Once-Upon-a-Time-600x450Once 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 and they needed not a single person to help them stay engaged.

Isn’t that a nice fairy tale? Unfortunately, fairy tales are fiction and not the reality of a HR professional working in healthcare recruitment! So often, hiring managers are completely disengaged in the hiring process, simply because they have too many things going on at once. Now imagine that in combination with the fact that HR is “making things more difficult” by giving them a new process to adhere to…now THAT is one disengaged hiring manager!

Whether pre-hire behavioral-based assessments are part of your recruitment process already, or you’re interested in learning more about the true value at your healthcare organization, you may be wondering how to get your hiring managers actively engaged and actually excited about this part of the recruitment process. The HR team is key to engaging hiring managers in the assessment portion of the recruitment process — education is a must! Sound impossible? Nope. It actually happens all the time.

The HR team should begin by ensuring that hiring managers know how the behavioral-based assessment fits into the overall hiring process, how it benefits the organization as a whole, and how they will personally benefit. Even as an extra step added into the hiring process, the use of behavioral-based assessments will actually make their lives a lot easier — especially in healthcare. Here are the five key benefits for HR to communicate to hiring managers about the value of pre-hire assessments:

1. Applicant expectations are set early in the recruitment process.

Applicants are being asked to take the assessment because your organization is committed to hiring people that are the best fit for healthcare and for your organization. Your applicants know that you are committed to this initiative and will ONLY hire people that have the behavioral competencies that are critical for success in healthcare.

2. Hiring managers do not need to write their own interview questions.

No longer do hiring managers need to create their own interview questions. They will be provided with a custom interview guide that has been generated based upon the applicant’s assessment. The assessment ensures that all applicants are being asked the same questions and provides consistency in the interview, rating and decision making process.

3. Hiring Managers do not need to make hiring decisions based upon a “gut” instinct.

Hiring managers no longer need to guess if an applicant response is “good” or “bad” or if an applicant is really going to come to work and do what they need them to do. Pre-hire behavioral assessments provides both “Red Flag” and “Listen For” criteria with every question that the hiring manager asks in the interview process. “Red Flag” criteria will give the hiring manager a list of items that should be drawing that “red flag”. The “Listen For” criteria assist the hiring manager in identifying an appropriate, or “good”, applicant response.

The assessment also offers up a tool called the Job Preview Matrix that gives the hiring manager the applicant’s answers to a series of questions that connect to their willingness to work in a healthcare environment. This tool helps guide the hiring manager’s conversation surrounding shift, schedule and their willingness to perform healthcare-related tasks. This serves as a very nice reminder to have these essential conversations in the interview process!

4. Improved Process Efficiency

Ideally, hiring managers should only be spending time with the highest quality applicants. The assessment assists HR teams in identifying the highest quality applicants as they pertain to healthcare behavioral competencies.

Consider changing your process to delivering fewer applicants, BUT only the highest quality applicants. This should result in LESS INTERVIEWS for hiring managers. This means that your hiring managers will only be spending quality time with quality applicants. Imagine, telling your hiring managers that they have to spend LESS time in the interview process! 

5. Hire Better People

Hiring the right people into your organization simply makes sense. When an organization hires the right people, it not only helps the organization provide service excellence to their customers, but it makes the hiring manager’s life easier. It reduces employee turnover, reduces their amount of time spent with problematic employees and increases their customer satisfaction. The assessment will produce improvements in your hiring process. Again, your HR team is key to driving this engagement with hiring managers.

So, fellow HR professionals, we may not live in a fairy tale, but we can use behavioral-based assessments to increase hiring manager engagement in the recruitment process! And believe it or not, pre-hire assessments and behavioral interviewing techniques actually make the interview process a little more *magical* by helping healthcare organizations hire for fit. Sounds like a land that I would like to live in!

Are you hiring in healthcare? Watch this short video to see how your healthcare organization can make predictive hiring decisions and hire for fit with the help of behavioral assessment software made specifically for healthcare — HealthcareSource Staff Assessment

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Miranda R. Maynard PHR

About Miranda R. Maynard PHR

Miranda R. Maynard PHR is the Implementation & Training Specialist for the Assessment Division of HealthcareSource. Miranda is responsible for client implementation and training on Assessment solutions and conducts Behavioral Interviewing workshops. Prior to joining the HealthcareSource team, Miranda spent 15 years as a Human Resources leader, specializing in Talent Acquisition for healthcare organizations. Miranda is a certified Professional in Human Resources and is a former Board Member for the Greater Cleveland Association of Healthcare Recruitment.