Optimizing Hiring Processes in Ambulatory Surgery Centers: 5 Best Practices
Like hospitals and other healthcare organizations, ambulatory surgery centers face the same talent shortages and challenges when it comes to hiring quality talent. Additionally, with the consumerization of healthcare, effective and optimized hiring processes can go a long way for providing quality care and ensuring patient safety.
Here are six ways to optimize your ambulatory surgery center’s hiring processes.
1. Apply HR Best Practices as a Business Function
Sometimes success in healthcare can come by drawing inspiration from other industries. For Sandi Karrmann, Chief Human Resources Officer at United Surgical Partners International, streamlining human resources at a noncentralized organization was possible because of the best practices in the HR business function she had gleaned over the years from other industries. “HR is industry agnostic–the same best practices apply across industries,” she states in an article featured in Profile Magazine. “You just have to take the time to learn the business from the customer and front-line employee perspective.”
2. Hire a Healthcare Specific Background Screening Company
Not all background checks are equal, and the same goes for the many background screening firms that provide this service for employers. As an ambulatory surgery center, one of the most important factors in selecting a background screening provider is whether they have the necessary knowledge and experience in healthcare. Healthcare experts agree with following this criterion. Lisa Cooper, Chief Executive Officer of El Camino Surgery Center, suggests contacting local hospitals to obtain recommendations, according to a 2007 interview with OR Manager.
3. Require Staffing Firm Providers to Meet Your Background Screening Guidelines
The unfortunate case of David Kwiatkowski, a traveling radiologic technologist who exposed countless patients to Hepatitis C, highlights the need for both healthcare employers and staffing firms alike to examine and fortify their own practices. “A [healthcare employer] utilizing a staffing partner cannot afford to operate under assumptions,” Vu Do, Vice President of Compliance at PreCheck, wrote in a previous article for the PreCheck Blog. “Before signing an agreement with a staffing provider, [healthcare organizations] must lay out the terms of the background screening requirements.”
4. Follow FCRA Best Practices When Using Background Checks
Any employer relying on a third party to run background checks on job candidates or existing employees must follow the federal Fair Credit Reporting Act (FCRA). With an uptake in FCRA-related litigation in recent years, FCRA compliance has become an even greater critical part of the screening and hiring process. For a quick overview of what you need to know to comply, my colleague Vu Do has also covered the topic in a previous article. While employers should consult with qualified counsel on their background check practices, PreCheck also offers a complimentary on-demand webinar on background check compliance available on our Resources Library.
5. Adopt a Modern Recruitment Marketing Strategy
In today’s digital age, the lines between candidates and consumers are blurred. In order for healthcare organizations to achieve their talent acquisition goals, adopting a marketing-driven approach is necessary. Recruitment marketing is one of the fastest growing aspects of healthcare recruitment, and it was one of the prominent topics discussed at the 2017 National Association for Health Care Recruitment (NAHCR) IMAGE Conference. By borrowing from marketing strategies and building a recruitment marketing function at your ambulatory surgery center, you can adapt your recruitment strategy for success in the long-term.
Ambulatory surgery centers, like hospitals and other healthcare organizations, are facing common issues such as the ongoing talent shortages and the uncertainty regarding the future of the nation’s healthcare system. Following industry best practices, however, can position your organization for better results by optimizing key aspects of the hiring process.