Beyond Clinical Excellence: Attracting Talent for a Value Based Care Model

Presenters

Jill Schwieters

President, Pinstripe Healthcare

jschwieters@pinstripehealthcare.com

@PinstripeHC

Amy Goble

Vice President, AHACareerCenter.org

agoble@aha.org

@AHACareerCenter

Agenda

• Compelling Issues Today

• Attracting & Sourcing Top Talent

• Assessing Top Talent

• Skills for Tomorrow’s Success

• Addressing the Gap

• Making Talent Strategies a Priority

• Q&A

Canadian Foundation for Health Improvement, Myth

Busted! 1/11/12

Compelling Pressures Influencing the Field

How Readily Available is Talent?

Steady Supply to Match Demand

Low Supply, High Demand

High Supply, High Demand

High Supply, Low Demand

Low Supply, Low Demand

Source: AHA and Pinstripe Healthcare Proprietary Research (2013)

The workforce that got you to good,

won’t get you to great.

Attracting & Sourcing Top Talent

Common Current Practice

• Employee Referrals

• Print Media Placements

• University Recruiting

• Digital Job Boards

• Job/Career Fairs

• Professional Networks

• Diversity Outreach

• Sourcing

Attracting & Sourcing Top Talent

Common Current Practice

• Employee Referrals

• Print Media Placements

• University Recruiting

• Digital Job Boards

• Job/Career Fairs

• Professional Networks

• Diversity Outreach

• Sourcing

Necessary Next Practice

All of those, and:

• Employment Branding

• Recruitment Marketing Planning

• Social Media Engagement

• Big Data Sourcing Techniques

• Talent & Alumni Virtual Communities

• Email and SMS Campaigning

What resources do you currently leverage to find talent?

Source: AHA and Pinstripe Healthcare Proprietary Research (2013)

Assessing Top Talent

Common Current Practice

• Performance History

• Educational Background

• Knowledge Areas

• Tactical Abilities

• Certifications/Licensure

• Likeability

• Job Search Motivation

Assessing Top Talent

Common Current Practice

• Performance History

• Educational Background

• Knowledge Areas

• Tactical Abilities

• Certifications/Licensure

• Likeability

• Job Search Motivation

Necessary Next Practice

All of those, and:

• Cultural Fit

• Customer Service

• Workplace Motivators

• Adaptability to Change

• Coach-ability

• Openness to Innovation

• Traits

New Requirements of Health Care Talent

Patient Centered

Critical Thinking

Passionate & Engaged

Team Player Mentality

Leadership Skills

Sense of Urgency

Technology Savvy

New Requirements of Health Care Talent

Critical Thinking

Team Player Mentality

Leadership Skills

Technology Savvy

New Requirements of Health Care Talent

Patient Centered

DevonTexas.com, Dialysis and

Patient Centered Care, 6/9/2013

New Requirements of Health Care Talent

Critical Thinking

New Requirements of Health Care Talent

Passionate & Engaged

New Requirements of Health Care Talent

Team Player Mentality

www.Brainstruck.com

New Requirements of Health Care Talent

Leadership Skills

New Requirements of Health Care Talent

Sense of Urgency

New Requirements of Health Care Talent

Technology-Savvy & Analytical

Source: XKCD

New Requirements of Health Care Talent

Patient Centered

Critical Thinking

Passionate & Engaged

Team Player Mentality

Leadership Skills

Sense of Urgency

Technology Savvy

Are you taking any steps to address the gap?

Internal training and development programs are

addressing the gaps.

Yes

No

Source: AHA and Pinstripe Healthcare Proprietary Research (2013)

Investment in your current staff is good…

…but what about new hires?

Addressing Gaps Quick Win

Behavioral-based, open-ended interview questions

• Requires the candidate give specific examples.

• Targets the candidate’s work ethic, personality on the

job, work-style attitudes and workplace values.

• Not a natural style for untrained interviewers!

• Must plan questions and desired responses.

• Must train interviewers to ask and listen.

Make Talent a C-suite Priority – Show Me the Data!

How is your Talent Acquisition function performing?

Common Current Practice

• The “gut check”

• Time to Fill metric

• Cost of Hire metric

• Recruiter Likeability

• Quantity of Applicants

Make Talent a C-suite Priority – Show Me the Data!

How is your Talent Acquisition function performing?

Common Current Practice

• The “gut check”

• Time to Fill metric

• Cost of Hire metric

• Recruiter Likeability

• Quantity of Applicants

Necessary Next Practice

All of those, and:

• Retention

• Aging of Requisitions

• Data-based Decisions

• Workforce Planning

• Cost of Vacancy Metrics

• Recruiter Effectiveness

• Quality of Candidates

• Candidate Satisfaction

• Hiring Manager Satisfaction

With great people and great care

organizations achieve:

• More engaged employees

• Deep-rooted cultures

• Lasting patient relationships

• Quality outcomes

Have you settled at good

or do you strive to be great?

We Invite Your Questions!

To submit a question, please type your question on

the left-hand side of your presentation screen.

Contact Information

Jill Schwieters

President

Pinstripe Healthcare

262.754.5061

jschwieters@pinstripehealthcare.com

www.PinstripeHealthcare.com

For more information on AHA Solutions please visit:

www.aha-solutions.org

Amy Goble

Vice President,

AHACareerCenter.org

AHA Solutions, Inc.

312.895.2528

agoble@aha.org

www.AHACareerCenter.org

Thank You!

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