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How to Leverage Evidence-Based Hiring for Your Hospital

  • Article by:Health Career Center
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Healthcare is changing, and the old ways of running a hospital are quickly becoming obsolete. Which, of course, means the old ways of hiring talent are becoming obsolete as well.

In the new healthcare landscape, it has become vital that hospital hiring managers look beyond strong technical skills to find qualities that don’t show up on a résumé. Things like caring, compassion and an understanding of how to collaborate with others.

This isn’t a new concept — companies in the manufacturing and engineering fields have been employing the same approach for years. It’s called evidence-based hiring, and it works by targeting employees with traits that will naturally lead to better results.

Select International, well-known experts on employee assessment, recently shared advice on how can you use evidence-based hiring to help your hospital thrive in today’s evolving healthcare environment. Below are their tips for finding the right candidate for each of your organization’s key positions.

Another great tip for finding the right candidate? Visit HealthCareerCenter.com. Our site connects you with thousands of the most talented prospects in your region, making it easy to discover one whose values match your own.

 

Physicians

Today’s hospitals are driven by collaboration, which means that physicians who show disrespect for nurses and frontline staff are becoming scarce. Most experts agree that’s a good thing, considering how much this kind of doctor can undermine team morale.

For better results, target physicians who take pride in getting along with others. The kind who believe that a doctor’s primary role isn’t to bark orders, but to adapt to their team’s needs and have a service-first mindset. Evidence suggests that these physicians will turn out to be your best performers over time.

 

Nurses

In an evidence-based hiring situation, the traits you look for in nurses are often very similar to those you desire in physicians, like collaboration skills, critical thinking and adaptability.

However, hiring experts suggest adding another wrinkle: getting your current nurses involved in the hiring process. To accomplish this, ask them which behavioral traits they want in a team member, and invite them to partner with you in developing your hiring system. They’ll appreciate that you value their input, and will help ensure that every new member of the nursing team is a perfect fit for your existing culture.

 

Frontline employees

Compared to doctors and nurses, frontline staff members are often viewed as an afterthought when building an organizational culture. But as hospitals start to adopt a more consumer-driven model, these employees — who have a great deal of influence in shaping each patient’s experience — have become extremely important to your hospital’s brand.

For that reason, your frontline candidates need to have a happy, upbeat attitude, even during challenging interactions. In addition, they should also show a drive to go outside their typical responsibilities, and a willingness to do whatever it takes to make patients happy.

 

Senior leadership

More than any of the above positions, the process of selecting senior leaders is often based on gut feeling. Or, organizations simply promote their highest-ranking physician to a leadership level, regardless of whether or not they have the necessary skills. This may explain why turnover for these positions is so high, and hurting hospitals’ bottom lines more than ever.

Before you hire your leadership team members, you first have to understand your unique situation and needs. From there, you can create a well-defined path to success, and identify a short list of key traits your current leadership team still needs to get there. Then, it’s simply a matter of unearthing a candidate who possesses those traits and bringing them aboard.

 

 

 

 

The information in this article originally appeared on SelectInternational.com. To read the original article, click here.