Hiring a Healthcare Team That Sticks Around
Hiring for retention requires planning and careful execution.
In the demanding healthcare landscape, where talent shortages can impact patient care and organizational success, the ability to attract and retain top-tier employees is more critical than ever. The costs associated with turnover – encompassing recruitment, onboarding, lost productivity, and decreased morale – can significantly strain resources within healthcare organizations. Therefore, adopting a strategic approach to hiring, one that prioritizes long-term retention, isn't just a smart business decision; it's essential for building a stable and thriving workforce dedicated to serving patients.
This post delves into key principles that HR professionals and hiring managers in healthcare can implement to build teams that not only excel but also stay for the long haul. By focusing on cultural fit, transparent communication, and a holistic understanding of candidate needs, healthcare employers can move beyond simply filling vacancies to cultivating enduring and engaged teams.
The Cornerstones of Long-Term Employee Retention in Healthcare Hiring
Hire Team Players
In the collaborative environment of healthcare, a cohesive team is paramount. Certain universal traits consistently predict a strong team player and will lead to better retention.
In accord with advice from Patrick Lencioni’s “Ideal Team Player,” seek candidates with the following
humility – a lack of excessive ego and a willingness to learn;
hunger – a proactive drive and a constant desire to improve; and
emotional intelligence – the ability to understand and manage their own emotions and effectively navigate interpersonal relationships.
These "humble, hungry, and emotionally intelligent" individuals tend to integrate seamlessly into teams, foster positive working relationships, and contribute to a more harmonious and productive healthcare workplace, significantly reducing the likelihood of early attrition.
How can you identify these traits? Here are some tips:
Ask applicants about past mistakes or areas they need to improve their skills
Ask interviewees about past successes, ways they tried to improve their past employers, and things they do to improve themselves
Ask interviewees about interpersonal situations they’ve handled. Pose questions about conflict and leadership.
Know The Job
Beyond universal team player qualities, a nuanced understanding of the specific role is crucial for effective hiring. Consider the demands of the job and identify the key traits that will lead to success.
Here are some examples:
A remote healthcare billing specialist will likely require strong self-discipline, the ability to work independently, and meticulous accuracy.
An accountant might need the flexibility to handle peak workloads during specific financial cycles.
A nursing manager in a fast-paced hospital setting will need to have a driving work style while having personable bedside manner.
If you’re hiring for a leader who provides broad guidance rather than detailed instructions, the ideal candidate will be confident working with ambiguity and possess strong problem-solving skills.
Know Your Culture
Organizational culture is a powerful magnet – or repellant – for potential employees. Understanding your healthcare organization's values, norms, and work environment is essential for identifying individuals who will not only perform well but also thrive within your specific context.
Consider the overall culture of your business and, if the specific team has a distinct subculture, factor that into your assessment. A candidate who aligns with the prevailing culture is more likely to feel a sense of belonging, integrate effectively, and remain with the organization long-term.
Things to consider:
What type of person truly thrives in your organization?
What are the top 2 or 3 values that seem to separate great fits from those who haven’t worked out?
Is your team extreme in a particular way? Highly introverted? Very resitant to change? High level of bluntness? Then someone who lies on the opposite end of those spectrums may likely struggle to feel successful or safe.
The better you can identify your company core values, the easier this step will be.
Match on Logistical Details
Beyond skills and cultural fit, practical considerations significantly impact an employee's decision to stay with an organization. Evaluate logistical factors such as commute time, schedule flexibility, and, crucially in today's competitive market, compensation and benefits.
Questions to answer:
Is the commute manageable and sustainable for the candidate?
Does their required schedule align with the job's demands? Is the salary not just acceptable but genuinely desirable, reflecting their skills and experience within the healthcare industry?
If the candidate is highly growth-oriented, are there clear pathways for professional development and advancement within your healthcare organization?
Addressing these logistical details upfront ensures that the candidate's practical needs are met, fostering greater job satisfaction and reducing the likelihood of them seeking opportunities elsewhere.
Don’t Rush
The adage "haste makes waste" is particularly relevant in the hiring process. While the pressure to fill vacancies in healthcare can be intense, rushing an offer can lead to a mismatch and ultimately increase turnover. Even if you are convinced a candidate is perfect, ensure they have ample opportunity to thoroughly understand the role and your organization. Encourage them to "look under the hood" by providing a comprehensive overview of the team, the challenges, and the expectations. Giving candidates reasons to say no demonstrates transparency and allows them to make an informed decision.
Give them a tour of your clinic and office: This provides a tangible sense of their potential work environment.
Tell them all of the downsides of the job: Honest transparency builds trust and ensures realistic expectations.
Have them interview with multiple stakeholders: Interactions with the direct manager and that person’s manager offer different perspectives on the role and the organizational structure.
Share the high-level vision for the role: Articulating the purpose and impact of the position can be highly motivating and contribute to long-term engagement, particularly in mission-driven fields like healthcare.
Get multiple people involved in the interview process: Diverse perspectives can provide a more holistic assessment of a candidate's suitability, moving beyond superficial likability. Ensure interviewers are trained on effective interviewing techniques and understand the key attributes to assess.
Get Total Compensation Right
Competitive compensation is a fundamental aspect of attracting and retaining talent in the healthcare industry. Ensure your salary ranges align with industry norms for similar roles, considering factors such as experience, location, and the specific demands of the job. Here are some tips
Utilize both free and paid compensation benchmarking tools to research prevailing rates, paying close attention to state/city-specific data, industry benchmarks, and company revenue if available.
Remember that job titles can be misleading, so focus on the specific responsibilities and required skills.
A comprehensive total compensation package should ideally include paid time off, comprehensive employee benefits such as health insurance, retirement plans, and other perks that demonstrate your commitment to employee well-being.
Fair and competitive compensation signals value and significantly contributes to employee satisfaction and retention.
Onboard Well to Retain Staff
The onboarding process is a critical juncture for new hires. In fact, this is the point of the hiring process than can completely derail all of the great effort you’ve put in so far.
A positive and structured onboarding experience can significantly impact their initial engagement and long-term commitment. Conversely, a disorganized or inadequate onboarding can lead to early attrition, particularly within the first year of employment. To foster retention, focus on:
Orienting new hires to the organizational culture: Help them understand the values, norms, and expectations of your healthcare environment.
Integrating them socially and professionally: Facilitate connections with team members and provide a clear understanding of their role within the broader organizational structure.
Providing regular touchpoints: Implement daily check-ins during the first week and at least weekly thereafter to address questions, provide support, and build rapport.
Offering comprehensive training: Equip new hires with the necessary skills and knowledge to succeed in their roles. Consider opportunities for travel to meet key stakeholders or customers, if relevant to the position.
Providing exposure to different facets of the organization: Where feasible, allow new hires to visit other departments or locations to gain a broader understanding of the healthcare system and their role within it.
Offering consistent encouragement: The initial months can be challenging. Provide positive reinforcement and acknowledge their progress to build confidence and a sense of belonging.
Conclusion: Investing in People, Securing the Future of Healthcare
Hiring for maximum employee retention in healthcare is not merely a transactional process; it's a strategic investment in your organization's most valuable asset – its people. Putting some advance planning and thought into hiring and onboarding can truly transform your employee retention results. In the competitive landscape of healthcare human resources, a focus on retention translates to a more stable, productive, scalable, and ultimately, more successful organization.
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