Written by guest blogger Joshua Hill, Employment Specialist at Bronson Healthcare (Kalamazoo, Michigan)

In healthcare recruitment, the interview process can be a challenge. How do you know a potential employee is the right cultural fit for your organization and how do you determine if they’re truly patient focused (not just competent)? More and more healthcare organizations are turning to behavioral assessment software to help them answer those questions. Bronson Healthcare is one of those organizations. If you’re contemplating behavioral assessment software or about to roll it out, here are three key strategies for success:

1. Do your homework!

While you may feel that your current employment process is desperately lacking an objective assessment tool, determine if your employment process can truly support the administration of such a tool. Ask yourself these key questions:

  • Do you have the human capital to support this solution? 
  • Are you equipped to monitor and coach leaders through the best usage of the tool?
  • Beyond the excitement of finding that ideal software vendor, will your organization embrace this tool for its total value in the selection process? This might be the most important question.

The value of the solution should go beyond providing a nice “score” that you can use to help sort out inadequate applicants! Using behavioral assessment software correctly, including developing a consistent structured interview process for recruiters and hiring managers, will have a positive impact across the organization as you begin to save time and make better hiring decisions. Make sure others realize that bigger picture because usage of a behavioral assessment tool will probably require some “cheerleading” on the part of HR to help gain organization-wide buy-in and to ensure the best utilization.

Finally, most of us are challenged to do more with less. As if this isn’t obvious, searching for the best behavioral assessment solution should include a factor of saving time and effort for you and your managers.

2. Don’t be afraid to “sell” the idea to upper management.

It’s impossible to write a business case that will work for every organization. If it were easy, we’d all have behavioral assessment tools already and you wouldn’t waste your time reading this blog! Regardless of the method you use to convince those key players that you need a behavioral assessment built into your hiring process, most people can relate to a hire that eventually proved to be a less-than-stellar fit with the team. Use those examples of bad hires to make your case. What’s the number one reason for disciplinary action within your organization? Is it bad behavior? If you can articulate how it’s possible to assess behaviors prior to making the million-dollar hiring choice, you should be able to gain supporters at the necessary levels. If you know the need is there but still wonder how to present it to upper management, don’t be afraid to ask your potential behavioral assessment vendor for advice on how to make that business case – then put on your salesperson hat and go for it.

Show the ROI of Behavioral Assessments

Make your business case and show that ROI!

3. Be prepared to show the ROI after implementation.

There may not be a single mathematical equation to prove ROI for behavioral assessments. Likely, each organization will take a different approach. Ask yourself these questions:

  • Is your greatest ROI the cost savings of not making a poor hiring decision?
  • Is your greatest ROI the time savings when a “bad apple” is discovered early in the process?
  • Is your greatest ROI the confidence you gain knowing that all hires have met an objective threshold?

Find quantifiable measures that prove your assessments worth and value to your hiring process. You’ll be surprised how easy it is to find those metrics once you’ve successfully implemented a behavioral approach to hiring!

For more information on how to successfully implement behavioral assessment software at your healthcare organization, join me at the 2012 HealthcareSource User Conference, Talent Outcomes, where I’ll be presenting on this topic. To register, visit the HealthcareSource website. See you in Lake Buena Vista, FL!

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Learn more about the ROI of Staff Assessment (formerly TestSource); watch our video to learn how St. Cloud Hospital improved retention using our behavioral assessment software. Want to learn how behavioral assessments can help increase HCAHPS scores? Watch the American Hospital Association Sponsored Webinar Replay on boosting HCAHPS scores.

 

Guest Blogger Bio:

Josh is an Employment Specialist at Bronson Healthcare in Kalamazoo, Michigan. As an HR professional, Josh’s recruitment experience spans the arenas of healthcare, retail, manufacturing, and consumer packaged goods. He maintains his PHR certification and is currently pursuing his Masters of Science degree. In his free time, Josh loves spending time with his wife and two children – playing sports, camping and enjoying the beauty of Michigan.

 

About The Editorial Staff

The Editorial Staff is a team of writers with a passion for helping healthcare organizations manage their biggest and most important investment: their employees.