The healthcare hiring process has become more challenging and competitive than ever for recruiters. But you can reduce your time-to-fill by improving how you interview candidates. We’re not suggesting you should rush the interview process — the wrong hire can cost the organization more in the end. In fact, a study published in Healthcare Finance News found that one unfilled healthcare position can cost an average of $7,700. Here are five interviewing best practices you should consider to meet today’s healthcare hiring demands.
A structured, proactive approach to leadership development in healthcare is an essential hallmark of many organizations across the care continuum. However, many healthcare organizations don’t have a defined process for identifying potential leaders and preparing them to succeed in their new role.
Compassionate nursing care is linked to higher clinical quality measures and better patient care overall, making it clear that hiring compassionate caregivers is crucial for a healthcare organization’s overall success. Here are some tips to help you hire compassionate caregivers for your healthcare organization. 1. Streamline the Interview Process Streamline the interview process to identify and attract
As the demand for healthcare services continues to increase, so does the demand for healthcare professionals. There’s a lot of competition tapping into the same talent pool, and it’s becoming a lot more difficult to hire qualified talent.
Behavioral interview questions increase the reliability of the interview process in assessing your healthcare organization’s leadership candidates and more accurately predict their potential for success than traditional interviews.
There’s a shift coming in healthcare — and I’m not talking about the changes upon changes to government regulations, payment structures, and clinical care models. The shift I’m referring to is the shift that will affect each and every person in your healthcare organization whether they know it or not. As Boomers adjust to retired
In healthcare, extended interviewing and thorough hiring processes are both necessary and inevitable. Unfortunately, their importance doesn’t prevent them from taking a toll on those involved — perhaps even causing a few “healthcare hiring headaches” that could contribute to HR burnout. Of course, this really shouldn’t come as a surprise to those of you who work in healthcare.
Employee turnover is a costly reality in any industry and retaining top talent in healthcare is particularly challenging and oftentimes problematic. Employee turnover not only has a significant impact on patient satisfaction and treatment outcomes; it also comes at a high price. It is estimated that every percentage point increase in nurse turnover costs an average
Hiring in healthcare is complex — you’re dealing with a high volume of job applicants for multi-disciplinary positions, competing in the “war for talent” for qualified candidates, adjusting to shrinking budgets, responding to hiring manager requests, and much, MUCH more. Essentially, talent acquisition professionals are expected “to do more with less,” and in the hectic healthcare
Sometimes, life as a talent acquisition professional can feel a little like you’re living in a pop song. It doesn’t happen too often, but every once in a while, you end up living out a lyrical tale of “pretty lies,” and “shattered hopes” between you and a prospective candidate who you honestly thought would “show