Finding and keeping the right employees is a challenge for any industry. Here are some ways to make sure you hire the right candidate for your behavioral health organization.
- Know what you want.
For recruiting new team members, “I’ll know it when I see it” is not enough! Take time to decide exactly what you want and need.
- Decide on a goal you want to accomplish for the new hire.
- Determine the job title and duties, including expected hours.
- Consider what skills and qualities this role requires, including education, training, previous experience, and personality.
- Budget for fair compensation, including benefits and hourly wage or salary.
Don’t keep this information from candidates, either. Transparency is increasingly important, and pay disclosure requirements are expanding across the nation. Job seekers expect more up-front information about compensation and other work expectations.
- Make your applicants’ experience a priority.
Don’t let your hiring process scare away good applicants! A good candidate experience can help you be more appealing to the people you want to hire. Here’s how to create one:
- Keep your application process simple, only asking for the information you need.
- Make job postings clear and accurate.
- Share information about your organization and what new hires can expect.
- Be clear about the hiring process, such as when an applicant can expect to hear back, how you conduct interviews, and when you expect to make a decision.
- Respond to applications in a timely manner.
- Let job applicants know whom they can speak to if they have questions or issues.
- Provide clear instructions for interviews, including parking information and building access.
- Individually communicate with candidates you don’t hire, and let them know if they may be qualified for future opportunities.
- Don’t skimp on screening.
Before scheduling a formal interview (whether in-person or virtual), consider screening candidates by phone first. Critique job applicants from your organization’s perspective and your clients’. Gauge their ability to perform the job requirements with compassion.
Don’t make an offer without conducting a thorough background check, including credit and criminal history. Request and follow up on references (if you decide references are worthwhile). While this does require effort and resources, it will help protect your behavioral health organization and your clients. Make sure you know the hiring and discrimination laws that apply to your practice.
- Keep your employees engaged.
It’s no secret that burnout is rampant in the healthcare industry. That’s why, once you hire a great employee, your job isn’t done. It’s important to make an effort to keep employees productive and engaged, helping them stay with you for the long term.
- Understand your employees’ workdays, their workloads, and biggest challenges.
- Be quick to address workplace frustrations, ranging from inefficient workflows and malfunctioning equipment to tense work relationships.
- Recognize your employees’ efforts, especially when they go above and beyond.
- Be open to employee feedback, and respond in a timely manner. This helps employees feel that they make a difference and that their experiences matter.
Following these practices can help you build a strong, productive team that serves your organization and your clients with care and efficiency.
Did you know that inefficient EHR systems can contribute to healthcare burnout? That’s why we designed BestNotes EHR to increase automation and reduce clicks, so you can spend more time focused on clients and less on your software. Contact us today to learn more!