The People Manifesto

Why people will determine the success or failure of every health care organization today (and what you can do about it).

In health care, the winds of

change seem never to stop

blowing.

- Increased demand for health care.- Expanded access to affordable care.- A growing need for specialty skills.- Physician and nursing shortages.- Changing models of service delivery.- Hospital consolidation.- Tracking of patient satisfaction (HCAHPS).

And with so much change, it’s easy to lose sight of the one thing that can determine your success or failure—and always has: your people.

The people you attract, motivate, manage, and develop will be—by far—the single

biggest driver of your success.

Get this wrong and you’ll struggle to rise to any of the challenges facing health care today.

Get it right – with the best people in the right positions doing the right things – and there’s literally nothing you can’t achieve.

This is why we do what we do.

And this Manifesto is what we believe.

The most important team in any organization is the team devoted

to people.

Some organizations call it Human Capital Management. Some Human Resources.

Whatever your organization calls it, these are the people who build your most strategic asset—your workforce—and they will determine your future.

They’re the ones who’ll find the right people with the right expertise to deliver patient care across your organization. Without them, your organization will falter, and the health of your patients will be at stake.

If your HR team and your recruiters are full of energy, passion, and ideas, they’ll help your organization find—and keep—the people you need to deliver better healthcare. The people who can make a difference for patients, their families, and their communities.

Talent professionals at high-performing

health care organizations

have a few things in common.

They’re finding the doctors who are committed to treating the whole person, not just the disease.

They’re hiring nurses who understand the importance of listening to a patient’s needs and in turn, clearly communicating vital information.

They’re using their skills to find those specialists—from neo-natal care to end-of-life counseling—whose expertise is always in the service of the patient.

In short, they’re working hard to find people who can deliver:

- Greater accountability- Improved transparency- Superior quality of care- And high degrees of patient satisfaction

And to do that, they’ve mastered these four core competencies:

- An understanding that past performance is the best indicator of future success

- A passion for using data and analytics to manage talent- A desire to grow and manage a high-quality talent pool- An ability to apply the right processes and tools to the task at hand

An understanding that past performance

is the best predictor of future success.

Competency. Compassion. Credentials. The best way to know how job candidates will perform in demanding roles is to collect data and feedback from the people who know them best: peers , managers, and direct reports.

Assembling that information is a time consuming, but critical, process. And too often, traditional reference checking or credentialing processes are too slow—or worse, lacking the detail and transparency you need.

You need a better way to capture honest, actionable feedback.

Organizations that thrive do so by

growing their own candidate pools.

Great recruiters play an important role in your talent strategy. But the reality is, with talent shortages predicted to be on the rise, competition for quality care providers is fiercer than ever before.

The best health care organizations work hard to build their own database of potential candidates for the most important roles in the company.

They’re always looking for great people and reaching out to them.

And your people are always out meeting other people.

Those other people are potential employees.

Even the people you ask to provide references for your candidates are themselves potential candidates.

You should treat them that way.

Great talent management

teams apply the right processes and tools to the tasks at hand.

The talent acquisition team is as important as the talent it works to attract.

Don’t waste this talent on mindless administrative work or manual candidate processing.

The best talent management departments are also the most streamlined, using automation and software tools wherever possible and harnessing data every step of the way.

And streamlining isn’t just about the HR workload – it’s about making every process that touches your hiring managers, medical staff services, job candidates, or their references and peers:

– Fast, because the world of health care never slows down

– Simple and engaging, not bureaucratic

– Personalized—for the person and the role

– Mobile—for people on the go

As a result, your people focus their efforts on identifying potential candidates, cultivating those relationships, getting them on-board and contributing and building a strong pipeline that will help your organization stay ahead of the talent wars.

Nothing matters more.

You’re in the people business. And your people are the heart of your healthcare organization.

Your approach to attracting and keeping them will determine how well you will deliver care and improve patient satisfaction.

If you leave that to chance, you’re putting lives on the line.

Nothing matters more than this.

That’s what we believe.

If you do too, we should be talking.

Allow us to introduce ourselves.

SkillSurvey helps human capital management professionals excel at critical points along the talent lifecycle to drive business success. We work with more than 800 hospitals and other organizations. Our cloud-based solutions harness the power of data to help recruit, hire and manage the best people for every role in the organization.

Our customers find better people who stay longer and do amazing things.

www.skillsurvey.com

Contact us today to learn more Email: info@skillsurvey.com Phone: 877-976-8005

EBK-022 - Healthcare - The People Manifesto EBK-022-18-11-15© SkillSurvey, Inc. - SkillSurvey® and Pre-Hire 360® are registered trademarks of SkillSurvey Inc. SkillSurvey’s Pre-Hire 360® is a patented solution. For more information see www.skillsurvey.com/patents.