Are you concerned about hiring the right fit through your interview process? You should be. Employee turnover in the healthcare industry is second only to the hospitality industry. The cost included in training employees and then filling those job responsibilities when employees move on to other organizations can be exorbitant.
Hiring in healthcare can be challenging because there are more open positions than skilled professionals to fill them, in many cases. This makes it more important than ever to fine tune your hiring methods. When there’s pressure to fill open positions, there’s a temptation to hire people who may not be the right fit for your organization or the position itself.
If you build the right hiring strategy and become aware of common hiring mistakes to avoid falling into them, you’re in a better position to choose the best new hires to propel your organization into the future.
7 Healthcare Hiring Mistakes to Avoid
- Hiring Without a Strategy. When it’s time to hire a new employee, it’s not just about filling the open position for that moment, month or year. Without a strategy, you’re just hiring based on the position at hand, but that doesn’t tell you how this employee will grow with the organization. If you build a hiring strategy, you’re working to ensure that new hires become vested members of the different career trajectories your employees will want and need.
- Not Paying Enough Attention to the Job Ad. In the current healthcare job market, skilled employees are not as plentiful as the open positions. That means there’s more competition among organizations to find the best employees. Job ads are extremely important because you want to entice the better applicants into applying. Make sure the ad includes keywords to make it easily searchable. It should be accurate to the position and a clear representation of your organization as a whole.
- Not Vetting Applicants. Making sure a new hire has the right credentials and licensure is obviously important but many hiring managers don’t go further than that. Vetting your applicants thoroughly means contacting their references to get a good feel for their experience and work ethic. It also helps you to verify whether their submission materials were accurate.
- Not Taking Advantage of the Data. Your organization collects a great deal of data on the hiring process that you should be using to your benefit. Use your analytics to form a complete picture of your employee retention and how long positions are vacant. You can even look into the employee retention to see if there are common denominators, such as a higher turnover rate in specific areas of your organization. Sometimes these issues can stem from cultural problems that can be improved.
- Hiring in Desperation. Don’t ever just hire to fill an open position. Desperation breeds bad choices. In hiring employees, bad choices can damage the organization as a whole. It’s better to take the time to look for the right applicant because it will benefit your organization in the long run.
- Not Paying Attention to the Job Market for that Position. If you’re having a problem finding qualified applicants who meet your requirements, it’s often because your position or benefits aren’t keeping up with the competition. It’s important to understand what applicants are looking for professionally and what they routinely expect to see in the market.
- Overlooking Culture Fit for Experience or Accolades. Sometimes an applicant can be more than qualified, but they just don’t add to the cultural fit of the organization. Personality clashes or differences in the way a person approaches their work life can be detrimental to the morale overall. Remember, your employees spend more time with each other than they do with their friends and family. A good work relationship is essential for job satisfaction.
In the coming years, it’s projected that healthcare employment needs will continue to grow at a great speed. There are simply not enough health professional healthcare workers projected to meet these needs. Planning your hiring strategy now puts you in a better position to build a solid team and an excellent organizational culture.