Hiring Practices

Workforce issues remain a key concern for healthcare employers as we navigate through an era of change, transformation and uncertainty. From talent shortages to demographic changes and consolidation to emerging technologies, these are just a few of the factors and implications for the way hospitals, health systems and other related entities need to staff their organizations.

The intense competition to hire for healthcare organizations shows no signs of abating, as demand for care increases while more baby boomers are retiring every day. As a result, too often healthcare companies find themselves hiring haphazardly, taking into account a candidate’s qualifications but not how they will fit with the company’s culture.

A new mindset is to have a “holistic” recruiting strategy. It’s an idea that has been talked about in broader human resources circles, but is just making its way to the healthcare sector. Here’s what you need to know.

Attracting quality talent, increasing retention, and reducing cost-per-hire are just some of the reasons why developing a successful employer brand is crucial to an organization’s long-term success. In fact, recent reports reveal that companies who prioritize employer branding typically see a 50 percent increase in qualified candidates; a 28 percent decrease in turnover; and a 43 percent decrease in cost-per-hire. 

One of the top workplace challenges facing the healthcare industry today is hiring for the right cultural fit. Even as providers fight over a finite pool of qualified healthcare talent, leaders have come to recognize that it’s essential to attract and retain people who can reflect and champion the values and mission of the organization.

Here are some important things human resources leaders need to know to align their talent-acquisition strategy with their company culture.

The first Tuesday in June each year is reserved to celebrate healthcare recruiters across the nation and recognize the important work they do every day. They hold the fundamental responsibility in attracting quality talent as well as ensuring hiring managers fill the most high-demanding healthcare roles in the midst of today’s looming talent shortage. 

The legalization of marijuana and its use in the workplace continues to be a hot topic for employers. As of February 1, 2018, Maine’s recreational marijuana law prohibits employers from taking adverse employment actions for off-premises marijuana use.

Every organization has its own success factors. Whether it is from its shared goals and vision or its strategic focus, there is no “one size fits all” solution. Today, employees must feel safe and supported by company leadership, and leaders must establish a culture where employees feel like they can thrive and grow. When workers see no room for development or have no understanding on how they can contribute, they will take the first opportunity from a competitor.

The challenges in healthcare HR are clear: an ongoing talent crunch, shifting regulations and reimbursement models, and ongoing mergers and acquisitions. To meet these challenges, HR leaders must focus on their core strengths and roles to implement talent strategies that support the bottom line.

Probably one of the most critical processes for healthcare HR professionals is the onboarding process for new team members. Although retention can begin as early as the recruitment stage, a well-crafted onboarding process can make a big difference in shifting the discouraging statistics in the industry. According to a survey by BambooHR, more than 15 percent of new hires leave within the first three months.

Healthcare relies on collaboration. Each role in the healthcare organization plays a vital part in a patient’s care, and when people work together well, the organization thrives. Building winning healthcare teams is key to an organization’s success, even if it’s not always easy to do, especially at scale.