Success in talent acquisition or healthcare recruiting is more than just filling requisitions.
Editor's Note: This article originally appeared on Select International's website.
This week, I received a call from a hospital HR leader asking about tests we have that would reduce nursing turnover. The hospital is currently using a test and likes some of the information it gives them, but they aren't seeing a real, measurable impact. We get this call a lot. Rather than tell her about our tools, I asked her several questions:
- Have you defined the behavioral competencies that predict success for nurses in your organization? Now and for your vision for the future?
- Have you identified the specific factors that are leading to nursing turnover in your organization?
- What are you doing to select the right managers for these nurses and the staff below them? (You can hire the best nurses in the world, but we know that the number one reason anyone leaves a job is their relationship with his/her immediate supervisor.)
- Do you have a solid, predictive, and consistently applied interviewing program?
- What other goals should we be thinking about when we select nurses from the candidate pool? Finding nurses that will stick around shouldn't be the only goal. Are there other goals to consider? Improving quality of care or the patient experience?
This always turns into a discussion about what a test can do for you, compared to what a selection system designed for your specific needs can do. A few distinguishing characteristics of a selection system: Click here to continue>>
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