Editorial Note: This is a guest blog post written by Boris Hartl, Content Manager for AHA SmartMarket, the new health collaboration platform from the American Hospital Association. For more information, Boris can be reached at firstname.lastname@example.org.
Hiring better-performing employees who deliver better patient and resident care is an important goal of every healthcare organization. I’d like to invite you to join us tomorrow, May 27 at 1:00 p.m. ET, for the American Hospital Association webinar, Understanding the Unique Challenges of Hiring in Continuing Care.
In this webinar, industry experts will discuss why the culture in continuing care is unique and illustrate how the use of behavioral assessments in the hiring process is key to ensuring organizations are hiring compassionate caregivers for their residents, and to helping them hire for cultural fit, improve staff turnover, and reduce costs. You’ll learn:
- The unique challenges of the continuing care environment
- The key role the hiring process can play in addressing these challenges
- The benefits of focusing on hiring techniques for the continuing care environment
- Examples of how to use behavioral assessments to enhance performance and retention
Frederick Morgeson, Ph.D., Eli Broad Professor of Management at Michigan State University and Scientific Advisor at HealthcareSource, and Miranda Maynard, Assessment Implementation & Training Specialist, HealthcareSource will offer their expertise on how behavioral assessments can help continuing care organizations recruit and retain the right employees to deliver better resident and patient care.
I was lucky enough to have the opportunity to chat with Dr. Morgeson to preview his presentation. For a sneak peek of tomorrow’s webinar, check out our Q & A session below:
AHA SmartMarket: Why do pre-hire behavioral assessments matter? Do they hold a greater significance in the healthcare field?
Dr. Morgeson: Pre-hire behavioral assessments matter because they help an organization in at least two important ways. First, they help organizations avoid hiring mistakes, which can be costly in terms of low productivity and excess training costs. We all know that it is much more difficult to fire people than to hire them, so it is critical to make the right hiring decision.
Second, validated behavioral assessments have been shown to be related to higher job performance and lower turnover; two critical factors that can help organizations achieve their strategic objectives. Such assessments are particularly important in healthcare because workers are at the front-line in interacting with patients.
Hiring the right people means that they will be able to provide a high quality patient experience, which is central to the mission of most healthcare organizations.
AHA SmartMarket: How can talent acquisition/recruitment organizations improve the way they hire continuing care professionals? How can they support their hiring managers?
Dr. Morgeson: The main way to improve the hiring process and support hiring managers is to provide scientifically validated assessment tools that have been proven to work in healthcare settings and then deliver these tools in an efficient, easy to use way.
AHA SmartMarket: What challenges do talent acquisition professionals face when hiring for a continuing care environment compared to an acute care setting?
Dr. Morgeson: Probably the biggest challenge facing talent acquisition professionals is that the continuing care environment is quite different from an acute care setting. The nature of the work is quite different and the environment within which work is performed is also different.
This suggests that who you should hire is different as well, so this needs to be taken into account when making hiring decisions. The mix of behavioral competencies and the type of person needed needs to be customized to the continuing care environment.
AHA SmartMarket: Validity and reliability are two key issues with pre-employment tests. How can employers ensure that candidate results are consistent and reliable?
Dr. Morgeson: The key to ensuring consistent and reliable applicant results is to use a validated assessment that has been shown to be highly reliable. This includes demonstrating consistency within the assessment itself as well as consistency in applicant responses over time. Beyond the assessment itself, however, it is essential that employers standardize their implementation of any pre-employment assessment.
This means that they need to give the assessment to all applicants, interpret the assessment the same way for all applicants, and make sure that all hiring managers actually use the assessment when making hiring decisions. This type of standardization is not always present, but is essential to ensure valid and reliable results.
To learn more, register for tomorrow’s webinar Understanding the Unique Challenges of Hiring in Continuing Care