Attending any professional conferences, like Talent Symposium? Make the most out of meeting so many of your peers with these expert networking tips. You’ll bring back value for your organization and new contacts.
The saying goes that it’s not about what you know, it’s about who you know. And when it comes to getting hired, well, we’ve found that there’s some truth to that. Employee referrals continue to be the top source of hires for employers nationwide, accounting for more than 30 percent of overall hires in 2016.
If you are surprised that the hospital industry could take cues from the happiest place on earth, don’t be. These service-oriented, patient-focused tips might have you and staff asking, “What would Mickey do?”
As a healthcare talent management professional, you know the importance of directing your own professional education. Then why is it so easy to neglect your career development? Here is a reminder not to.
Attending the Talent Symposium conference or just thinking about it? Check out our first-timer’s guide for six not-to-be-missed tips for getting the most out of the experience and for applying all that you learn.
At HealthcareSource, we know that hiring quality talent is the key to ensuring your patients get quality care. But are you interviewing to reinforce this patient-centered approach? Read this excerpt, adapted from Unleashing Excellence: The Complete Guide to Ultimate Customer Service by Teri Yanovitch and Dennis Snow.
The last thing you want is for a new hire to leave because the fit isn’t right. Behavioral assessments can give you the insights not just to hire well, but also to create plans to retain and engage employees. Learn more.
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.
Eighty-three percent of organizations recognize their need to develop leaders, but only 5 percent have implemented a holistic plan to do so. Amazingly, 25 percent of companies have no succession plan in place for more than 90 percent of their critical leaders. And healthcare leadership is no exception. In fact, for healthcare organizations, it’s worse. Staffing shortages and shifting expectations have made the problem all the harder to address. The call-to-action is clear: Develop a pipeline of new healthcare leaders or prepare for a serious dearth of qualified leadership in the healthcare industry. What will the healthcare industry look like if the current leadership fails to heed this call?
Successful healthcare recruiting in the 21st century involves more than putting up a job posting and waiting for applications. Instead of solely viewing job search websites, many potential applicants find information via social media and from referrals or information given to them by friends and family. Don’t get us wrong — your strategy should still include posting on job boards. But in order to be competitive in the marketplace and attract the most qualified job applicants, you have to have a recruitment plan that goes beyond the initial job posting.
