If you’re anything like me, then when you’re not working you’re probably watching Netflix or Hulu. Who doesn’t love TV? Plus, it’s a simple fact that working in healthcare can be a bit stressful, but I’ve found one of the best ways to unwind after a long day in the medical field is by kicking

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Healthcare recruiting can be challenging across the board, but it’s especially difficult when seeking applicants for atypical or entry-level positions in departments with high turnover. Beyond the necessity for large pools of candidates, there’s often not enough time to conduct thorough phone screenings, especially with precious time wasted on “non-viable” applicants. When new hires are

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I spent the last 18 months dealing with the complexities of our healthcare system. The interactions included two personal surgeries, a family member’s surgical procedure, two grandmothers passing away, and a son who had allergic reactions to some unknown substance. During this period, I dealt with individuals working in inpatient and outpatient settings, in physician

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Call it what you will: whether they’re judging a book by its cover, acting on a “gut” feeling, or seeing the world through rose-colored glasses, every healthcare recruiter has hired someone without completing their due diligence, at one point or another. Picture yourself in this hypothetical situation: a nursing candidate comes into your office and

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With Valentine’s Day just around the corner, the time is right. Be honest, are you head-over-heels, 100%, no-doubt-about-it,  absolutely in LOVE with your applicant tracking system (ATS)?  As a recruiter, you may already be using an ATS. But is it the right ATS for YOU?  Is it the right solution for your healthcare organization? If you face

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Editorial Note: This is a contributed guest post written by HealthcareSource customer Tammy Anderson,  Director of Talent Acquisition at Avera Health in Sioux Falls, South Dakota. 

To remain competitive, healthcare organizations need to hire employees who provide a high level of patient- and resident-focused care and who are committed team members. Science-based behavioral assessments can help healthcare organizations choose the right people for the jobs they need to fill and do a better job of managing and developing the people they

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Reference checking is an integral part of the hiring process. But let’s face it, the information shared about a candidate during a reference call is often highly superficial, the process is time consuming (increasing time to fill), and come on, who likes playing phone tag? No one, that’s who. But not to worry — there’s a better

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Once upon a time, in a land far, far away there was a *magical* healthcare organization with hiring managers who LOVED to interview candidates for open positions. They would arise each morning to the song of bluebirds and imagine what excitement each new applicant would bring. Their excitement was driven by their love of structure and consistency

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It’s no secret to anyone in Talent Management that employee referrals are the best. When I see that “Name of Employee Who Referred Me” field filled out I do a little happy dance and I bet you do too! It’s simple: good people know good people, and my company’s employees are the best!  The challenge

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