Hiring the Right Talent is an Organization’s Biggest Challenge!
At first I was surprised to learn what one of the tech world’s most successful female CEO’s said is her biggest regret. In a recent Forbes article profiling Donna Wells, the president and CEO of Mindflash.com, the reporter asked her what her biggest career regret is. Here’s what she said:
“The biggest mistakes Ive made are in hiring and firing. And Id challenge any exec that says otherwise,” remarked Wells. She went on to note that, “A bad hire is not just a drain on your time and productivity, but demotivating to your best performers. Its cancerous and a drain on the entire organization. I wish Id fired half a dozen bad hires faster throughout my career. Hiring too slowly is equally bad.”
This article was not about Human Resources, and it certainly wasn’t specific to healthcare since Wells built her career in the technology field. But it really resonated with me, and I realized that I shouldn’t be surprised by her response at all. It’s a good reminder that efficient and successful hiring practices are critical to all organizations. Since I have the pleasure of speaking to our clients on issues facing healthcare HR every week, I know how important hiring for healthcare in particular really is.
That’s why I’m especially excited about our new online tool for reference checking – HealthcareSource Reference Assessment, which launched earlier this week. HealthcareSource Reference Assessment (or HRA) is our predictive, online reference checking solution. As a former recruiter, I’m guilty of “checking the box” at least a few times when it comes to references. Why was it so difficult for me to be consistent with reference checking? Phone tag, the pressure of lag time with filling a position and the lack of time to ask more than a few questions once you do get someone on the phone…Due to these factors, it’s very difficult to juggle reference checking with all your other recruitment responsibilities. But if you think about the 3 principles of candidate evaluation, the reference checking process plays a critical role.
There’s the “can do” aspect of evaluation an application – reviewing their competencies. There’s the “will do” component of interviewing, which is the predictive angle. For example, in X situation candidate A will do Z. In healthcare this is absolutely imperative since X situation could impact patient safety. Behavioral interviewing is a great way to evaluate that “will do” component. But what about the “has done”? That’s where reference checking comes in. Utilizing a behavioral and reference assessment solution allows you to obtain a pre-hire 360 on a candidate. What I like about our Reference Assessment solution is that it automates the process (saves time – the biggest wish most recruiters have!), has features to validate the references and improves the candidate experience by letting them control parts of the reference checking process (that’s a good way to test for potential employee accountability, too).
I was reminded by the Forbes article that implementing successful hiring practices are a huge part of any organization, but I also know that hiring for healthcare is highly-specialized and challenging. That’s why it’s great that Reference Assessment is tailored for healthcare by combining the “will do” science we use with our behavioral assessment software with the reference checking process. I have to wonder, for my healthcare HR readers out there, what do you think is the most challenging part of checking references?
Want to learn more about how to improve your reference checking process? Download our white paper: Reference Checking isn’t a Waste of Time…You’re just doing it wrong!