The 45th National Association for Health Care Recruitment (NAHCR) Conference took place in Philadelphia, Pennsylvania this past week. By practicing self-discovery, healthcare recruiters can become better leaders in the workplace. In the increasingly competitive healthcare hiring environment, recruiters are challenged with distinguishing their employer brand in order to tackle the industry’s biggest issues such as the ongoing talent shortages and passive talent pools. 

The First National Healthcare Diversity Conference: 15 Years in the Making

For 15 years, the National Diversity Council (NDC) has been a resource and an advocate for the value of diversity and inclusion (D&I). NDC’s efforts include its annual diversity and leadership conference, but this year, the healthcare industry will also receive its very own diversity conference focusing on the issues unique to healthcare organizations.

How to Manage Healthcare Initiative Overload

New initiatives are a powerful driving force in healthcare, helping organizations reach efficiency benchmarks and harness new technologies to better serve patients. But they also can be overwhelming, giving employees a mountain of goals and responsibilities: Improve patient care. Digitize all patient and employee data. Improve provider retention. Shorten patient wait times.

3 Healthcare Recruiting Tips to Consider in 2019

Recruiting top talent in healthcare is no easy feat. With growing staffing shortages and a tight labor market, healthcare recruiters continue to face challenges unique only to the field. For example, according to research by the American Association of Critical-Care Nurses (AACN), only 39 percent of respondents said that they had adequate staffing with the right knowledge and skills at least 75 percent of the time.

7 General Data Protection Regulation (GDPR) Considerations for Background Screening Compliance

The European Union’s (EU) General Data Protection Regulation (GDPR), which enforces a set of laws designed to protect European citizens’ personal data, went into effect on May 25, 2018. It affects all companies that deal with personal data, and even non-EU-based companies will still have to comply. GDPR impacts not just companies who are hiring in the EU but also those that are employing citizens of the EU who live in different areas of the world.

How Healthcare Employers Can Invest in Strategic Workforce Planning

Healthcare organizations are facing a workforce crunch. The combination of an aging population and the Affordable Care Act’s expansion of access to healthcare has increased the need for health services and resulted in employee shortages throughout the industry.

Healthcare compliance officers are challenged with overseeing their organization's compliance program, but they can’t do it alone, especially when it comes to new hires. They must partner with HR to ensure compliance is effectively integrated into the overall onboarding process.

A job candidate’s journey with a company from application to hire (or not hire) is no longer just a process, it’s an experience. As a job seeker travels through the different recruitment phases—sourcing, interviewing, screening, hiring and onboarding—they naturally develop their own perception or opinion of your company. Whether it’s a positive or negative experience, it can have a lasting impact on your employer brand.

With the combination of an aging workforce and a growing demand for services, the ongoing search for talent will continue to rank among the top human resources concerns for healthcare organizations through 2019 and beyond. 

While the talent shortage alone would be enough to test HR departments for the next several years, ongoing digital transformation and the incorporation of emerging artificial intelligence and automated tools — particularly in the recruiting space — are forcing further adaptation.

Continuous background screening was recently named as a top employment screening trend for 2019 by the Society for Human Resource Management (SHRM). Greater numbers of employers are weighing the advantages of conducting post-hire screenings on their workforce. While the benefits of recurring background checks are compelling to employers, successful program adoption also rests on sensitivity around cultural impact.

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