- August 5, 2008
- 3 Comments
The Talent Life Cycle: How Can Hospitals Redefine their Recruiting?
You know as well as anyone that recruiting and retaining quality employees can sometimes be a challenge. This is a particularly critical issue for health care leaders, with work force shortages piling up in multiple hospital departments.
HealthLeaders Media recently hosted a roundtable panel of experts, including Brent Rasmussen, CareerBuilder’s Chief Operating Officer, to talk more in depth about current workplace shortages in the health care industry, as well as the need to focus on the entire talent life cycle of employees to recruit and retain them, rather than just getting them in the door – and then abandoning all efforts to actually keep them.
The roundtable panelists tossed back and forth some interesting points of view concerning ways that health care organizations (as well as organizations across the board) can deal with the work shortage problem and re-position themselves as forward-thinking workplaces. Much of the HealthLeaders panel discussion revolved around various issues in generational recruiting (you can also find more about this topic in our archives). Deborah Zastocki of Children’s Memorial Hospital said that organizations need to consider the needs of Gen X and Gen Y candidates more carefully in today’s market, while Rasmussen added that philanthropy is a key issue, as many candidates are now looking to work for a green company.
Kathleen Gallo of North Shore-LIJ Health System stressed that the job seeker now runs the marketplace around job recruitment – and the only thing an employer can really control are the policies and procedures to make the organization competitive in the marketplace (and attractive to candidates).
To this point, Joseph Cabral of North Shore-LIJ Health System added, “We found that 72 percent of our nursing new hires are new grads. You need to be able to build the infrastructure to support the new generation coming into the field.”
Other highlights of the discussion include:
*The effect of millenials and baby boomers in the workplace
*What makes a good recruiter?
*Current interview styles and obstacles
*The importance of an organization to sell their brand and culture
*Challenges of small vs. large health care facilities
*How do you evaluate managers?
*Is turnover a good thing?
Get the full roundtable transcript here.
- Have a response? Join the discussion.
- Categories: Employee Attraction, Employee Retention, Employer Advice, Generational Hiring, Health Care
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The trouble today I see, as a successful and established Bachelor Degreed Nurse, is that hospitals are not doing more to retain or attract “seasoned” RN’s. They pay NEW GRADS in nursing $0.75 less than experienced RNs. How does that make “us” feel? It makes us feel undervalued, dispensible, and replaceable. Would one not think it is more important to have experienced RNs on the floor to help our new grads and patients in the hospitals to have more positive outcomes?
I am a nurse of eight years. I was out of town working as a travel nurse for three years. When I came back home to Louisville, KY it took me over a month to get a call back from prospective hospitals and other hiring institutions. I have found in my town of Louisville,KY getting a position in a hospital is based on who you know. That is sad.
During my 30 year nursing career, I have worked in both hospitals and ambulatory surgery centers (ASC). I have worked as a staff nurse as well as nurse manager in both places.
In my experience, the atmosphere is less tense and flexibility is far greater at the ASC’s, therefore providing a friendlier, happier, less stressful work environment. The ASC’s were better able to do flexible time scheduling to accommodate employee’s family/personal situations. This may not have been because it was an ASC but due to good managerial skills, or a bit of both. In either case, the ASC’s tend to have less difficulty hiring and retaining staff than do hospitals.
I think any institution needs a mix of less experienced and ‘well-seasoned’ nurses. Everyone can learn from one another-new or old. This ensures better patient care and continuity.
During the hiring process, there should be free communication between the nursing departments and human resources. If one or the other is dragging their feet concerning a new hire they need to let the another know this in a timely manner. Job applicants need to be frequently appraised of their progress during hiring.
Nursing shortage or not, right now many institutions are trying to get by with less-this means fewer nurses on staff.
My company has just started medical recruiting for contract and direct hire positions with relocation available working for hospitals. Where are the nurses? I certainlly am surprised to see the salary range for a nurse with three years experience is the same for a nurse with 20 years experience. My question why do we have a shortage of medical personnel?
Thank you and you may reach me at 561-712-0307.