In 1902, Susan B. Anthony suggested that a “day will come when nurses will be university prepared.” As evidenced by this quote, the debate over the educational preparation of RNs has raged on for over a century. Despite Anthony’s prediction, according to the U.S. Department of Health and Human Services — only about 50 percent of the nation’s 2.8
Mental and behavioral health conditions are strongly related to many risk behaviors for chronic diseases and substance abuse, as well as to the occurrence, treatment, and course of chronic diseases like asthma, cancer, cardiovascular disease, diabetes, and obesity. According to the World Health Organization (WHO), more than 300 million people live with depression and stated that the “lack of support for people with mental disorders, coupled with a fear of stigma, that prevent many from accessing the treatment they need to live healthy, productive lives.” And to make matters worse, the supply of trained psychiatrists can’t keep up with demand.
The healthcare hiring process has become more challenging and competitive than ever for recruiters. But you can reduce your time-to-fill by improving how you interview candidates. We’re not suggesting you should rush the interview process — the wrong hire can cost the organization more in the end. In fact, a study published in Healthcare Finance News found that one unfilled healthcare position can cost an average of $7,700. Here are five interviewing best practices you should consider to meet today’s healthcare hiring demands.
Building a Patient-Centered Workforce™, made of highly-engaged people and teams who endeavor to provide patient-centered care, is crucial to your organization’s success. When patient satisfaction is tied to revenue, your employees’ clinical and behavioral competencies can significantly impact your bottom line.
A structured, proactive approach to leadership development in healthcare is an essential hallmark of many organizations across the care continuum. However, many healthcare organizations don’t have a defined process for identifying potential leaders and preparing them to succeed in their new role.
Providing great patient care is crucial to the success of your healthcare organization. However, everyone is competing in the same limited talent pool in order to provide consistent quality care to their patients.
Compassionate nursing care is linked to higher clinical quality measures and better patient care overall, making it clear that hiring compassionate caregivers is crucial for a healthcare organization’s overall success. Here are some tips to help you hire compassionate caregivers for your healthcare organization. 1. Streamline the Interview Process Streamline the interview process to identify and attract
Behavioral interview questions increase the reliability of the interview process in assessing your healthcare organization’s leadership candidates and more accurately predict their potential for success than traditional interviews.
In healthcare, extended interviewing and thorough hiring processes are both necessary and inevitable. Unfortunately, their importance doesn’t prevent them from taking a toll on those involved — perhaps even causing a few “healthcare hiring headaches” that could contribute to HR burnout. Of course, this really shouldn’t come as a surprise to those of you who work in healthcare.
The first 90 days for a new hire are crucial for employee engagement. Candidates join your organization because they’re excited about your opportunity, and a good employee engagement strategy will build on that excitement from day one.