The 3 Most Common Hiring Mistakes in Healthcare [Blog]

The hiring practices that lead to high turnover in healthcare are avoidable mistakes. If your organization is making these three missteps, consider revising your approach.

1. Underestimating the value of cultural fit:

Culture is a top-three factor for job satisfaction around the globe, and employees who don’t care for their work culture are 15 percent more likely to pursue new opportunities. 

However, when healthcare organizations have an opening, many hiring managers just want to get a warm body in the door so their exhausted nurses can take a day off.

But even if the organization had more time to fill the position, managers often haven’t been trained to take culture into account when interviewing candidates in the first place. Healthcare organizations must prioritize more than just hard skills and a résumé when making hiring decisions. 

Job interviews should include questions designed to determine how well candidates will fit in with the team. Ask them to describe their ideal work environment and management style, for instance, or find out what they loved and hated about their last position.

2. Only reaching out to active candidates: 

The candidates who respond to job postings are highly motivated because they’re:

  • Unemployed
  • Dissatisfied with their current position
  • Looking for better-paying work

That motivation is good — but the candidate pool shouldn’t end with this bunch.

Organizations should also be recruiting high-quality passive candidates: individuals who are employed and aren’t thinking about leaving their current positions but embody the qualities you’re looking for. Online sourcing, cold calls, email blasts, and résumé mining are great ways to connect with them. Even if they don’t apply immediately, you’ll be top of mind if they want to make a move in the future. 

3. Not considering long-term needs:

Don’t forget that there’s a real person behind each résumé. Never leave your applicants in limbo. Call all applicants back, whether you plan to hire them or not. 

Candidates remember the companies that follow up, and that effort inspires them to refer other people to your company or apply for other positions in the future.

HR often fails to consider the long-term implications of its hiring practices. Just because someone is not right for one position doesn’t mean you won’t want to hire him in another capacity a year from now.

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About the Author

Dina DeMarco

Dina is a VP of RPO Services at Hueman. What’s Most Important? My husband and dogs; To embrace and see the good in differences, and inspire others to do the same. In One Word, I Am: Charismatic. What Makes Me Tick? Being challenged and challenging others, trying new things, being a leader, inspiring people to do their best, being creative, having fun.

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