Helping Hospitals With Three Big Challenges
According to our hospital partners, the following three challenges are some of the most prevalent they face. Each of these challenges has a prescription solution that we're experts at providing.
- Big Challenge #1
- big challenge #2
- big challenge #3
Hospital Challenge #1
Attracting Top Hospital Talent in a Decreasing Candidate Market
More hospital care will be required with a large aging population that is estimated to grow by 55% by 2030. An Associate of Medical College study estimates by 2030 there will be a shortage of primary care physicians of between 7,300 to as much as 43,100.
Non-primary care specialties are much higher. Similar shortages are part of every skilled position in our Texas hospitals.
How to differentiate your hospital and become a magnet for top talent often seems elusive.
PROVEN Hospital SOLUTION # 1
Crafting a Unique EVP That Is Role Specific
We help our client partners attract top tier talent by developing a unique EVP (Employee Value Proposition) recruiting message that differentiates their opportunity from competitors.
This brands the specific job and incorporates proven intrinsic motivation factors which are utilized throughout the recruiting process.
When combined with a unique performance-based job description, clear expectations are set for the hiring team and candidate expectations become crystal clear showcasing a clear career opportunity.
Hospital Challenge #2
Changing from fee-for-service to a pay-for-performance (P4P) model
Moving from fee-for-service to a value-based reimbursement model based on hospital performance presents big challenges. The delivery of high-value care rests on the foundation of every employee within the hospital.
Most hospitals still rely on a skills and experience hiring approach vs. a more modern performance-based, end-to-end recruiting and hiring system.
PROVEN Hospital SOLUTION # 2
Define what the best performing people do differently
We approach search by first defining what top tier job performance on the job look like. This becomes the guiding document used by our firm and our client’s hiring team. It is 100% role and job specific.
Interview assessments includes an 11-factor Quality of Hire Scorecard that maps to the performance standards of our unique job description ensuring every hire meets the desired performance outcomes.
Hospital Challenge #3
Relying on Business Systems That Are Ineffective and/or Out-of-date
Highly efficient, evidence-based health care require hospital systems that remove process inefficiencies and system failures to ensure the ability to move to a value-based model.
One critical business process frequently overlooked is a proven, end-to-end business system for attracting and hiring top tier talent. Most hospital recruiting processes lack the ability to attract and identify passive top tier talent across the spectrum of roles needed by hospitals.
PROVEN Hospital SOLUTION # 3
Build a Modern, Performance-based Hiring System
Create an evidence-based, end-to-end recruiting system that meets the challenge of a pay-for-performance model. We are experts in helping hospital clients accomplish the transition to a step-by-step hiring process where every step is built on the preceding step and is congruent across hospital hiring teams.
Our Quality of Hire focus is built on a different foundation and continues through the first day of employment and even beyond.