With the aging population, hospitals can expect more and more beds to be filled with older patients – patients who require your workforce to have specific clinical and behavioral competencies. Be sure you’re hiring a workforce that can handle eldercare.

Leadership talent is hard to come by, and that’s especially true in the healthcare space. In order to meet organizational demands, talent managers are turning to these leadership development trends to grow candidates from within.

The last thing you want is for a new hire to leave because the fit isn’t right. Behavioral assessments can give you the insights not just to hire well, but also to create plans to retain and engage employees. Learn more.

Even with resumes, references, and cover letters to inform you about a candidate, the hiring process can still feel like a blind endeavor. You may even wish for a crystal ball to reveal just how well the person you hire will align with your organizational culture and employees over time. If you really want to predict the future, using healthcare behavioral assessments can be one of the most accurate ways to do so when it comes to hiring in healthcare.

Learn how Daniel Blandford, Employment Supervisor at Owensboro Health and 2016 Talent-in-Talent Award Winner, leveraged several HealthcareSource talent management solutions to implement new predictive hiring models and candidate selection programs across the organization to combat turnover and improve employee retention rates

More workers are injured in the healthcare and social industry sector than any other. Contagious diseases, spilled blood, and frantic patients can all impact employee safety – not to mention slips, trips, and falls. Understanding the safety issues will allow you to leverage the talent management lifecycle to help maximize healthcare employee safety.

We review the top trends shaping the healthcare HR & recruiting industry today, from demand forecasting to the candidate experience and optimized sourcing.

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.