Large shifts in the healthcare employment market provide savvy Hiring Managers with a large field of quality candidates to choose from. Hiring the best candidates will have a huge impact on the trajectory of your team. This article outlines seven tips for tuning up your selection process.
- Identify the sources and traits of your best employees
Workplaces and employers are different. There’s no ‘one size fits all’ formula for landing the candidates that best match your organization. Before you move forward repeating what you’ve done in the past to source candidates, step back, be self-critical and analyze what sources have produced the best candidates. At the same time, analyze your current employees and assess the skills, knowledge, abilities and background experiences that make them the most successful ones in your organization.
- Tailor your selection process
Once you identify the sources and traits of your high-performers, develop screening techniques targeted to get more candidates that can become high-performers in your organization. This process may involve consulting outside specialists in this area, such as industrial psychologists, human resources professionals, employment lawyers or other experts in the field. It may require updating your application for employment to discover information that is relevant to finding the person that best fits your needs.
- Conduct in-person interviews
It may seem old fashioned in this this era of Skype, and Teams, but nothing replaces in-person interviews. Those new tools are helpful in winnowing down the field, but they shouldn’t replace the personal connection that comes with an in-person interview. Those new methods don’t always allow you to understand contextual or nonverbal cues that can help distinguish a good hire form a bad one.
- Use behavioral-based interview techniques
Plan for the interview. Study the candidate’s application for employment and resume. Think about the job-related questions you need to ask. Develop real-world questions that probe into how the candidate has handled or will handle difficult scenarios.
- Check references thoroughly
Many studies reveal that candidates are not always truthful or forthcoming in presenting their past experiences or credentials. Take this part of the process seriously and dig for any indication that the candidate may not be the best fit for your organization. With a little perseverance, you’ll be amazed at what you can learn.
- Conduct appropriate background checks
The EEOC and some states have essentially declared war on criminal and credit background checks. The movement even has the label of ‘Ban the Box’. So, now you have to be careful to comply with federal laws, such as Title VII and the Fair Credit Reporting Act, and myriad applicable state and local laws. At a minimum, make sure the particular background check you want to conduct is relevant to success in the job for which you are hiring. You should not do the same types of checks for all positions in your organization. Include statements on your employment application form that indicate an affirmative answer will not automatically result in disqualification for the job and that you will consider factors such as the nature and gravity of the offense, the time that has passed since it occurred, any rehabilitation efforts, the intervening employment record and the nature of the job being sought.
If you’re thinking about rejecting a candidate based in whole or in part on the information you receive, make sure to comply with the provisions of the Fair Credit Reporting Act. Once you obtain the information, maintain it in a safe, secure and confidential place.
- Think outside the box
Your competitors are also out there scouring the field trying to source the best candidates. That means you have to be creative and work hard to source and land those candidates.