{"id":2558,"date":"2016-12-19T13:21:18","date_gmt":"2016-12-19T19:21:18","guid":{"rendered":"http:\/\/kbicblog.com\/blog\/healthcare-finance\/?p=2558"},"modified":"2016-12-19T13:21:18","modified_gmt":"2016-12-19T19:21:18","slug":"healthcare-employers-improve-interview-process","status":"publish","type":"post","link":"https:\/\/kbicblog.com\/healthcare-finance\/hiring\/healthcare-employers-improve-interview-process\/","title":{"rendered":"How Employers Can Improve the Interview Process in Healthcare"},"content":{"rendered":"

\"How<\/a>From the looming retirement of Baby Boomers to the 20 million of Americans newly insured under the Affordable Care Act, the healthcare interview process has become more challenging than ever. In fact, though healthcare continues to create new jobs, the cost of leaving positions vacant can really add up for providers, states Healthcare Finance Associate Editor Susan Morse. For example, one unfilled healthcare position can cost a healthcare facility an average of $7,700.<\/p>\n

To reduce time to hire, employers must review current hiring strategies<\/a> and understand that improving the interview processes can play a key role in an organization\u2019s overall recruitment success. However, employers should not rush the interview process\u2014the wrong hire will only cause more work in the end, says business and healthcare writer Susan Reagan. \u201cMake time to do it right so you can save the time required to make corrections.\u201d<\/p>\n

RELATED: 13 Interview Questions You Should Be Asking Finance Candidates.<\/a><\/strong><\/em><\/p>\n

Here are five practices you should consider as you plan to strengthen your interviewing process to meet today\u2019s healthcare hiring demands.<\/p>\n

1. Assess Your Current Interview Process<\/h2>\n

The first step is assessing your current interview process. Determine what works well, what can be improved, and what is broken beyond repair, Reagan says. Examine all aspects of your interview process, from recruitment<\/a> to the questions asked. Have you lost candidates to competitors in the past? How\u2019s your tone during the interview? \u201cOnce a complete process evaluation is conducted, a plan to make improvements can be created.\u201d<\/p>\n

2. Conduct Behavioral Assessments<\/h2>\n

The best way to know a candidate\u2019s fit for your organization is by studying their past behavior. Behavioral assessments enable interviewers to ask candidates to describe in detail how he or she responded to similar situations in the past. It helps employers find candidates with the traits, temperament and innate talent best suited to the jobs being filled, says Bill Roberts in a SHRM article.<\/p>\n

To evaluate a candidate\u2019s level of care and compassion, Rebecca McNeil, now Director of Learner Acquisition at ExtensionEngine, suggests using the following question outline:<\/p>\n

Describe your most rewarding experience helping others.<\/p>\n