Hiring in Healthcare ∙ 1

IN HEALTHCARE12 Trade Secrets from Industry Recruitment Leaders

Over the last few months, we have spoken to some of the top HR executives in healthcare for our “Hiring in Healthcare” series. The demand to find top talent has never been more important. According the Bureau of Labor and Statistics, 9.3 million jobs will be added to the service industry sector between 2014 & 2024. Of those new jobs, 41% will be in healthcare.

Our goal at Relode is to help healthcare professionals succeed in hiring. Here are 12 interviews from industry leaders, highlighting their wisdom and trade secrets on hiring in healthcare.

We hope you enjoy!

HIRING

Hiring in Healthcare ∙ 2

Director of Talent Acquisition Greystone Healthcare Management

3 WAYS TO CUT COSTS IN HEALTHCARE RECRUITMENT1. Always be recruiting for the roles that aren’t open. When you cast that net, you

always have a pipeline and talent pool of people you could call on to engage and fill the positions quite rapidly if they’re the right fit. If you’re not always recruiting or always engaging prospects to your organization, the time to fill will grow significantly.

2. Drive home employee referrals. One of our top recruiting methods is engaging the staff to say, Who do you know? Who did you work with that was great? And getting those people to come to the organization.

3. Have a strong education assistance program. When you tie all those together and communicate to the potential candidates and people seeking potential roles, we’re able to get their buy-in faster to join the organization.

Read the article: How to Create a Culture of CARE in Healthcare

Matt Marconi

Director of Human Resources Marathon Health

HOW TO SOLVE RETENTION CHALLENGES“We are in a high growth phase and we are recruiting for very specialized positions. Our expectation is that the clinicians we hire will shift from a traditional mode of fixing people, the treat ‘em and street ‘em approach that is so common, and really help people change the way they think about their own health and healthcare. The requirement that a clinical person is both clinically sound and has the qualities of empathy and compassion puts a lot of pressure on the recruiters to find these extraordinary individuals. In rare cases, people who believe they want this type of change find it is not a match for them. In those cases we move swiftly to provide additional training or other alternatives to practicing medicine at Marathon Health.”

Read the article: 5 Keys to Employee Retention for Onsite Health Clinics

Kate McEachern

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Recruiter Adventist Health System

HIRING & HORSES: WHAT DO THEY HAVE IN COMMON“The thing that’s amazing about the equine world is that horses don’t lie. They are a very straight up animal. If you’re paying attention to them, they will tell you how they feel and whether they want you to go away or whether they’re ready to embrace what you have to contribute to the partnership with a horse.

“I think that is a major part of it right there. So much about recruitment is listening to a person’s story and understanding where they’re coming from, because we all have stories—as far as I see it. Whether a person is striving toward excellence or if they’re just fluffing around. The equine world (for me, anyway) helps me identify when people are truly being genuine, whether that’s over the phone or even in person. Understanding being real, being genuine I think is so much a part of working with horses and I think that’s very true of working with people, as well.”

Read the article: Hiring & Horses: What Do They Have in Common?

Jerry Davis

Recruiter Valley Children’s Hospital

WHY ASK THE RIGHT BEHAVIORAL INTERVIEW QUESTIONS?“It’s probably the best methodology to compare candidates for positions. If you are applying to work with us and we have two or three others applying to that exact same position, we will consistently ask—which we do—the same set of behavioral questions to the candidates. Based on those candidates responses, we can then determine and make our decision based on who we feel is the best candidate for the position.”

Read the article: 15 Helpful Behavioral Interview Questions for Nurses

Dennis Yee

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Director of Human Resources Premier Health

MANDY’S TOP THREE PIECES OF ADVICE FOR OTHER HR DIRECTORS IN HEALTHCARE1. Personally know the areas you’re hiring for. “Job requirements will be different

for a front desk position when compared to those for a Registered Nurse. Knowing about the job we’re trying to fill helps out with communication.”

2. Nothing is better than face-to-face. Email is okay to start, but communication is always best in person, or even over the phone.

3. Conduct face-to-face orientations as much as possible. Video training modules are not a replacement for in-person orientations. I recommend using them as a supplement to their training.

Read the article: 3 Essential Qualities of Excellent Customer Service Employees

Mandy nelson

Recruitment Leader Children’s Hosptial of Orange County

BE IN AS MANY DIFFERENT PLACES AS POSSIBLE“It kind of goes hand-in-hand. You want the candidates to be in as many different places as they can, but the recruiters have to be out there and have to be out there in as many different places as they can. Recruiting has changed tremendously with technology and social media.”

