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Retaining the untethered workforce

January 19, 2017

Marcus Mossberger, Human Capital Management Strategy Director, Infor Healthcare

When I look at the challenges of hiring and retaining today’s Millennial workforce, I think back on my own career. When I was working as an HR specialist, I started to ask myself, “What’s next?” I knew I had the skills, experience and motivation to make a career shift toward business development. My boss, who had a more limited, observational view of my work, wasn’t as sure. I did it anyway, but it likely would have been easier with the right management support.

Today’s healthcare managers can expect a lot more of their employees to be asking “What’s next?” and should be ready to help support them. According to Fast Company, the Millennial workforce makes up the majority of today’s workers. As a group, they are looking for an experience, not just a job, and planning to make job and career changes throughout their working years. In doing this, the article states, they are going to “remake the workforce in their own image.”

That mindset is what is driving the trend toward personalization in healthcare staffing, which was the topic of a recent Infor webinar. Personalization means organizations use data-driven processes to focus on identifying staff who are most likely to be satisfied with their position. It’s all about putting the right people in the right place. In healthcare, of course, that means the bedside.

Using Infor Talent Science, we work with clients and their existing data to build a predictive profile of a successful candidate. As candidates apply and interview, that information is used to evaluate the candidate’s fit—what we call Behavioral DNA. What we’ve found is that two nurses with the same education do not necessarily bring the same personality or behavioral characteristics to the job. For example, one nurse could be better—and happier—working in the emergency department, while the other works best in the controlled environment of the operation room. That information also helps personalize his or her work experience along the career lifecycle, and an Infor study showed that organizations using a talent science platform reduced turnover by 25 percent.

One question I hear from clients is whether applying concrete data to hiring decisions increases the risks of consistently hiring the same type of person, or leads to hiring more “mini-me’s,” or people just like them. In fact, the result is quite the opposite. The same Infor study mentioned previously showed a 26 percent increase in hiring diversity using a talent science tool.

To date, Infor has assessed and analyzed workforce trends on 10+ percent of the US nurse population and 24 percent of the entire US workforce. Like the healthcare industry itself, we’ll continue to evolve our work and offerings as new insights emerge. In the meantime, I know every culture is different and would love to know what your organization is doing to attract and hire the right candidates within your unique culture.
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