Does this sound like something you may have heard from a hiring manager? “Rick has great qualifications, but so do the other 10 applicants. I’m not sure it’s worth the hassle of bringing him in when we have so many other candidates.” Getting from the applicant screening phase to actually choosing the right candidate for
It seems like an easy question to answer. But how can you be sure Jane is up-to-date on her certification exams and accreditation? And do you have the documentation to prove it? Keeping up with certification tracking and training requires extensive record keeping. In fact, on average, human resources organizations have close to one full-time
You know your employees are motivated by more than just compensation. In fact, most employees will admit that even the smallest recognition for a job well done keeps them motivated and drives them to succeed. And in the high-pressure, high-stress world of healthcare, employee motivation is critical to delivering consistent, quality patient service during every
Sometimes we get a little too close to competency management – it is what we do, after all – so we have a hard time imagining healthcare organizations NOT using job competencies or doing competency validation. But at the same time, we realize competency management in healthcare is fairly new, so we recently dug a
An understaffed workplace is a stressful situation for any employee, regardless of the industry. But for healthcare employees, the consequences of high turnover can be especially taxing. When a healthcare team loses a member, their ability to provide and promote quality patient care is compromised. That’s why it’s so imperative for healthcare providers to continually
In our whitepaper “5 Healthcare Talent Management Best Practices,” we focused on the five critical factors we think all healthcare organizations should focus on now to maximize their recovery efforts and achieve significant business results. Like most endeavors worth pursuing, creating this piece led to deeper thinking about the connections between macro-economics, the impending recovery,
Bersin & Associates, one of the leading talent management analyst firms, recently published some interesting research connecting talent management initiatives with real business objectives. According to their research, organizations with better talent management processes, gain significant business advantages such as 26% higher revenue per employee, 40% lower turnover of high performers, and 156% improved ability
A few thoughts on the connection between job descriptions and employee performance appraisals, and the associated risks and rewards. The Joint Commission requires that job responsibilities be clearly communicated to employees. In most industries, this is not a problem. But in healthcare – facing the ever-present shortage of talent – many employees are working far
At the recent NAHCR Image Conference we heard Beverly Jacobson of Children’s Hospital of the King’s Daughters Health System speak about the power of positive communication with respect to employee recruiting. This excellent presentation started a lot of dialogue about how candidate touch points, yes even the rejections, should be positive and engaging. It also