“Be in every different phase of a person’s career. We go to schools, we go to specialty conferences—we do the in person and the electronic social media.”

Read the article: 3 Solid Pieces of Advice for Health Care Recruiting

Claudia nakasone

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Manager of Talent Acquisition Advocate Health Care

APPRENTICESHIP IN HEALTHCARE“The most important thing for a recruiter to do is listen. You need to understand the pain points of your leaders, and not just those that have a position open. A good healthcare recruiter rounds on all their leaders to understand how team morale is, what the skills makeup of the staff is, and where the leader sees his or her department in the next quarter, 6 months, year, etcetera.

“By doing that, you can be progressive and proactive with your talent identification efforts in order to deliver in a timely manner when called to action.”

Read the article: 5 Keys for Talent Retention in Integrated Health

John Howlett

Recruiter Community Care Home Health Services

ADVICE FOR OTHERS IN HEALTHCARE RECRUITMENT“Be patient and watch your tone of voice. It can be very frustrating at times, and I know that by the end of the day—sometimes you’re getting call after call—and you can sound drained and tired. But you have to keep up a good attitude, because no one’s going to want to work for you if you get on the phone and you sound miserable!”

In summary, she advises others in her position to:

Be patient

Be consistent with follow up

Watch your tone of voice

Listen to music to keep it on the up

Read the article: Why Community Care Collaborates for Home Health

Brittany Winter

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Head of Recruitment Infinity HomeCare

WHAT ARE YOUR TOP PIECES OF ADVICE FOR OTHER RECRUITERS IN HEALTHCARE?A. Collaboration. “To be successful, it takes a collaborative effort. Recruitment is not just about posting a position and waiting for a candidate to apply. You have to be proactive and not wait for talent to come to you. To hire the best we have to do the work. That’s extremely important.”

B. Building Relationships. “When I say that, I’m referring to our internal hiring managers—gaining their trust and truly understanding what they are looking for in a potential candidate. What one manager is looking for in a candidate may not be the same for another manager.”

C. Over Communicate. “In this field, being busy is an understatement. However, it’s important to frequently connect with your hiring leaders. Communicate the challenges, because you want to be as transparent as possible—help them see the big picture.”

Read the article: 7 Key Differences Between Home Health Care & Hospital Recruitment

Paulette Poplin-Cook

VP of Talent Acquisition Geisinger Health System

DON’T SETTLE“That’s the hardest thing. There’s such a shortage of qualified healthcare professionals in a variety of different specialties—not just physicians but nursing, advanced practice, allied health. The tendency is to fill the spot, because everybody’s clamoring for that position to be filled.

“But if you really know that this is not a good fit or you see behavioral issues that are concerning, you need to pass and move on, because you’ll end up parting from that person later and you’ll end up starting all over again.”

“It’s very hard, because there’s pressure to fill the positions, but if you can, don’t settle. Wait for the person who’s the best fit for your organization and has the values that are important to your organization.”

Read the article: How to Hire C-Suite Executives in Healthcare

Cindy Bagwell

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Director Recruitment and Retention HealthAlliance of the Hudson Valley

ASSIGN AN ENCOURAGING, KNOWLEDGEABLE PERSON TO BE BOTH A “PRECEPTOR” (OR TEACHER) AND A MENTOR TO EACH NEW EMPLOYEE“The role of preceptor is to assess and encourage new nurses during orientation. They develop learning plans, assess needs and set goals. They continually evaluate the nurse’s clinical competence and talk through their strengths and abilities, especially if the nurse is entering the industry for the first time. The protege, in the mentor role, becomes more of a buddy than a teacher—but continues to be available for any constructive feedback and coaching. The mentor is someone the new person should feel comfortable with. It should be like a real relationship.”

Read the article: How to Make Employees Want to Stay with You… Forever

Marianne Salerno

Director of Workforce Development Dartmouth-Hitchcock Medical Center

APPRENTICESHIP IN HEALTHCARE“The apprenticeship model actually builds off of the old fashioned view of apprenticeship to take someone who has an eagerness to learn and a gap in actual technical skills and put them into a job where they can earn while their learn.”

“In some ways it’s a natural fit for healthcare, because that’s what we’ve been doing with our physicians and residencies for decades. It simply extends that to how can I take somebody and give them the book learning that they need to get started and then the opportunity to grow their skills in a hands-on learning environment.”

Read the article: The Apprenticeship Model of Healthcare

Sarah Currier

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CONCLUSION

Want to read the full interviews? Click here to access the “Hiring in Healthcare” series.

ABOUT RELODE

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