(e)Merging Practice Growth Trends:
How Effective is Your Hiring Process?
A new position has opened within your organization and you
are placed in charge of the hiring process.
Do you know what questions to ask, which traits to look for, or what
will make a candidate successful in this position? Without knowing the answers to these items,
the chances of making a bad hiring decision drastically increase. According to Bersin & Associates, a
well-known HR agency, "A 'bad hire' can cost companies up to the employee's
annual salary and beyond."
With this much to lose, organizations must be thoughtful and
precise throughout the hiring process.
Another downfall bad hires create is the increase of annual turnover
rates. Bersin & Associates found on
the average, one in every eight hires left a new position within one year. Healthcare is abundant; with one in every 11
people employed in the field, the hiring process is more constant than other
industries. For a field so heavily reliant upon technology and factual
scientific study; there is an overall lack of effort placed into the technical
nature of a hire in healthcare.
So what are these technical aspects of the hiring
process? To begin with, there are two
categories of assessments used to determine a candidate's "fit" within the
position and organization. These
categories are: skill and behavioral.
Skill, encompassing the measurement of one's aptitude to complete a
specific task; behavioral, meaning an appraisal of personality traits
possessed. Another necessary action for
success in hiring is creating job profiles.
Having a profile present for each position within the organization
allows for a greater understanding of the qualities required to excel in the
occupation. Without a clear grasp on the
characteristics a candidate will need, the potential for a bad hire is present.
The toll a high turnover rate takes on an organization is
crippling. The effects can be felt
immediately from a monetary standpoint, but can slowly turn into disconnect
between employees and overall, a poor work environment due to lack of trust or
camaraderie. In a recent case study
compiled by Bersin & Associates, an organization implementing selection
assessments saw an overall 50% decline in new employee turnover rate. Simply put, taking the time to find the
correct candidates from the start leads to money saved, greater employee
engagement and a more positive work environment.
The month of January brought many new faces and much warmer
weather! Jamie Verkamp presented at the
American Society of Plastic Surgeons in Tampa, Florida. Here she was able to meet with senior residents
to discuss marketing and social media.
"It was a great experience to speak with these residents who are all
getting ready to go out and start their own practices; in the 4 hours I had, I
attempted to give them a marketing bootcamp!" stated Verkamp of the experience.
Put it into Practice!
Research shows time and time again, employee engagement leads to better patient satisfaction scores, a healthier environment and lower turnover. Here are some quick ideas on how to raise engagement...
Make sure management is accessable, the more closed off and hidden executives and managers are, the more distant the relationship becomes.
Reward and recognize those doing postive things around the office!
Create an open forum and have a system in place allowing employees to make suggestions for improvements.
Have set goals, and most importantly include all staff in setting those goals.
Internal communication is key! With a greater sense of inclusion, employees feel a deeper connection with the organization.
How does your Practice Measure Up?
With our exhaustive 130 point mystery
shopping review, you'll know the answer. Give us a call or
email Jamie today to discuss how our mystery shopping
services can ensure practice growth in 2012!