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Hire Better Nurses with Realistic Job Previews and Behavioral Assessments

September 26, 2016

group-of-nurses.jpgThis week at ASHHRA’s annual conference, we are proud to have our own Laurie Wasko, Ph.D., Manager of our Healthcare Consulting Team, joining Kristen DesPalmes, Director of Employment Strategy at DaVita to present, A Nurse Selection System that Reflects Your Brand.

DaVita is a Fortune 200 Healthcare Company and one of the nation’s leading providers of dialysis services, a quality leader that has demonstrated improved clinical outcomes for 15 years in a row.

They take their culture seriously. They know that their culture is the reason for their success and they take a deliberate approach to building and maintaining it. Not surprisingly, DaVita looks for specific attributes in their nurses. We partnered with them to take a comprehensive approach to selection that would support their unique and successful culture.

Nurses are the primary care providers at DaVita. The quality of care they provide is a direct reflection of the quality of their nurses. The ASHHRA presentation will talk about:

  • Customizing recruiting efforts to reflect your brand
  • Understanding the role of realistic job previews in the recruiting process
  • Using nursing-specific behavioral assessments to support your culture and values.

More of our healthcare clients are turning to realistic job previews (RJPs) to demonstrate their brand and culture to candidates.

In DaVita’s case, the RJP serves several purposes:

  • Inspires candidates with moving stories
  • Gives them a “realistic” preview of the job by sharing the good and the bad.
  • Strengthens the brand
  • Screens out candidates who are likely not a good fit
  • Enhances employee commitment
  • Reduces turnover

Another critical piece of the selection puzzle is the “fit” assessment designed to evaluate nursing candidate behavioral tendencies – tendencies and traits that have been proven to predict success. Well designed, position-specific tools built for selection (as opposed to generic personality inventories) – used correctly can:

  • Reduce a large number of candidates to a smaller pool of those most likely to succeed
  • Save time and money
  • Identify potential strengths and challenges of candidates
  • Help to reduce turnover and legal risk
  • Support the branding message to candidates

Says Dr. Wasko about the project, “Assessments aren’t a silver bullet, but when they are properly designed and deployed they can have a substantial impact. What we love about our partnership with DaVita is how they took a very deliberate and well thought out approach to putting together the pieces of an effective selection system, and then evaluating its effectiveness.”

Laurie and Kristin will be sharing not only the tools and strategies but exciting results demonstrating the effectiveness of the approach. The system chooses nurses who are more likely to succeed and be promoted. The candidate experience has been greatly enhanced, hiring managers love the process and retention is substantially improved – those chosen with the new process are five times more likely to stay than those chosen with the previous process.

I hope you will be able to join us in Dallas for the conference and this presentation. Stop by our booth to learn more.

We also recently sponsored a webinar on practical approaches to improving turnover in healthcare that I’m sure you’ll find interesting. Click here to view it.

Four Hospitals Save $1.3 Million by Cutting Service Worker Turnover in Half

Bryan Warren Bryan Warren was the former Director of Healthcare Solutions at PSI. He was responsible for developing and promoting tools and services designed specifically for the unique challenges faced by healthcare organizations.