New Hire Turnover Reduced in Healthcare Firms Using Selection Assessment

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checkKim Lamoureux, Senior Director of Research Practices at Bersin & Associates recently released a research report entitled “Selection Assessments for Acquiring and Developing Talent in the Healthcare Industry.” The paper focuses on the healthcare industry on a global scale and catalogs the challenges undertaken by hiring managers within these organizations.

The report reveals that about 9 percent of employed Americans work in the healthcare industry, though about 14 percent of newly hired workers within the industry leave his or her job within the first year. Despite having one of the largest healthcare industries in the world, the environment within the industry is made especially complex due to numerous governmental regulations and nursing shortages.

Furthermore, an abundance of qualified applicants notwithstanding, Human Resource professionals often remain uncertain when attempting to recognize the most suitable candidate(s) for a given positions. Incidentally, healthcare is ranked near the bottom of all industries in regards to talent management strategies. The research report reveals statistics proving that by hiring managers experience great benefits from using selection assessments during the hiring process. The report found that one of the primary causes for the above average turnover rate within the industry is the lack of organizational focus on determining qualities that best fit the jobs being offered.

Selection assessment methods provide additional, and crucial, information not otherwise gained through traditional means such as basic interviews, résumés, and background checks. The methods measure unconventional characteristics such as personality traits, interests, and other attributes that aid hiring managers in determining which applicant fits best in both the job and industry culture. Test cases have revealed dramatic decreases in turnover rates within 12 months (some up to 50 percent) leading to substantial savings in recruitment costs.

By Rachel Lorinda