All Posts by Riia O'Donnell
Emotional Intelligence in the Recruitment Game
Resumes tell us what the person has done and if that were the only criteria for hiring, no one would have to interview. Will they challenge the group or ease comfortably in; will they grow with the position? Do they have the leadership qualities needed to corral the team? Will this innovator who says he loves to think outside the box feel stifled in a structured environment? Recruiters with strong emotional intelligence understand there’s more to a successful hire than a skills match, they look for traits that will complement the group as well as the candidates.
Read moreCombating Sexual Harassment in Healthcare
Institutions must strive for an environment that promotes respect for all staff – regardless of their position in the hierarchy. From maintenance personnel to rainmaker physicians and administrators, every employee’s role is critical to the operation of the institution, and every employee must be treated with professionalism and dignity. Lawsuits are costly, as is turnover, but the damage to an institution’s reputation and brand may be a cost that no healthcare provider can afford. Without the trust of the community, institutions may struggle maintain their position as a leading provider their area.
Read moreRecruiting a Diverse Workforce in Healthcare
The prevailing wisdom is that a diverse workforce in the healthcare industry can lead to better patient outcomes. A workforce that better represents patients may be more adept in practicing cultural competency, awareness, and sensitivity. Institutions that work toward diversity in their recruitment and acquisition can see many positive results for their efforts; as their workforce expands to better meet the needs of their consumers, their environment and brand may also reap benefits. Moving toward a more diverse facility is something almost every healthcare provider should prioritize.
Read moreJob Descriptions That Pull a Double Shift as Job Postings
It’s time for job descriptions to break free of the regulation rut and become a dynamic, evolving document that not only outlines the work but sells potential candidates on joining your team. Advertisements that are candidate-centric are more likely to generate a high response rate, and they start with job descriptions that do the same. With a job description that’s written with candidate need in mind, you can easily translate them into an advertisement that draws interest…
Read moreInside the Minds of Nurses
What do nurses really want from their employer, and how can institutions provide for them? In most industries, turnover is costly and drains productivity. In healthcare, turnover can impact patient outcomes and a facility’s reputation. In today’s tight market, retention is a top priority, followed only slightly behind by attracting top talent to your institution. Attracting the best talent in the industry and keeping them engaged and retained is a top priority for every healthcare institution.
Read moreProactive Recruitment Strategies for Healthcare
Human Resource professionals in every industry are responsive to the needs of their institution; when there’s a vacancy, they spring into action, working diligently to fill the opening with the best talent in the shortest amount of time. Recruitment has been a reactive function for as long as there has been HR. But what if recruitment could be proactive – ready with talent on deck to feed needs even before they happen? That is proactive recruitment: anticipating need and having reserves ready…
Read moreHealthcare Survey Highlights Challenges for Recruiters
In such a tight market, every organization is competing for the best talent. The hiring process (from application, to background screening, to onboarding) needs to be candidate friendly and go as smoothly and quickly as possible. This is the first opportunity to show the candidate just how welcoming and efficient the organization can be. Every part of the process, including aspects that may involve a vendor, like background screening, can reflect the values, the brand, and the vision an organization wants to promote. If any part of this process breaks down, it is an opportunity for the candidate to look to another employer. With this in mind, processes and platforms that make the hiring process easy, mobile first, and respectful of the candidate’s time are where we see focus in the recruiting and hiring process. All of these efforts put the candidate experience at the forefront of the process and set the tone for their employment…
Read moreGiving Thanks to Healthcare Employees
Giving thanks to healthcare employees should be as ingrained as saying thank you by rote. Your staff is invaluable: they can make or break your facility. On Thanksgiving, and all year long, institutions should work proactively to show gratitude for the people who make everything possible.
Read moreCreative Solutions for Healthcare Recruiting
In a typical applicant market, recruiters need to adapt; in today’s applicant market, institutions need to adapt. The lowest unemployment rate in decades is forcing healthcare providers to shift the way they search for and acquire talent. Today’s tight candidate pool is changing the way we recruit, hire, and maintain staff to assure the highest quality of care and services. Some solutions might help in these challenging times, depending on your market conditions.
Read moreAttract and Retain Talent Through Career Development
In the war for talent, institutions must use every available tool to attract applicants to the fold. For many job seekers, a new position is only the beginning of their “wish list” for employment; career development and advancement are top of mind when looking for a new job. In fact, the number one reason working candidates search for a new opportunity is career advancement…
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