CNO conversation #3: Recruit and retain the best clinicians
April 11, 2017
This blog is part three of a series of topics I frequently discuss with CNOs across the country. I’ve found there are recurring challenges a typical CNO faces regarding the nursing workforce. Today I’m focusing on recruiting and retaining the best clinicians.
Recruiting and retaining the best clinicians into your organization partly depends on the ability to create and maintain a culture where they grow and provide excellent care to patients. When healthcare providers are engaged in their work, it affects their ability to collaborative with the entire multidisciplinary team and provide the best patient care.
While aging baby boomers start retiring from organizations, your organization faces challenges beyond losing the number of seasoned and tenured nurses. The loss of the vast amount of knowledge will be felt not just to your organization, but it may also have an impact on quality of care and patient satisfaction. In order to combat this, hospital leaders have to begin looking at transition planning of current and future nurses as we prepare the next nursing workforce.
Data analytics can help organizations select, develop and retain top-performing employees. Using behavioral and performance data from their current workers, human resources departments can create predictive models that will help them hire the right employees for the right positions based not only on skills and experience, but how they will fit into the culture of the organization.
To help with the recruiting process, you can use data gathered from an employee talent assessment tool, such as Infor Talent Science, for comprehensive insight throughout the employee lifecycle. Hiring managers can receive easy-to-understand behavioral data that can be used to uncover employee strengths, deliver high impact coaching, establish short-term and long-term goals, and develop a strategy for career path planning. Using a validated behavioral assessment tool to learn more about how the prospective employee may handle conflicts, make decisions, and discover more about the essence of that person as an individual provides insight into how he or she will fit into your organization. The same assessments can be used for hiring and promoting within your organization.
By leveraging large quantities of behavioral and performance data, a tool like Talent Science can create predictive models that let you better select, retain, and develop the right talent across the entire employee life cycle. Over time, this can allow you to completely transform your business as more best fit hires are selected into your organization.
For more information on how to engage and retain your workforce, view this infographic “Empowering and Engaging Human Capital in Healthcare.” Does your organization have a strategy in place to retain clinicians and combat turnover?
Danielle Miller, PHD(c), MSN, RNC-OB Chief Nursing Officer, Clinical Applications
- North America