The healthcare industry is going through a period of significant change. With the adoption of the Affordable Care Act, Baby Boomers aging, and the rapid growth of retail care clinics, the healthcare workforce today is much different than it was even a few years ago. At the same time all these changes are occurring, there is also
Given the changes occurring in healthcare, including mergers and acquisitions and the shift towards a wellness-based business model, processes must become more standardized and efficient. The key question is how to optimize processes and reinvent what is done in the new healthcare environment. When setting out to accomplish strategic goals, one thing remains constant — your
The only constant in healthcare is change. To facilitate organizational change — leaders need to take a step back and realize where change really begins: your people. As the CEO of a healthcare talent management solution provider, I regularly discuss organizational development and talent management strategies with healthcare leaders. From these conversations, I’ve gathered the
Editorial Note: This is a contributed guest post written by Brian Brazda, Partner at Lean Human Capital & The Recruiter Academy. In his role, Brian lends his expertise in healthcare operations to HR teams by leveraging lean business principles to cut costs, improve productivity, and increase efficiency. To learn more about Lean Human Capital & The Recruiter
Editorial Note: This is a guest blog post written by Mira Greenland, the Vice President of Sales for CareerArc’s social recruiting division. This post is part one of a series of three blog posts where Mira will offer her unique perspective on how to develop and execute a social recruitment strategy with industry-specific tips for healthcare talent management professionals.
Sometimes, life as a talent acquisition professional can feel a little like you’re living in a pop song. It doesn’t happen too often, but every once in a while, you end up living out a lyrical tale of “pretty lies,” and “shattered hopes” between you and a prospective candidate who you honestly thought would “show
The interview process is not black and white for any industry, but interviewing in healthcare is especially complex. Multiple facilities, a wide range of positions to fill, three shifts, strict HR compliance regulations, high turnover, and common interview mistakes are just some of the factors that contribute to the challenging world of hiring in healthcare.
Editorial Note: This is a guest blog post written by David Szary, Founder & Partner of Lean Human Capital and The Recruiter Academy. David is a leading authority on developing radical, just-in-time recruitment solutions for companies seeking to develop an elite staffing organization. To learn more about Lean Human Capital and The Recruiter Academy, subscribe to their
Editorial Note: This is a contributed guest post written by HealthcareSource customer Tammy Anderson, Director of Talent Acquisition at Avera Health in Sioux Falls, South Dakota.
I think it’s safe to say that the challenge of recruiting and retaining top talent is an initiative for every healthcare organization. As Baby Boomers begin to retire, Millennials are going to be filling their jobs, and it’s estimated that more than 600,000 registered nurses and 160,000 physicians will retire within the next eight years. There