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Evidence-Based Hiring - Practical Considerations

September 27, 2017

evidence-based-hiring-considersations .jpgWe were proud and excited to sponsor our latest webinar with Becker’s Hospital Review. 

We had over 400 HR leaders register and participate in an interactive and engaging discussion about how to bring more objectivity and consistency to their hiring processes. The goal is to make the best hiring decision possible every time, regardless of whether you have 100 applications, or two, by integrating “evidence-based” hiring practices and tools.

The discussion was so rich that we’ll be doing a series of blog posts digging into the topics and the questions from the participants.

The panel members included Laurie Wasko, Ph.D, Healthcare Consulting Manager at Select International, Kurt Stillwagon, Director of Recruitment and Talent Acquisition for Lancaster General Health and Tanya Kilts, Manager of Employee Development for HealthEast Care System.

First, Tanya and Kurt gave us some background information on why they started down the path toward a more objective, effective hiring system. They both talked about:

They then shared important program metrics and strides they’ve made in turnover, time to fill, hiring efficiency and patient satisfaction. What are the important practical considerations to consider as you build a better hiring system? Start with these:

  • The most effective and efficient way to identify the behavioral competencies that you need to measure in YOUR situation.

  • The implementation plan is often more important than the actual tools you use. Yes, you need healthcare, specific, behavioral assessments BUILT for hiring – but implementation in healthcare raises some unique challenges so have a solid plan, avoiding common pitfalls.

  • Attend to the candidate experience. The best test in the world is of no use if it increases time to fill or turns off prospective candidates.

  • Be flexible – no single tool or process fits every organization or even every job family within a single organization.

In coming weeks, we’ll incorporate the thoughts of the panelists, and the questions from the audience, into more blogs. We’ll cover things like:

  • Implementing these approaches in a unionized environment

  • Avoiding adverse impact and enhancing legal defensibility

  • The concept of “culture fit”

  • How to balance the desire to find the “right” candidate with the need to fill spots when the labor market it tight

Don’t want to wait for the upcoming blogs? You can get started with our recent, popular white paper:

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Bryan Warren Bryan Warren is the President of J3 Personica, a consulting, assessment, training, and coaching firm, and a guest blogger for PSI. Bryan is an expert in progressive talent strategies, with a particular focus on leader and physician selection and development.