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A Selection System is About More Than Just a Hiring Test

June 7, 2018

selection-systemThis week, I received a call from a hospital HR leader asking about tests we have that would reduce nursing turnover. The hospital is currently using a test and likes some of the information it gives them, but they aren't seeing a real, measurable impact. We get this call a lot. Rather than tell her about our tools, I asked her several questions:

  1. Have you defined the behavioral competencies that predict success for nurses in your organization? Now and for your vision for the future?

  2. Have you identified the specific factors that are leading to nursing turnover in your organization?

  3. What are you doing to select the right managers for these nurses and the staff below them? (You can hire the best nurses in the world, but we know that the number one reason anyone leaves a job is their relationship with his/her immediate supervisor.)

  4. Do you have a solid, predictive, and consistently applied interviewing program?

  5. What other goals should we be thinking about when we select nurses from the candidate pool? Finding nurses that will stick around shouldn't be the only goal. Are there other goals to consider? Improving quality of care or the patient experience?

This always turns into a discussion about what a test can do for you, compared to what a selection system designed for your specific needs can do. A few distinguishing characteristics of a selection system:

  1. A selection system is built on a library of healthcare-specific assessments. (A test for a nurse is different than one for an executive, nurse manager, or transporter.)

  2. Tests can't help much if they aren't deliberately tied to clearly defined behavioral competencies, unique to your organization.

  3. A selection system uses assessments deliberately at a specific point in the selection process, coordinated with all of the other steps, and taking into consideration your candidate pool. It's important for your hiring process to have consistency, and the process is likely different for nurses, transporters, managers, and directors.

  4. A selection system is built to support several goals:

    1. Reducing turnover

    2. Improving the quality of care and employee performance

    3. Improving the patient experience

    4. Improving efficiency, reducing time to fill, and costs

    5. Improving legal defensibility

Success in talent acquisition or healthcare recruiting is more than just filling requisitions. Hiring in healthcare must be a critical part of fulfilling the hospital's mission and this requires a deliberate approach to building a selection system. That's where you will find the best ROI. Download our whitepaper to learn more about building a selection system that is specific to your needs, using an evidence-based approach.

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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.