, played by Academy Award winning actor Kevin Spacey, is a force to be reckoned with. Starting off as a lowly congressman with a grudge, he quickly ascended to the highest role in the land: President of the United States. To say that Frank is ruthless is a massive understatement. He’s the type of person who decides what he wants and is willing to do absolutely anything to achieve it — even if that means throwing an unsuspecting person in front of a train. He’s the most cunning, conniving, and confident president in the history of the United States. He also happens to be completely fictional, though he’s such a strong and powerful character, that’s sometimes easy to forget.
As Netflix’s revolutionary House of Cards returns for a third season on February 28, it’s natural to want to “binge-watch” the first two seasons to make sure that you’re up to speed. As you do, you’ll begin to notice that when Frank Underwood speaks eloquently about strategy and power, he isn’t necessarily just talking about his own quest to one day become the Commander in Chief by any means necessary. He often seems to be commenting on the world of HR in particular.