Talent Management

The healthcare workplace is rapidly changing and annual performance reviews are no longer considered an effective practice. By implementing continuous feedback and coaching, the pulse of employees and of the entire organization can be collected and evaluated in a more easy and timely manner. For example, healthcare workers are exposed to unique problems every day. Instituting a system of continuous feedback can help improve patient safety by increasing transparency, remediating future issues, and enabling managers to make more proactive and less reactive decisions.

As Rear Admiral Grace Hopper of the US Naval Reserve so eloquently said, “the most dangerous phrase in the language is, ‘we’ve always done it this way.’” In order to survive in the world, change is necessary because it is the only constant. This remains especially true for healthcare, which is constantly pushed to evolve by changing regulations, an aging workforce, the rise of consumerism, the population health movement, and several other factors affecting the industry.

Any organization that hopes to thrive in today’s marketplace should be actively seeking and engaging younger generations.

Employee referral programs are a classic tool for building your talent pipeline, and healthcare organizations continue to use them to to find qualified candidates efficiently.

From the looming retirement of Baby Boomers to the 20 million of Americans newly insured under the Affordable Care Act, the healthcare hiring process has become more challenging than ever.

Social media recruiting can seem like a challenge for healthcare organizations. In a highly regulated environment that values patient privacy, organizations may feel social media marketing carries too many risks to be worth the effort. But social media can deliver recruiting benefits to healthcare organizations as well as any other industry. Here’s how to do it right.

Nearly 60 percent of respondents in a recent survey state they will be investing more in their employer brand compared to last year.

Last week, I had the opportunity to attend the 42nd National Association for Health Care Recruitment (NAHCR) IMAGE Conference in Las Vegas, Nevada. In 2016, more than ever, it is evident that healthcare recruiters need to integrate new technology and social media in order to attract tomorrow’s talent. This imperative was evident by this year’s opening keynote session, which focused on the use of video as a recruiting tool.

As you review your recruitment processes for the year, consider the following five key takeaways from this year’s NAHCR conference.

While tracking recruitment metrics can be viewed as a tedious, time-consuming process, regularly monitoring recruiting metrics is the easiest way to save time and money. It’s easy to ignore metrics and tell yourself that they don’t matter, but they are essential to measuring the overall success of your recruitment and hiring efforts.

A patient-centered culture is one that "honors and responds to individual patient preferences, needs, values and goals," according to The Permanente Journal. When you hire for positions in healthcare organizations, best practices dictate a conscious recruiting process, focused on selecting those candidates who will contribute to a patient-centered culture. Below are some tips about why this is important and how to go about hiring the right people.