Retaining top talent for any industry is a challenge in and of itself. However, in the healthcare industry, that challenge is increased two-fold. Employee turnover rates affect patient satisfaction and the outcomes of treatment, costing practices and hospitals serious money.
It is estimated that employee turnover costs hospitals an average of $300,000 annually for every percentage point increase. But it doesn’t have to be this way.
Your talent acquisition experts at NP PA Recruiters are taking a look into what causes high turnover within the medical industry in an effort to identify problematic areas and to help you develop the tools to address them. Not only do we want to help you recruit the top Nurse Practitioners and Physician Assistants, we want them to stay with your practice for the longer term.
Reducing employee turnover is a science, and if there’s anything the scientific process has taught us, it’s that you must first identify the problem in order to find a solution.
Identifying the Problem
Your human resources department is designed to help you find the right people for the right position. Sometimes that arrangement doesn’t always pan out like it should. It should go without saying that the hiring process should be a very thorough practice that includes reviewing each application with a high degree of scrutiny. On the other hand, it should NOT be hiring just to fill an open slot.
When a hiring professional hires someone that doesn’t “fit in” culturally, and whose ideals and work ethic do not align with the practice’s vision, it can negatively impact the morale of your other team members. The wrong fit also affects patient satisfaction and safety.
If your new NP or PA doesn’t express the same level of care and enthusiasm as the patient is used to from your team, they may take this as a negative experience and take their business to another practice.
Additionally, the wrong fit can also affect quality assurance measurement systems such as the patient satisfaction survey, Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS), which affects reimbursements rates and the practice’s bottom line.
Hiring (and Keeping) the Perfect Candidate
An extensive list of experience spanning years? Check.
Technical competencies? Check.
This sounds like the ideal candidate, right?
While approaching the selection of a candidate through this method isn’t a bad idea, it can be an incomplete process. This style of hiring doesn’t provide HR with a full understanding of the candidate’s behavioral competencies – including their attitude, compassion, or patient service skills. If any of these attributes are poor, retention will be negatively impacted along with the practice’s success.
At NP PA Recruiters, we try to do our part by setting up practices nationwide with qualified NPs and PAs, but combating high employee turnover doesn’t stop after the hiring process. Here are several options to consider when it comes to ensuring your practice is hiring and keeping the best staff members.
- Issue Behavioral Assessments During the Hiring Process
Behavioral assessments are helping to identify key qualities like compassion, willingness to learn, and patient services skills, and reducing new hiree turnover in the healthcare industry by 20 to 60 percent. Following the assessment, the results are analyzed to ensure that the candidate’s communication skills, attitudes, social intelligence, emotional intelligence, and attitudes are sufficient for them to thrive in the industry.
Ultimately, behavioral assessments help to guide interviews with potential candidates and create a gauge to determine what the candidate can deliver. This added security provides a boost of confidence for the interviewer, providing them with structure and consistency during the interview process.
- Nurture Employee Engagement
Once you’ve got the ideal employee, you need to keep them. Nurturing employee engagement by providing a healthy, team-oriented environment is the best way to build up an inclusive setting. You can develop this type of atmosphere by sharing your goals for the practice with all of your employees. This helps them to understand the big picture.
That’s not all it takes, though. Make certain that your employees understand the important roles they play in attaining the clinic’s objectives. For instance, sharing that the goal of the practice is to increase patient satisfaction puts everyone into the same frame of mind.
The reason this works is because employees want to know that they are making a difference in accordance with how they are performing their jobs. When they recognize this, they grow an attachment to the practice and will be committed to seeing it succeed.
- Understand Their Goals
It would do your practice well to encourage your employees to share their goals for the practice with you. A staff meeting or one-on-one sessions are the perfect opportunities to get to know their goals.
Once managers understand what the employees would like to accomplish, tie in these goals with the overall goals of the practice. If employees have a clear vision of how their job contributes to the success of the practice, they will feel valued and not search for employment elsewhere.
- Develop Highly Effective Trainings for Your Employee
Another reason turnover is high in many industries is because employees hardly ever see the opportunity for professional development.
One of the benefits of living in the digital age is that practices have a variety of cost-effective online courses to nurture employee development. This method sharpens their skillset and informs them of what they need to work on, all the while improving the overall skill level of your practice.
- Conduct Employee Evaluations Often
Regularly conducting employee evaluations ensures that your employee’s goals are meeting the long-term goals of the practice. Accountability is vital to employee development and enforces the notion that their work is important to the practice.
The main focus of these evaluations, however, should be to identify low-performance points for employees and to address it.
- Establish a Reward System
People like being rewarded for a job well done, and in the healthcare industry, it is no different. A reward system for reaching personal and practice goals leaves your employees happier and strongly committed to their roles when they know their hard work is appreciated.
As an added bonus, competitive salary and benefits along with a solid work-life balance are key ingredients to reducing employee turnover.
The talent acquisition team at NP PA Recruiters works hard to find the right Nurse Practitioner or Physician Assistant for your practice. Take advantage of our expertise today!
High employee turnover doesn’t have to be the norm in the healthcare industry. Let us do what we can to fill in these vacancies and keep your employees’ morale and engagement high.
Contact us today at (956) 772-1400 or (214) 351-3880 for more information on how we can serve your practice.