Accreditation by The Joint Commission communicates that a healthcare institution meets 10-2-2014 5-27-53 PMcriteria related to the safety and quality of patient care. It has even been referred to as the Good Housekeeping Seal of Approval—for healthcare. Talent management processes play a major role in ensuring that the accreditation is met. When The Joint Commission surveyors unexpectedly show up at your door for a site visit, what message are you sending? Can you demonstrate compliance and produce the required information in seconds? Could you be signaling to the surveyors that you’re not in control of your processes?

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downloadThe terms mandatory education, compliance training, and fun aren’t typically found in the same sentence, but the team at East Tennessee Children’s Hospital managed to change that with a music video set to the tune of Vanilla Ice’s 90s hit “Ice Ice Baby.” The video was produced to serve as a reminder of the organization’s training program, Destination Zero — emphasizing their commitment to high-quality care with an overall goal of zero patient safety errors. 

Children’s Hospital has managed to create a fun culture that still manages to reinforce the seriousness of patient safety and medical errors. “We take patient safety seriously, and we’ve spent most of the year reinforcing our already strong safety culture through a training program called Destination Zero,” said Jeanann Pardue, M.D., chief quality officer at Children’s Hospital. The Knoxville, Tennessee healthcare organization has been named one of the top pediatric hospitals for safety and quality standards in the United States. 

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healthcaresource behavioral assessmentWe recently had the opportunity to speak to Vicki Hess, RN, MS, CSP who is a leading expert on employee engagement in the healthcare sector. In this two-part blog series, we’ll learn more about ways that HR and learning and development can build a culture of engagement within their organizations.

The first step in creating a culture of engagement is finding employees who will fit with the job they have been hired to do and whose values are consistent with those of the organization. That sounds like a challenging task, but it’s by no means impossible! Vicki Hess recommends using behavioral based interview questions to obtain a deeper understanding of what motivates each candidate. She offered three tips for healthcare recruiters:

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This is a guest blog by Pierre Thelusma, Software Engineer at HealthcareSource. Pierre is the newest addition to the engineering team working on HealthcareSource Position Manager and client migrations. Connect with Pierre on LinkedIn

When an individual decides to interview for a position at a new company, it is imperative Human Resources has a solid structure for communicating with prospective employees.  It is easy at times to forget that potential employees are in a difficult position. They are likely unfulfilled in their current positions. They are also likely to find the job search stressful as there is an element of the unknown involved in the process. Speaking from experience, simple, courteous communication during the interview process can go a long way, even if the interview does not conclude with a formal offer. 

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We recently had an opportunity to speak withemployeeengagement Vicki Hess, RN, MS, CSP who is a leading expert on employee engagement in the healthcare sector. In this two-part blog series, we’ll learn more about ways that HR and learning and development can build a culture of engagement within their organizations.

Employee engagement is a popular topic in healthcare, but HR teams can’t just decide one day that they are going to create a culture of engagement. According to Vicki Hess, “Employee engagement shouldn’t be promoted as the ‘flavor of the month.’ Instead, it’s more effective to integrate techniques that will boost employee engagement into the organization’s existing processes, technologies, and systems.”

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TEXT_HEREToday, we announced the key results from our fifth annual Healthcare HR Initiatives SurveyThe survey objective is to understand how healthcare talent management professionals are addressing three strategic goals: reducing costs, and improving patient safety and satisfaction. The nationwide survey conducted online from May 15 to June 30, 2014, garnered responses from over 500 healthcare professional and the results were presented during a live webinar event

This infographic breaks down the data and shows how healthcare organizations plan to achieve their initiatives despite insufficient systems and limited budgets. Check it out!

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This is a guest blog by Andrea Chadis, talentsymposium2014-logoEvents Manager at HealthcareSource. Andrea is the “one-woman-show” running all HealthcareSource events, including tradeshows, user groups, and the annual user conference. She the driving force behind our customer programs including the Talent-in-Talent™ Award, Sweets for Completes, and Refer-a-Friend.  Connect with Andrea on LinkedIn

Get your party pants ready and put your thinking caps on, because we’re headed to VEGAS this November for Talent Symposium 2014 — The HealthcareSource & NetLearning Annual User Conference. The final countdown is on with less than three months until show time, and as the event manager, my blood pressure is increasing by the day.

Every year the conference brings together hundreds of Healthcare HR, Organizational Development, and Education professionals for learning, networking, and tons of FUN. If you haven’t registered yet, you need to — right now. It’s a sure bet, you won’t be taking a gamble when you go ALL IN for Talent Symposium 2014. Seriously though, you’re not going to want to miss this — check out my list of the top 10 reasons you absolutely HAVE to attend:

 

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This is a contributed guest post by Sharlyn Lauby, SPHR, CPLPSharlyn is the founder of the popular HR Bartender blog that has been recognized as one of the “Top 10 Business Blogs Worth the Read” by the Society for Human Resource Management (SHRM) and a “Top 25 Must-Read Blog for Employers.” She is also president of ITM Group, Inc., a training company focused on developing programs to engage talent in the workplace, and serves as a board member of The Workforce Institute™ at Kronos Incorporated

dt.common.streams.StreamServerIf you haven’t been paying attention to the drama going on at Market Basket, you should. It’s a living, breathing case study about employee engagement and its impact on the business.

Market Basket is a chain of 71 supermarkets located in the Northeast U.S. According to Wikipedia, their primary competitors are Whole Foods and Trader Joe’s. They were founded by the Demoulas family, who still owns the company today. Market Basket employs approximately 25,000 people and annual revenue is around $4B.

This is a guest blog by Rachel Weeks, Director of Marketing at HealthcareSource. Rachel leads the team responsible for demand generation, corporate communications and marketing operations, and has extensive experience working with recruiters to build successful teams.  Connect with Rachel on LinkedIn.  

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Screen_shot_2014-06-02_at_8.32.48_PMHealthcare is all we do. And with more than 2,300 healthcare organizations using our solutions every day, we do it better than anyone else. Really, we do! We have data to back it up!  With 96% customer satisfaction and retention, we proudly list our customers, who have chosen HealthcareSource to help them improve their recruitment processes and increase retention. We consistently earn high marks for client satisfaction and retention. KLAS Research recently named HealthcareSource a category leader for Talent Management for the third consecutive year. These scores are based on real end user surveys, not an analyst’s opinion — proof that our commitment to a culture of client satisfaction and engagement translates into real, measurable results, and VERY happy customers!  

Check out what some of our customers have to say about our products and customer service: 

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