Best practices for hiring talented staff

Healthcare practices need more than just offering competitive salaries and benefits packages, they attract new talent and keep the best clinicians and administrative staff working for them.

Healthcare professionals have changed over the last few decades. In the past, companies attracted and retained top talent by offering benefits such as health insurance, retirement plans, and work-life balance promises. But today, healthcare workers have more options than ever before. They can work at travel nursing agencies, which offer perks such as free housing, or medical spas, which tend to have more consistent hours.

Additionally, they can work for independent practice, allowing more autonomy than other healthcare facilities. We need to attract new talent and keep the best clinicians working for them, rather than just offering a certain salary and benefits package.

When recruiting and retaining top talent, employers should consider employee potential and development, internal processes and how they affect staff workloads, the benefits of working for the job, Factors such as competitive compensation should be considered.

Hiring top talent attracts other top talent. So, when trying to retain your existing workforce and attract new talent, keep the following strategies in mind.

Evaluate people based on their potential, not their past. Finding the right fit is easier when you hire someone who can grow into the role and become an asset rather than a liability. is a candidate. Newly graduated candidates are often eager to learn and fit into the culture and standards you have set.

Train and develop your workforce so they can reach their potential in your organization. Provide training opportunities for team members as part of our commitment to personal and professional development. For example, we offer educational programs such as skill-based workshops and informal learning experiences. For some team members, a mentoring program with senior-level peers with valuable skills, such as communication, to provide entry-level team members may be of value. If you haven’t already offered this training program within the culture of your practice where employees can ask questions without worrying about making mistakes or looking bad in front of patients , get started! By helping everyone feel included, even those who may be struggling to master certain skills due to lack of confidence etc. , the best talent can be maintained.

Avoid high loads with standard operating procedures

Process is the key to success. If you already have processes in place, start defining standard operating procedures for each critical task or process in your business. If you still need to put your processes in place, now is a great time to start shaping them. First, consider which tasks are essential to your business and what would happen if there were no standard operating procedures to follow. Then, segment your workflows by natural skill sets and identify those with skills. Finally, cross train your employees. This ensures that obligations are met when someone is not in the office or needs help with work. Proper workflow delegation ensures that work gets done efficiently and effectively.

competitive compensation

Labor costs are the largest expense for most companies, with up to 70 percent of all overhead. Understanding how much to pay your employees can help you attract and retain top talent while remaining profitable.

  • Starting salary: How do you decide how much to pay new hires? Consider experience level, education, and skills when determining salary ranges. If there is no difference in salaries for similar titles with similar practices, the middle of the range should be the starting point. It can be increased over time based on proven ability and effort. If team members are willing to take on additional responsibilities without being asked to do so, be mindful of their initiative.
  • Salary Increases and Bonuses: There are multiple ways to offer bonuses, whether merit-based or seniority-based. Incentivizing his team members with production-based bonuses can also help practice. However, be wary of a production base as a primary compensation method, as it may discourage entry-level physicians, physician assistants, or nurse practitioners who still need an established patient base.

Prioritize employee evaluation

Employee recognition is essential to any company culture. The best part about employee recognition programs is that they don’t require a lot of money or effort from your employer. Just taking a genuine interest in what your employees are doing every day can help your team feel appreciated at work.

Plus, perks are a great way to show your practice staff that you care about them. . Employer rewards, company outings, and other perks are all ways to show your staff appreciation for their hard work.

Good talent is essential to the growth of the practice, no matter what the specialty. It takes a lot of work to build a team that consistently delivers the best results, but if you take care of your employees as individuals and invest in their future, they will reward you with loyalty and hard work. .

As Senior Vice President of People at Tebra, a leading cloud-based healthcare technology platform, Amanda Piwonka empowers Tebra employees to align individual outcomes with company goals and drive results, accountability, and innovation. Promote growth.

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