At the recent HealthcareSource User Conference in Chicago, Talent Outcomes™, breakfast time was always filled with conversation about the previous night’s events, choosing the day’s sessions and most importantly sharing best practices. It was a great opportunity to bounce ideas around and discuss different approaches to recruiting or performance projects. During one breakfast, I learned
You’ve all heard the big news. Health and Human Services has announced a program to provide close to $1b in incentives to health systems that improve their quality of care. According to Modern Healthcare, the partnership’s two main goals are to lower the number of preventable hospital-acquired conditions by 40% and reduce preventable complications that
Improving patient satisfaction, reducing costs, or improving patient safety. If any or all of these things are important to your hospital, we want to know what you are doing in HR to help impact each of these goals. ASHHRA & HealthcareSource have just launched the Healthcare HR Initiatives Survey. In this short five-question survey you
Let’s play a quick game of word association. Ready… Go! The word is: Interview If your first associations were sentiments like: ‘ugh,’ exhaustion, stressful, or scary you wouldn’t be alone. These feelings are true of not only the candidates but hiring managers and recruiters. Unless your full time job is staffing and recruiting, interviews aren’t
We often hear from HR departments that “we aren’t a revenue generating department, so anything new we want, doesn’t make it past the first round of budget cuts.” Being a department that doesn’t directly impact the bottom line isn’t easy. It most likely means, when it comes time for budget cuts, your items are the
The most important time in a physician recruitment is what happens prior to speaking with your first candidate. Too often we hear about opportunities that go unfilled for a longer period of time than they should. The key to physician recruiting and preventing this from occuring is setting up your searches to succeed. How do
At the recent HR Technology show, there was a technology debate between Jason Averbook from Knowledge Infusion and Jim Holincheck at Gartner. Overall, there was more agreement than debate, both agreed and emphasized that Human Capital Management is about reaching business goals. If your HCM doesn’t do that, you don’t need it. Both agreed that
Recruiters and hiring managers are like peanut butter and jelly. Independently each works well and offers the organization a ton of value, but mash them together and you have the quintessential sandwich; tasty, reasonably nutritious and fast to make. Over the past few weeks, I read a blog series on Managing Your Hiring Manager that
Last week ASHHRA met in Tampa, FL and HR Executive hosted their HR Technology show in Chicago. Metrics received a lot of attention in both shows with good session attendance and sidebar conversations. Recent blogs about HR Metrics include Upstart HR “Two ways to make your HR metrics rock”, FOT’s “HR Metrics Gone Wild” and
Every year, the Joint Commission tracks thousands of healthcare cases, the most extreme being sentinel events. These include wrong-site surgery, medication mistakes, and accidental deaths. The most significant cause of sentinel events —72 percent to be exact — is deficiencies in employee orientation and training. The latest JCAHO quality and safety report focuses on accountability
