Editorial Note: This is a guest blog post written by David Szary, Founder & Partner of Lean Human Capital and The Recruiter Academy. David is a leading authority on developing radical, just-in-time recruitment solutions for companies seeking to develop an elite staffing organization. To learn more about Lean Human Capital and The Recruiter Academy, subscribe to their

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3 Trends Impacting Health Care Talent Acquisition

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Editorial Note: This is a contributed guest post written by Amy Goble, Vice President of AHACareerCenter.org, the online job board of the American Hospital Association (AHA). It’s hard to keep up with all the changes happening in health care, especially as they relate to talent acquisition and the evolving roles of the health care workforce. To

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Employee turnover is a costly reality in healthcare. Experts estimate that for each percentage increase in annual nurse turnover, an average hospital faces losses of $300,000 per year. With healthcare occupations expected to grow dramatically to meet future demands, turnover isn’t likely to go away on its own anytime soon. In response, healthcare organizations must

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Editorial Note: This is a contributed guest post written by HealthcareSource customer Darla Burton,  Director of Physician and Associate Recruitment at Mary Washington Healthcare (MWHC) in Fredericksburg, Virginia.  Everybody grows up with visions of superheroes in their heads. I am sure as children we have all dressed up as one or two in “our time.” We have had

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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.