For healthcare hiring managers, finding the right candidates for an open position is only a small fraction of the responsibility. You don’t just want to fill out current openings. You need staff members who add to your healthcare organization’s culture, work well with current and future staff, have outstanding patient care qualities, and stay with your organization for an extended length of time.
Training new staff is a major investment and each new employee can change the organization’s culture, for good or bad. The best way to attack hiring is with a strategy in place for new and current talent, so that each person your bring aboard makes your organization that much stronger.
4 Criteria You Need to Hire (and Keep) the Right Staff
If you’ve been concentrating on where to find the right staff members and how to successfully conduct interviews, you’re overlooking some key criteria in finding talent that lasts and helps to build a great environment for the current staff and patients.
Here are four key things you need to master to build a successful strategy to develop a cohesive team, rather than just one successful hire:
- Attracting the Right Candidates. A good hire starts with attracting the right candidates to interview for the position. Open job boards aren’t always the best fit for announcing your staffing needs because it means you’ll need to weed through a lot of unqualified candidates. In many cases, recommendations from current staff members and cross-training current employees can mean a more seamless fit to the company culture. To help attract new candidates, you can also rely on a staffing partner who specializes In healthcare and professional boards that are dedicated to the healthcare industry. With a staffing partner, you’ll get a sampling of candidates who have been vetted and are already qualified for the position. One key thing to realize when conducting the interview/hiring process is that it’s important to be as transparent as possible on how your organization works and the type of staff they’ll be working closely with if they are offered the position. You want the best personal fit for your organization, as well as someone who is technically proficient and skilled in their specialty.
- Training New Hires. Training and onboarding your new staff members is an important step for a number of reasons. The first few weeks will help that staff member form an opinion of the position and their coworkers. Those initial impressions can flavor the way they view their job. The onboarding process should be as positive as possible and offer the candidate all of the tools to master the nuances of their position. Good training also improves productivity and efficiency, so this step is as integral for the organization’s performance as it is for the staff member’s satisfaction.
- Maintaining Employee Satisfaction. Maintaining a good, positive culture should be a priority at all times. Employees who are happy with their position and coworkers are less likely to seek other professional opportunities. In healthcare especially we’re experiencing a time period where the positions are more plentiful than the number of people looking for employment. Make sure that you assess your current company culture, ask staff members about things they’d like to see improve, and take steps to make sure that your staff is appreciated for the hard work they commit to your organization.
- Cross-Training and Transitioning. Cross-training and transitioning current employees out of their positions can be a difficult process, and one that’s important for overall company morale. Cross-training should be organized to allow staff members some time to work with mentors or the person who previously filled the position. Transitioning new members in as staff members leave their position can be equally challenging, depending on their reason for departure. It’s ideal if the person who currently holds the position is helpful in training their replacement, though that’s not always possible. Build an environment where multiple team members understand individual responsibilities so that there’s always someone on staff to help in training.
As you work to build your team, develop a strategy to strengthen the whole organization. Hiring one great person for a position can be an excellent asset. Using some forethought as to how that hire fits the current employee structure can be the difference between one great hire and a stronger, more cohesive team.