7 Tips for Hiring the Best Healthcare Employees
- Article by:Health Career Center
Whether you’re a big-city health system or a small-town private practice, one rule always holds true: you’re only as good as the people you hire.
There are plenty of good people to go around—you just have to know where to look. Or, as Entrepreneur explains, how to look.
Here are seven of their best tips for finding talented health care employees who are also a perfect fit for your organization. When you’re done reading, be sure to visit HealthCareerCenter.com and use your newfound expertise to find your next star staff member in our resume database.
1. Have a deep understanding of the role.
As new integrated care models change the dynamic of how health care professionals interact with each other, it’s never been more important to understand each person’s role within the organization.
That said, a detailed job description is vital. If you already include education and experience in your must-haves, consider adding industry contacts, specific knowledge, personality types and more. All of these will help you narrow down your search for the perfect candidate.
2. Involve employees from outside your department.
In integrated care settings, caregivers are constantly working with people in other departments. It’s only fair that those people have a say in the hiring process, and who you ultimately choose.
Worried that people from other departments won’t want to take time out of their busy day to help? Don’t be. They’ll likely jump at the opportunity to offer their opinion on something so important.
3. Give candidates the privacy to open up.
Interviews are stressful enough for jobseekers, even without constant interruptions.
Help calm their nerves by holding the interview in a quiet and private location, with one person at a time, and let them do most of the talking.
This will allow them to feel much more comfortable showing their true personality. Which brings us to our next point…
4. Let candidates show you what matters most to them.
A relaxed interviewee is an open interviewee. And an open interviewee is much more likely to give you honest, from-the-heart responses rather than canned answers.
A few red flags to watch for: candidates who are too focused on compensation, badmouth their previous employer, or are noticeably underdressed for an interview setting. These don’t have to be fatal to their chances of being hired, of course… but they do say a lot about their ability to fit in with your culture.
5. Use objective scoring for more comprehensive judgment.
It’s tempting to hire someone based on your gut feeling, or how well you get along with the interviewee. The problem is, those feelings change daily, and are too easily influenced by outside factors.
Instead, try using a score sheet like Entrepreneur contributor Ray Zinn used at his tech startup. “We scored people on appearance, personality, written skills, technical expertise in the job being considered, cultural fit, verbal skills, an ‘overall’ rating, and finally if the interviewer would consider the candidate for the hire,” he said. “The candidate’s composite score had to be seven or higher.” This could work in any setting, especially healthcare.
6. Do your homework on the candidate’s background.
It may go without saying that you should follow up on your applicant’s references. But of course, they rarely give the whole picture of your candidate, so don’t be afraid to try other avenues.
For example, try finding past coworkers they didn’t list as a reference, so you can get the real truth behind what it’s like to work with them. Some organizations also scan the applicant’s social media accounts, just to be sure there are no obvious red flags.
7. Don’t fill the position just to fill it.
Say you go through candidate after candidate, round after round, and just can’t seem to find someone who deserves the role. Here’s an idea: don’t choose any of them.
Though you may feel pressure to fill the role at all costs, it’s important to stay focused on the bigger picture. And over the long-term, the hiring and firing of an unqualified employee is much more costly than waiting a little longer for the right person to come along. In fact, for nursing alone the average cost of turnover for a bedside RN ranges from $37,500 to $58,400.*
No matter what role you’re looking to fill, HealthCareerCenter.com is a great place to start. Visit us today to post jobs, discover new healthcare talent, or take advantage of a variety of complementary recruiting solutions.
The information in this article originally appeared on the Entrepreneur website. To read the original article, click here.