To remain competitive, healthcare organizations need to hire employees who provide a high level of patient- and resident-focused care and who are committed team members. Science-based behavioral assessments can help healthcare organizations choose the right people for the jobs they need to fill and do a better job of managing and developing the people they already have on staff.
Getting the right people in the right positions is an important part of patient care. “A lot of patient care has to do with patient satisfaction,” says Mike DiPietro, CMO at HealthcareSource, which provides behavioral assessment solutions. “Happy employees make happy patients.”
Physicians are frustrated and fed up with the latest healthcare reform changes. The main issue? They feel the new mandates, which include an increase in paperwork and patient load, will decrease the quality and time they have to spend with their patients. A survey of 20,000 doctors led by Merritt Hawkins highlights the five main issues of contention of physicians.
Reference checking is an integral part of the hiring process. But let’s face it, the information shared about a candidate during a reference call is often highly superficial, the process is time consuming (increasing time to fill), and come on, who likes playing phone tag? No one, that’s who. But not to worry — there’s a better way! Leading healthcare organizations have found that an automated reference checking system is a great solution to their hiring challenges.
In our white paper titled: Phone-Based Reference Checking Isn’t Working: Five Reasons to Automate the Process, you’ll hear from talent acquisition professionals at Avera Health, Children’s Hospital of the King’s Daughters, IU Health Bloomington Hospital, Tomah Memorial Hospital, and West Virginia University Hospitals about learn the importance of obtaining high quality references, reducing time to fill, and conducting more focused interviews.
Once upon a time, in a land far, far away there was a *magical* healthcare organization with hiring managers who LOVED to interview candidates for open positions. They would arise each morning to the song of bluebirds and imagine what excitement each new applicant would bring. Their excitement was driven by their love of structure and consistency and they needed not a single person to help them stay engaged.
Isn’t that a nice fairy tale? Unfortunately, fairy tales are fiction and not the reality of a HR professional working in healthcare recruitment! So often, hiring managers are completely disengaged in the hiring process, simply because they have too many things going on at once. Now imagine that in combination with the fact that HR is “making things more difficult” by giving them a new process to adhere to…now THAT is one disengaged hiring manager!
This past year, our annual user conference — Talent Symposium, kicked-off with an eye-opening keynote address from our CEO Peter Segall on the future of healthcare. In his presentation, Peter encouraged industry leaders to embrace the future of the country’s healthcare system by discussing the major forces of change impacting healthcare such as the consumerization of medicine, technology evolution, and the shift from a transactional to wellness model of care. “Like it or not, the industry is experiencing fundamental change,” says Peter. “And you can be part of the transformation.”
Talent Symposium attendees said that the presentation delivered “a wealth of information,” and “[they] loved the ideas and information exchanged!” Due to the overwhelmingly positive response, we wanted to take a deeper dive into just what Peter had to say. Here are the six major factors driving healthcare from a transactional industry to a wellness model:
2014 was a memorable year for healthcare talent management professionals and everyone here at HealthcareSource. The year’s ten most read blog posts brought new perspectives on the ever-changing healthcare industry, gave advice to healthcare recruiters and HR teams, provided talent management best practices, shared exemplary customer success stories, and hopefully caused a laugh or two. Here are the top ten most-read HealthcareSource Blog posts from 2014 — enjoy!
Today is December 19th and that means the holiday season is in full swing! The tree is up, the menorah is lit, holiday cards are sent, and the presents are wrapped. Well, some of the presents are wrapped…because if you’re like most holiday shoppers, you still have a “few things” (aka EVERYTHING) left to buy. Why did you wait until the last minute again?! Your “I’ll just pop over to the mall quickly to get everything I need” mentality took over again. This small lapse in judgment is almost guaranteed to result in a series of events that will lead to your own personal nightmare. This “quick trip” will probably be something a little more like this:
What if I told you that you could learn valuable talent management lessons from one of the most successful artists in the music industry? What if I told you that this artist was 25-year-old Taylor Swift…? Before you stop reading this article and go all “Kanye” on me, sit tight and let me finish—because sometimes you really can find inspiration in the most unexpected places. Taylor Swift’s education and experience may have come courtesy of the music industry, but the lessons apply to a much broader audience, including talent management professionals.
Love her or hate her, there’s no denying that Taylor Swift is one of the most influential cultural icons of our time — Time Magazine has even gone as far as to call her “America’s most important musician.” She has broken records, racked up dozens of high-profile awards, and amassed a fortune most people only see in the form of Monopoly money. While many of her peers are off “twerking” their way through a gauntlet of paparazzi, Tay-Tay (I can call her that, we’re besties) is busy building an empire using the kind of business savvy and candor that most people often lack. So how did a 25-year-old do it and what lessons can healthcare organizations possibly take away from her? Well, after countless hours of songs on repeat and sleuthing lyrics line by line, here, inspired by Taylor, are four life lessons in healthcare talent management:
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It’s no secret to anyone in Talent Management that employee referrals are the best. When I see that “Name of Employee Who Referred Me” field filled out I do a little happy dance and I bet you do too! It’s simple: good people know good people, and my company’s employees are the best! The challenge comes in motivating current employees to turn over those names. Here at HealthcareSource we’re tackling that in two ways: by making this a great place to work and implementing some pretty cool incentives.
The number one thing we looked at to boost our employee referral program was company culture. What makes HealthcareSource a great place to work and why would our employees want to refer their friends here? We focused on our core values and workplace environment, talking to employees about what they liked and giving them more of that! We saw our Glassdoor score soar, turnover decrease, and happy employees spread the word throughout their network.
For at least a decade, organizations have wanted to integrate performance and learning management processes. In a survey conducted by Bersin by Deloitte®, 69.3% of respondents said that integrating learning management and performance management systems was “very valuable” or “highly valuable.” Over time, technology has caught up with this vision and the benefits of integration can now be quantified. Research shows that organizations that effectively integrate performance and learning management are:
Three times more likely to have strong employee results
Five times more likely to have strong talent management results