Last week, I had the opportunity to attend the Dreamforce conference in San Francisco, California along with over 140,000 fellow attendees. While it is first and foremost a technology conference, with over 1,400 sessions, there’s definitely something for everyone, including healthcare HR professionals.

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.

Contingent Workforce Background Check Best Practices for Healthcare Employers

According to a January 2014 article by Staffing Industry Analysts, a global advisor on contingent workforces, the percent of total U.S.

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.

Re-Screening Current Employees to Protect Patient Care in the Long-Term

We recently discussed how often hospitals should run background checks on employees, but what about healthcare organizations in general? Even for non-hospital care organizations, patient care is still a concern. In fact, in its most recent work plan, the Office of Inspector General (OIG) stated it would continue to focus on the safety of long-term healthcare facilities in 2014 and beyond.

6 Ways to Improve the Candidate Experience in Healthcare

With all the competition to find and recruit top healthcare talent, it’s paramount job candidates don’t get fed up with your application process and choose to pursue work elsewhere. Ensuring you have what candidates are looking for and delivering it throughout the recruiting and hiring process can help keep them engaged until you’re ready to bring them on board. It can also set a positive tone for their entire experience working for your organization.

Consider these six ways to improve the candidate experience in your healthcare organization.

5 Ways to Increase Healthcare Employee Engagement

Employee engagement is challenging in today's workforce, but it is especially critical in the healthcare setting. With the changing healthcare climate, hospitals and healthcare facilities are under greater pressure to improve clinical care while lowering costs, implementing change, and reducing employee turnover. High levels of employee engagement can significantly impact these areas. Research shows a strong correlation between strong healthcare employee engagement and patient satisfaction, patient safety and quality, and improved clinical outcomes.

The Role of Employee Benefits in Healthcare Staff Retention

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.

On May 21, 2014, PreCheck hosted a complimentary webinar covering the hottest legal issues facing employers in 2014. Guest speakers A. Kevin Troutman and Mauro Ramirez, labor and employment law attorneys from Fisher & Phillips law firm provided tips and best practices to mitigate risk during this educational session. The webinar recording is now available on-demand here.

Recruiting is about more than just finding qualified people who have the skills and abilities to do the job. It’s about ensuring they’re a good fit, too.

A candidate may have all the skills and experience you want for a position and be eager to take it, but if he or she isn’t a fit for your organization’s culture, you may not get the best work out of him or her over time, and he or she may be at a higher risk of leaving for another job, putting you back at square one in the hiring process.