Healthcare Staffing

To remain competitive, healthcare organizations need to hire employees who provide a high level of patient- and resident-focused care and who are committed team members. Science-based behavioral assessments can help healthcare organizations choose the right people for the jobs they need to fill and do a better job of managing and developing the people they already have on staff.

As the healthcare industry continues to evolve, it’s not surprising that healthcare human resources leaders sometimes find themselves struggling to keep up. New mandates, changing technologies and staffing shortages are all challenges healthcare HR leaders will need to deal with in the coming months. Here are some of the top strategies they should focus on through the fourth quarter and into 2015 to deal with industry challenges.

Now that the healthcare industry has shifted from quantity to quality of care, having a highly motivated healthcare workforce can affect both patient satisfaction and your organization’s bottom line. While having a generous compensation plan can certainly help attract and retain staff, money isn’t the only motivator that matters. With a carefully planned employee incentive program, you can help your people grow to higher levels of performance and excellence, which translates to better patient care.

We know that recruiting is something that is going to be a challenge in healthcare during the next years. In fact, we recently released a white paper discussing five of the key challenges in healthcare recruiting. Have you wondered how important is a well-optimized career site in reaching your hiring and recruiting goals?

“Employee engagement” is a term often used in the human resources world; but in a healthcare setting, can it apply to physicians, too? The answer, increasingly, is “yes,” especially as more hospitals bring on physicians as employees instead of just granting them privileges; a step that brings those physicians under the purview of HR professionals, says David Rowlee, Senior Vice President and Practice Leader of Integrated Healthcare Strategies.

I recently had the opportunity to attend the National Association for Healthcare Recruitment’s (NAHCR) 2014 IMAGE Conference in sunny Orlando, Florida, home of Disney’s Magic Kingdom. As you’ll see below, there’s actually quite a bit healthcare recruiters can learn from Disney, making this year’s location very relevant. As Marketing Director at PreCheck, we were happy to support NAHCR this year and look forward to next year’s conference.

We all know that hiring experienced healthcare personnel can be a challenge because of the current shortage of nurses and other medical staff within the United States. Hiring physicians is also not an easy task. This is particularly true in the case of smaller clinics or private practices that may not have a lot in the way of incentives or employee benefits to attract qualified people.

Employee retention is important to every employer, but for healthcare organizations, it’s critical. Holding on to highly skilled employees is a challenge and will only get more difficult as demographic trends shrink the pool of healthcare employees at the same time as demand for healthcare grows.

Retaining good employees is an issue in every industry, but with long hours and emotionally draining work, retaining healthcare workers has its own special challenges. Then there’s the costs of replacing doctors, nurses and other employees with specific skill sets and certifications. It soon becomes clear that retention is, by necessity, a high priority for many healthcare organizations.

As Product Manager for PreCheck’s healthcare license management system, LicenseManager Pro, I’ve taken the National Association Medical Staff Services’ (NAMSS) Certified Provider Credentialing Specialist (CPCS) training course and am familiar with some of the challenges facing medical staff services managers. While the goals may be quite similar, these are some notable differences between background screening and the credentialing process for medical staff services.