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.

Strong healthcare leadership is critical to providing great quality care to your patients. Leaders set the bar for excellent quality care for the rest of your employees, and coach their teams to raise their standard of care. A great leader will attract, hire, and retain additional high-quality talent who see the leader as someone they’d

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Reference checking is an important hiring practice. At the minimum, reference checks involve a conversation — traditionally, by phone — between a potential employer and someone who knows and hopefully has worked with the job applicant. The healthcare industry cannot afford the minimum; it must go above and beyond the norm for reference checks. Employers

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When it comes to recruiting, more has traditionally been considered better. In other words, the more applicants you attract, the more candidates you interview, the more hires you get.

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

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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

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Given the changes occurring in healthcare, including mergers and acquisitions and the shift towards a wellness-based business model, processes must become more standardized and efficient. The key question is how to optimize processes and reinvent what is done in the new healthcare environment. When setting out to accomplish strategic goals, one thing remains constant — your

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The healthcare industry today is facing changes that bring challenges. With change, however, comes an opportunity for growth, as well as an opportunity to delivery better patient care. Healthcare providers will need employees who are committed to patient-centered care, can work well in a consumer driven, transactional model, and embrace new technology. At HealthcareSource, our

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Editorial Note: This is a contributed guest post written by Brian Brazda, Partner at Lean Human Capital & The Recruiter Academy. In his role, Brian lends his expertise in healthcare operations to HR teams by leveraging lean business principles to cut costs, improve productivity, and increase efficiency. To learn more about Lean Human Capital & The Recruiter

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