{"id":2531,"date":"2016-11-29T09:08:52","date_gmt":"2016-11-29T15:08:52","guid":{"rendered":"http:\/\/kbicblog.com\/blog\/healthcare-finance\/?p=2531"},"modified":"2016-11-28T16:25:04","modified_gmt":"2016-11-28T22:25:04","slug":"retain-attract-top-talent-healthcare","status":"publish","type":"post","link":"https:\/\/kbicblog.com\/healthcare-finance\/hiring\/retain-attract-top-talent-healthcare\/","title":{"rendered":"How to Retain, Attract and Nurture Top Talent in Healthcare"},"content":{"rendered":"

\"how-to-retain-attract-and-nurture-top-talent-in-healthcare\"<\/a>For today\u2019s healthcare industry, finding and keeping top-notch physicians, nurses and other providers is key to patients\u2019 wellbeing and high patient satisfaction scores. But competition for higher-quality talent is fierce and turnover can be high. According to Nursing Solutions\u2019 2016 Healthcare Staffing Survey, 67% of hospitals report rising turnover rates, with an average rate for bedside RNs of 16.4%. And according to the American Society for Healthcare Human Resources Administration, 20.4% of healthcare employees \u2014 one in every five \u2014 quit their jobs each year.<\/p>\n

So how can an organization boost job satisfaction and retain talented staff<\/a>?<\/p>\n

David Wilkins, chief marketing officer at talent and learning management software solutions firm HealthcareSource, offers three key strategies to accomplish that goal: Attract and hire<\/a> the right people for your organization; \u201cgrow your own\u201d long-term loyalty; and keep the folks you already have.<\/div>\n
 <\/div>\n
\n

Attract and hire<\/strong><\/h2>\n

To effectively attract and recruit new talent, hospitals need to have 21st century technology. Wilkins suggests investing in sourcing-specific talent to identify and source potential candidates as well as search engine-optimized career websites and assessment technology to screen candidates against behavior markers specific to medical jobs.<\/p>\n

\u201cIntegrate all of the above with strong applicant tracking and workflow technology to manage the hiring and onboarding process,\u201d he tells Healthcare Dive.<\/p>\n

Like what you\u2019re reading? Follow us for the best Hiring & Management Tips for Employers<\/a>. <\/strong><\/em><\/p>\n

Grow your own<\/strong><\/h2>\n

As soon as employees are onboarded, hospitals should begin working with them to fill long-term talent needs, especially for hard to fill roles, Wilkins says. They may also want to create individual career paths that combine an employee\u2019s long-term goals with the organization\u2019s needs. These career paths can then be linked to development plans and specific learning activities so that the objectives are visible and actionable to the employee on an ongoing basis, he adds.<\/p>\n

Regular appraisals of an employee\u2019s performance can encourage feedback\/communication and help to align career aspirations with a hospital\u2019s goals, Wilkins says.<\/p>\n

Keep folks happy<\/strong><\/h2>\n

Make employees aware of opportunities for advancement and reward good work. Wilkins recommends hospitals make it easy for employees to apply for other jobs within the organization. He also encourages hospitals to invest in employee wellness programs.<\/p>\n

That coincides with a report<\/a> this past summer by the Society for Human Resource Management (SHRM), which found that employers are relying increasingly on benefits packages to attract higher-quality staff, especially when they aren\u2019t able to offer a competitor\u2019s salary. In fact, of the organizations SHRM surveyed, 33% reported having increased their benefits offerings over the past year.<\/p>\n

\u201cWith more than two-thirds of organizations reporting difficulty filling full-time positions, competition for talent is high,\u201d the report notes. \u201cTherefore, it is important for organizations to offer a lucrative benefits package to retain and attract top talent.\u201d <\/p>\n

See the forest for the trees<\/strong><\/h2>\n

\u201cIn the end, there is no panacea or special technique to get this right,\u201d says Wilkins. \u201cIt\u2019s like dieting; everyone wants the latest fad to drop 30 lbs after the holidays, but in the end, the best strategy is a balanced diet, getting enough sleep, drinking enough water and sweating a little. Talent management in healthcare is no different.\u201d<\/p>\n

Executives that quickly fill slots with higher quality people will see less turnover, because people will have less incentive to leave, he notes. People will be working less overtime and won\u2019t be as likely to get burned out.<\/p>\n

Moreover, hospitals that invest heavily in training and career development tend to be magnets for higher quality talent, making recruitment easier, Wilkins says. \u201cIf you invest in career mobility and enable people to grow into future roles, you will improve recruiting<\/a>, through a greater stream of high-quality internal candidates for hard-to-fill jobs, and retention, by enabling people to grow within the organization instead of outside it.\u201d<\/p>\n

The trick is to see all of these pieces as interconnected and self-reinforcing, Wilkins adds. \u201cThe big difference between successful organizations and unsuccessful ones isn\u2019t a particular approach or a particular technology within a given talent management pillar; it\u2019s the ability to see beyond pillars and see how the whole is interconnected. \u2026 Those who do significantly outperform those who are looking for the next shiny penny within a particular solution stack.\u201d<\/p>\n

Source: HealthcareDIVE<\/em><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

For today\u2019s healthcare industry, finding and keeping top-notch physicians, nurses and other providers is key to patients\u2019 wellbeing and high patient satisfaction scores. But competition for higher-quality talent is fierce and turnover can be high. According to Nursing Solutions\u2019 2016 Healthcare Staffing Survey, 67% of hospitals report rising turnover rates, …<\/p>\n","protected":false},"author":26,"featured_media":2532,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"ngg_post_thumbnail":0,"footnotes":""},"categories":[310,447],"tags":[582,390,583,66,591,465,592],"class_list":["post-2531","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-client-resources","category-hiring","tag-career-development","tag-healthcare-finance-executive-search","tag-healthcare-finance-recruiting","tag-healthcare-industry","tag-hiring-and-management","tag-hospital-employment","tag-talent-management","column","threecol","has-thumbnail"],"yoast_head":"\nHow to Retain, Attract and Nurture Top Talent in Healthcare<\/title>\n<meta name=\"description\" content=\"If you invest in career mobility and enable top talent to grow into future roles, you will 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