The Costs of Reactionary Hiring

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Does reactive hiring affect the bottom line? You could call reactionary hiring the ultimate form of procrastination, and you know what mom said about procrastination. With today’s technology being what it is, businesses have better options, but more are relying on a reactive line of attack to meet their hiring needs. This is especially true in the healthcare industry where there is a significant turnover. So, what does it cost facilities to reactively hire?

What is Reactionary Hiring?

 Reactionary hiring means you wait until a job is vacant and grab whatever candidate is available to fill the slot. That’s like taking a drink of water after you are already dehydrated. Yes, the water will help you live, but it would have been better to avoid getting dehydrated in the first place.

Let’s look at an example:

A hospital hires a new nurse manager and after one year decides she is not a good fit. Her salary for that one year was $75,000 plus a recruitment bonus of $5,000, relocation fees and full benefits. In order to let her go, the company must pay six month’s severance, or $37,500, and continue to offer her health insurance for six months after she leaves. Now, add in the expense of recruitment and training. The entire failed project will end up costing six figures and the facility still doesn’t have a nurse manager.

Why Reactive Hiring is a Bad Choice for Healthcare

 Healthcare recruiting is stuck in the 20th century, using archaic means to find talent to fill empty jobs. Reactionary hiring leads to:

  • Poor retention
  • Unqualified and ineffective management
  • Inaccurate metrics
  • Weak candidates

Waiting to the last minute to recruit causes cultural problems, affects employee morale and lowers the quality of your patient care.

Reactive strategies work both ways, too. Some applicants might seem to match position requirements but, in fact, do not. They may be in employment, or for that matter, un-employment situations that make them willing to take any job that looks good. The fit isn’t there, but you don’t know that until the individual spends some time on the job. That means they may take the position just to get an income stream and continue looking for their perfect employer. In six months, you may need to fill the position again.

Healthcare reform dictates that hospitals and long-term care facilities must use smart, cost-effective practices. These call for a proactive recruitment process that produces a pool of qualified, potential candidates for available to fill positions as they come open.

Tips for Proactive Hiring

Proactive hiring starts by identifying key positions and train the recruiters to weed out the best talent in the industry for them. Next, integrate solid metrics into your talent management program to identify weak areas and figure out what works to keep the best people on the job. For jobs with high turnover, find a talent pipeline that will find the most qualified candidates and move then to the top of the list.

Proactive hiring is how hospitals and long-term care facilities find employees that create positive patient experiences and thus build a strong employer brand. The added benefit is that great employees will come looking for you.

We can help! Let us guide you through how to make better hires for your organization! www.pprts.com.

 

Source

http://www.ere.net/2005/03/14/bringing-healthcare-recruiting-into-the-21st-century/

http://www.amnhealthcare.com/latest-healthcare-news/460/1033/

http://www.ere.net/2011/06/01/proactive-vsreactive-approaches-to-your-business-and-talent/

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