Beyond Clinical Excellence: Attracting Talent for a Value Based Care Model
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Beyond Clinical Excellence: Attracting Talent for a Value Based Care Model

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The workforce that got you to good won't get you to great. It's time to attract and source new top talent by following not just the best practices but the next practices in talent acquisition.

The workforce that got you to good won't get you to great. It's time to attract and source new top talent by following not just the best practices but the next practices in talent acquisition.

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Beyond Clinical Excellence: Attracting Talent for a Value Based Care Model Beyond Clinical Excellence: Attracting Talent for a Value Based Care Model Presentation Transcript

  • Presenters Jill Schwieters President, Pinstripe Healthcare jschwieters@pinstripehealthcare.com @PinstripeHC Amy Goble Vice President, AHACareerCenter.org agoble@aha.org @AHACareerCenter
  • Agenda • Compelling Issues Today • Attracting & Sourcing Top Talent • Assessing Top Talent • Skills for Tomorrow’s Success • Addressing the Gap • Making Talent Strategies a Priority • Q&A Canadian Foundation for Health Improvement, Myth Busted! 1/11/12
  • Compelling Pressures Influencing the Field
  • How Readily Available is Talent? Steady Supply to Match Demand Low Supply, High Demand High Supply, High Demand High Supply, Low Demand Low Supply, Low Demand Source: AHA and Pinstripe Healthcare Proprietary Research (2013)
  • The workforce that got you to good, won’t get you to great.
  • Attracting & Sourcing Top Talent Common Current Practice • Employee Referrals • Print Media Placements • University Recruiting • Digital Job Boards • Job/Career Fairs • Professional Networks • Diversity Outreach • Sourcing
  • Attracting & Sourcing Top Talent Common Current Practice • Employee Referrals Necessary Next Practice All of those, and: • Print Media Placements • University Recruiting • Employment Branding • Digital Job Boards • Recruitment Marketing Planning • Job/Career Fairs • Social Media Engagement • Professional Networks • Diversity Outreach • Sourcing • Big Data Sourcing Techniques • Talent & Alumni Virtual Communities • Email and SMS Campaigning
  • What resources do you currently leverage to find talent? Source: AHA and Pinstripe Healthcare Proprietary Research (2013)
  • Assessing Top Talent Common Current Practice • Performance History • Educational Background • Knowledge Areas • Tactical Abilities • Certifications/Licensure • Likeability • Job Search Motivation
  • Assessing Top Talent Common Current Practice Necessary Next Practice • Performance History All of those, and: • Educational Background • Cultural Fit • Knowledge Areas • Customer Service • Tactical Abilities • Certifications/Licensure • Likeability • Job Search Motivation • Workplace Motivators • Adaptability to Change • Coach-ability • Openness to Innovation • Traits
  • New Requirements of Health Care Talent Patient Centered Critical Thinking Passionate & Engaged Team Player Mentality Leadership Skills Sense of Urgency Technology Savvy
  • New Requirements of Health Care Talent Critical Thinking Team Player Mentality Leadership Skills Technology Savvy
  • New Requirements of Health Care Talent Patient Centered DevonTexas.com, Dialysis and Patient Centered Care, 6/9/2013
  • New Requirements of Health Care Talent Critical Thinking
  • New Requirements of Health Care Talent Passionate & Engaged
  • New Requirements of Health Care Talent Team Player Mentality www.Brainstruck.com
  • New Requirements of Health Care Talent Leadership Skills
  • New Requirements of Health Care Talent Sense of Urgency
  • New Requirements of Health Care Talent Technology-Savvy & Analytical Source: XKCD
  • New Requirements of Health Care Talent Patient Centered Critical Thinking Passionate & Engaged Team Player Mentality Leadership Skills Sense of Urgency Technology Savvy
  • Are you taking any steps to address the gap? No Yes Internal training and development programs are addressing the gaps. Source: AHA and Pinstripe Healthcare Proprietary Research (2013)
  • Investment in your current staff is good… …but what about new hires?
  • Addressing Gaps Quick Win Behavioral-based, open-ended interview questions • Requires the candidate give specific examples. • Targets the candidate’s work ethic, personality on the job, work-style attitudes and workplace values. • Not a natural style for untrained interviewers! • Must plan questions and desired responses. • Must train interviewers to ask and listen.
  • Make Talent a C-suite Priority – Show Me the Data! How is your Talent Acquisition function performing? Common Current Practice • The “gut check” • Time to Fill metric • Cost of Hire metric • Recruiter Likeability • Quantity of Applicants
  • Make Talent a C-suite Priority – Show Me the Data! How is your Talent Acquisition function performing? Common Current Practice Necessary Next Practice • The “gut check” All of those, and: • Time to Fill metric • Retention • Cost of Hire metric • Aging of Requisitions • Recruiter Likeability • Quantity of Applicants • Data-based Decisions • Workforce Planning • Cost of Vacancy Metrics • Recruiter Effectiveness • Quality of Candidates • Candidate Satisfaction • Hiring Manager Satisfaction
  • With great people and great care organizations achieve: • More engaged employees • • Deep-rooted cultures Lasting patient relationships • Quality outcomes
  • Have you settled at good or do you strive to be great?
  • We Invite Your Questions! To submit a question, please type your question on the left-hand side of your presentation screen.
  • Contact Information Jill Schwieters President Pinstripe Healthcare 262.754.5061 jschwieters@pinstripehealthcare.com www.PinstripeHealthcare.com Amy Goble Vice President, AHACareerCenter.org AHA Solutions, Inc. 312.895.2528 agoble@aha.org www.AHACareerCenter.org For more information on AHA Solutions please visit: www.aha-solutions.org
  • Thank You! AHA Solutions, Inc. values your participation and interest in our Signature Learning Series™ events. For further information on other educational events and our endorsed products, please visit www.aha-solutions.org.