We just wrapped up our annual user conference, Talent Outcomes, at the Mandalay Bay Resort in Las Vegas. There were over 200 participants and many fun moments at the event (including our CEO Peter Segall hitting the dance floor at the Shark Reef Aquarium).
Talent Outcomes also had some great keynote speakers, like the hilarious Yvonne Conte, humorist and Corporate Culture Expert. I thought the biggest takeaway was Yvonne’s idea to create a “joy list” and update it every day. It made me think, how can you apply this to healthcare HR? What about having employees create a “joy list” and working it into your organization’s mission? I’d love to hear other ideas on this.
Talent Outcomes attendees (and HealthcareSource CEO Peter Segall) tore up the dance floor at the Shark Reef Aquarium!
Dr. Frederick Morgeson Ph.D. presented on his HCAHPS research and showed interesting findings on the differences in HCAHPS scores between teaching and non-teaching hospitals using our behavioral-based assessment solution, (HSI) and those who are not using it, along with non-Magnet versus Magnet hospitals. He also mentioned an interesting, if disturbing, example to demonstrate what employees value most. According to research, employees value work conditions and culture above their actual job responsibilities when it comes to staying with an organization long term. In Shenzhen, China, a factory with a high rate of workers committing suicide decided to install nets below the workers instead of correcting the work environment – terrifying. It just goes to show how incredibly powerful and influential work conditions can be for employees. Stay tuned for a white paper on HCAHPS, along with a more in-depth blog article on Dr. Morgeson’s presentation at the conference.
I had just enough time between taking pictures and posting on our social media pages to sit in on the presentation from Lydia Ostermeier, MSN, RN, CHCR, Director or Nurse Recruitment at IU Health and NACHR President. This was perfect timing for me because I had just interviewed Lydia for a white paper on creating a more effective interview process. A great point Lydia made is that healthcare is becoming more and more patient focused; it’s about patient experience and patients should always be satisfied with their experiences. According to Lydia, it’s important to “create a culture of always.” Since the white paper was just published, I’m giving you, our blog readers, a preview by publishing step #7 below, which outlines how IU Health brings their “culture of always” into the interview process. Download our white paper on interview strategies for healthcare HR to learn the first 6 steps to creating a more effective interview process.
7. Bring your Organizations Mission into the Interview
Indiana University (IU) Health, named among the Best Hospitals in America by US News & World Report for five consecutive years, employs a novel approach to evaluating candidates based on their organizations mission and culture. For its academic health center comprised of three large health centers, IU Health receives up to 20,000 applications per month for the 2,000 nurse positions it seeks to fill each year. After using behavioral assessment software to screen for fit and ensure candidates have the service excellence characteristics IU Health is seeking, they invite the top candidates to a class called An Introduction to a Culture of Always. This class acquaints the candidates to the organizations vision, mission and values. After the class, participants interview with hiring managers, then shadow a peer in the work area for which theyre applying. This process provides candidates with a real taste for the organization and the position, while giving potential co-workers an opportunity to assess them.
According to Lydia, the ultimate measure of the new programs success will be change in turnover and HCAHPS scores. Meantime, candidates have already provided positive feedback by telling IU Health its a terrific introduction to the organization, and recruiters have said they appreciate another set of eyes evaluating candidates in-person. Best of all, because they utilize an extensive and automated screening process beforehand, the program hasnt slowed down the hiring process.
Learn more about interview strategies in our White Paper, Improving the Interview Process White Paper: 7 Steps for Healthcare HR.