Ensure an Effective Hiring Process in Healthcare - Part 1
Original material sourced from Bersin & Associates 2011
Approximately one in every seven new hires in the healthcare industry leaves his/her jobs within the first twelve months - Bersin & Associates, 2011
In today’s economy, even the most complex and profitable healthcare organizations are in a constant state of flux. Despite high growth and booming profits, turnover levels and ineffective management can have a significant impact on even the strongest companies. In the healthcare industry, it is crucial to hire people that genuinely care for the welfare of others, and that these people are hired into the right jobs.
In this 4 part series, we will summarize the research and findings from a recent Bersin & Associates report titled: Selection Assessments for Acquiring and Developing Talent in the Healthcare Industry.
With such a large pool of qualified candidates in the healthcare industry, why is it that so many HR professionals are challenged to identify job candidates best suited for a particular position? This challenge can be overwhelming.
If we look at proven hiring techniques and best practices from those experiencing fewer people challenges, we can see the tremendous value of investing in assessments for the hiring process.
These selection assessments provide the tools and technology that enable organizations to evaluate whether or not a person has the right behaviors, attributes and interests to perform a unique type of job. 77% of organizations across all industries include some form of selection assessment in their overall acquisition strategy. A recent Bersin research report reviews the current state of selection assessments, specifically in the healthcare industry.
The global medical industry is one of the world’s fastest growing fields encompassing an array of services including hospitals, physician offices and nursing homes. The workforce is so large that one in every eleven US residents is employed in the healthcare industry. Another Bersin report, “2010 Talent Management Factbook” outlines how although a booming industry, healthcare appears to be one of the least mature when concerning overall talent issues. According to Bersin, when compared with other industries, the healthcare industry is playing ‘catch-up’ in regards to talent acquisition strategies.
Best Practice: Improving quality of selection requires an in-depth understanding of what the essential qualities are for successful performance in every position.
The best way to identify essential qualities for a job role is to study them among top, middle and bottom performers. Creating a benchmark allows you to more effectively identify these traits. The company must also create a checklist of that particular job profile including:
- Characteristics of the position
- Organizational culture
- Core competencies
- Business model
- Past barriers for success
- Team environment
- Career tracks/succession plans
Assessments that measure predefined skills, behavioral traits and interests are a science-based means of ascertaining job and culture fit. These assessments can also be leveraged by using a variety of assessments throughout the organization, from executive-level positions to front-line workers.
We want to hear from you! How do you ensure an effective hiring process in your organization? Comment below or let us know on Facebook and Twitter.
In part two of this series on selection assessments in the healthcare industry, we will cover:
- The current state of assessments
- Case study example with Mountain States Health Alliance.
If you can't wait to learn more simply download the full report today!