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.
What Are Behavioral Assessments?
Science-based behavioral assessments used in the interview or application process aid in selecting qualified applicants for your healthcare organization. You want service-oriented, high-quality care for patients, and you want to develop a core staff who can deliver on this mission individually and as a team. Not only does a behavioral assessment get the right people in the door, but the measure also helps you nurture new hires in ways productive for them, thereby increasing new-hire retention.
Implementing behavioral assessments is simple with the right software, and they can even be integrated into online applications. Behavioral assessments allow healthcare talent acquisition professionals to compare individuals to healthcare job benchmarks and measure key behavioral competencies like work ethic, compassion, valuing diversity, energy, flexibility, adaptability, teamwork, multi-tasking, and openness to learning.
The Value of Behavioral Assessments
Behavioral competencies are just as important as clinical competencies for today’s healthcare organizations. Measuring behavioral competencies helps you hire people who are the right fit, while also identifying candidates who can be groomed for leadership opportunities in the future.
Behavioral assessments are not only intended to help companies choose individual employees to suit a particular role — they can also predict how well employees will work together. “We use the assessment tool across the organization for every position,” says Ken Brown, Vice President and Chief Human Resources Officer for Pratt Regional Medical Center, which uses both HealthcareSource Staff AssessmentSM and HealthcareSource Leadership AssessmentSM. “Cultural fit is not regulated by job position or department. If it is important for one, it’s important for all.”
Use Behavioral Assessments to Identify Strengths and Weaknesses
While it is important to unearth a healthcare job candidate’s weaknesses, it is also necessary to focus on the candidate’s strengths. By applying behavioral science to measure behavioral competencies, you will know where candidates excel, what skills may need nurturing, and if they are well-suited to the jobs for which they are applying.
Behavioral assessments are a fair and objective way to uncover a candidate’s assets and shortcomings. “We use the assessments for all positions, both internal and external candidates,” says Amanda Morris, employment director for Samaritan Health Services, which also uses HealthcareSource solutions. “It provides a consistent process for our managers, and we see value in it for all positions. The competencies the assessment measures — such as work ethic, teamwork, and customer focus — are important in virtually every job. It is important that our managers keep this in the forefront when evaluating candidates and making hiring decisions.”
Through the intelligence offered by assessments, you can interview only the applicants who have the highest potential to successfully serve in a specific role or on a specific team. You can also improve service-excellence by interviewing the people who best align with your mission and culture.
In an ideal world, all new hires want to succeed and excel at their job, not just punch a time card. Making sure your new hires will be a behavioral match with their co-workers, subordinates, superiors, and the company mission, vision, and values is an important and necessary responsibility of hiring managers. “Behavioral assessments help you understand applicant potential before you make a significant commitment to hiring, training, and developing the future employee,” says Dr. Frederick Morgeson, HealthcareSource’s Scientific Advisor.
The Roles Behavioral Assessments Play in Hiring Healthcare Talent
Using behavioral assessments through all ranks of new hires is an excellent method for developing a baseline throughout your organization, from top to bottom. When hiring in healthcare, behavioral assessments can:
- Pinpoint future leaders: Even though you are hiring for specific roles within your healthcare organization, and hiring for fit and employee retention, behavioral assessments are an excellent opportunity to identify people with the potential to grow into a leadership role. Hiring the right people with leadership potential can help you improve your retention rate and it could even help you in sourcing harder-to-fill positions in the future.
- Create successful teams: If a manager has the bare minimum of dedication to the job, but the subordinate has a work ethic that cannot be dampened, achieving common goals will be a challenge. Behavioral assessments help ensure that employees will not feel stunted by their managers and that managers will not feel one-upped or resented by their subordinates.
- Reduce turnover: The last thing you want to do is hire an employee only to have them quit shortly thereafter because they aren’t well-suited for their position. “Behavioral assessments are the best way to understand how an applicant will behave when they are hired and their fundamental tendencies that drive their work-related competencies and behavior to reduce employee turnover,” says Morgeson.
With behavioral assessments, that crystal ball can be a reality when hiring in healthcare. “We rely a great deal on the assessment tool and have found that using it as somewhat of a ‘window to the soul’ can be more helpful and insightful than any other tool, interview, or resume,” says Brown.
Are you interested in learning how leading healthcare organizations are using behavioral-based assessments to recruit and retain top healthcare talent?
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