June 30th, 2008 by pdaurizio
It takes a special kind of person to be an effective recruiter. You must have a variety of characteristics as well as a defined set of competencies to succeed. For starters, you must:
• Like and enjoy interacting with people
• Be persuasive and proactive
• Be an excellent listener
• Be a creative “out of the box” thinker
• Be able to multi-task and switch gears frequently
• Be comfortable with change and changing priorities
• Have the ability to look at and understand the “big picture”
• Understand Return on Investment and how to demonstrate it
• Be able to gather, analyze and report on data
• Be organized
• Have technological expertise (ease with computer, software programs and Internet) or be willing to learn it.
Last but not least, it is key to have a good sense of humor. You must be able to take things seriously but not personally and you must be able to laugh at yourself.What other characteristics do you think are important to be a successful recruiter? I would love to hear from you about your additional thoughts on characteristics that make recruiters successful.
Next week we will look at competencies that are needed to be a successful recruiter.
Posted in Tips for New Recruiters | To leave a comment, click here »
June 19th, 2008 by pdaurizio
Welcome to one of the most exciting, fulfilling and important roles you could possibly fill.Something made you look into recruitment as a career; hopefully it was your passion to assist people in finding the right fit within your organization. When you make those matches, you enable your organization to fulfill its mission and purpose. At the end of the day, what matters most is finding the best people to deliver the best care to your patients.Over the next several weeks we will look at some essential components that go into helping you succeed as a recruiter.The first thing one should look at is the role itself. Critical to defining the scope of the role is reporting structure. Whom do you report to and where in the larger picture of the organization do they fall? Are they part of the C-Suite or the executive team of the organization?Do you report to: human resources, nursing, workforce planning, marketing or another core department?Are you clear about the scope of your job? Exactly what positions are you recruiting for- will you screen, interview, determine compensation and make the offer? This process is usually accomplished collaboratively with the hiring managers. Do you have other non-recruiting related responsibilities? Clearly understanding your role is paramount to your success.Next week we will look at characteristics helpful for recruiters.
Posted in Tips for New Recruiters, Uncategorized | To leave a comment, click here »
June 2nd, 2008 by cswenson
Coming from a health care HR background, my experience was that recruitment traditionally took a back seat to other organizational issues. Somehow, recruitment and human capital initiatives were not seen as mission critical. Retention seemed to have to reach a “crisis” before getting attention or fiscal support. The mantra was always, “Vacancy and turnover rates have been within ‘acceptable’ ranges. Human capital is ‘not a problem now, but will be in the future’.”
The future is here.
A competitive and complex business world impacts the health care workforce. Supply and demand for skilled talent and generational differences and retirements causing brain drain will continue to intensify. Factors such as a slower labor force growth, aging workforce, a decreasing supply of younger workers and a multigenerational workforce all impact health care human resources. Additionally, a projected growth in health occupations of almost 30% along with a projected need for >5,000,000 new and replacement health care workers by 2010 and severe vacancies in leadership positions are all issues.
Replacement costs for health care positions are approximately $92,000 - $142,000 per position (1-1.5 times their salary) for RNs. With a 10% annual turnover rate of 300 RNs – replacing 30 RNs could cost 2.7 million. Decreasing turnover by just 2% - saves 24 nurses; a difference of six RNs and a savings of minimally $357,900. Enough said!
The way to succeed in health care today with savvy consumers is clinical competence, patient and employee satisfaction. What is the road to get there? Recruitment and retention initiatives that provide constant attention at every touch point with human capital. If you create a culture of retention, the workforce will come – AND STAY!
HR teams need to prove competence and value to the organization’s leadership. These teams need efficient tools that provide analytical information to support, change or update initiatives to meet the demand and can communicate to internal and external customers. Measurement is about keeping one step ahead. Knowledge is power!
To help you analyze and measure your retention efforts and decrease costs/improve your ROI, we invite you to attend a complimentary Webinar.
QTrac for Health Care Best Practice Webinar
Learn how hospital systems, can positively impact their bottom line through the capture of comprehensive HR analytics. Hodes QTrac for Health Care is a tool that monitors employee satisfaction and engagement during an employee’s first critical year on the job. See how custom analytics teamed with benchmark comparisons can improve your processes, retention and recruitment efforts.
Please join us on Wednesday, June 18th, 2008 from 2 pm to 3 pm EST for a web-based overview of QTrac’s proven success in helping companies reduce their turnover and retention costs. Our expert panel includes:
• Mark Rowe, Director, Workforce Development at WellStar
• Christen Uber, Director, Hodes QTrac and Consulting Services
• Cathy Swenson, VP, Hodes Healthcare Division
Retention and the promise
Retention is a partnership. It is an organizational responsibility! It is the job of HR, the hiring manager, and the leadership. For years, the manual processes encouraged a disconnect in hiring. HR processed the new hire; the department took over. The first year is critical to retention. The new relationship candidate fit, orientation, employment branding are all determined during this time. The employee chooses to stay or go – and tells about 20 of his colleagues, friends and family about his experience, (any of whom could be customers at any given time).
The bottom line – the future is here. Retention is truly key to organizational success.
Posted in Retention | To leave a comment, click here »
