Category: Client Services

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Top Tips for Hiring in Long-term Care

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Say hello to experienced candidates with these helpful hiring practices.

Thanks to the nationwide nursing shortage, it takes substantial time and effort to find, recruit, and hire the ideal healthcare professional, especially in the post-acute care sector. With that in mind, our team at Medical Solutions would like to offer the following advice for hiring in this special niche.

Interview with cultural fit in mind: It’s no secret that providing long-term care requires a certain temperament and skill set. These clinicians mostly care for an elderly population, so that means the job calls for individuals who are familiar with end of life care, have the ability to handle grief and loss, and can manage the job’s often demanding physical needs. To address this, you should have an extensive behavioral interview process that goes through certain scenarios. Additionally, it’s a good idea to ask the same questions multiple times throughout the interview to gauge how well they can handle repetition. Clearly, if the interviewee becomes easily frustrated answering the same questions, he or she might not be the right fit. After all, the individual may easily have to repeat instructions to an Alzheimer’s patient.

Set up a recruitment pipeline: Partner with a university or nursing school that can help you find and educate students and new grads on the benefits of working in the senior care space. If a local nursing school partnership isn’t an option, you can also enlist the services of a staffing agency. For example, Medical Solutions has recruiting experts on board who can help you quickly find the post-acute clinicians you need.

Don’t forget about employer branding and the candidate experience: In today’s digital world, it’s no longer enough to simply post a job and let the applications roll in. You need to find out what sets your healthcare organization apart and advertise that in the right spaces. For example, social media ads are one such way to attract and direct job seekers to your healthcare organization’s website. Then, make sure these candidates can easily and quickly apply for your open positions. If your online application process is too difficult, they’ll stop half-way through and leave your site.

Did we miss any other pro tips for hiring in long-term care? Let us know what works for you and your healthcare organization in the comments below!  

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4 Habits of a Successful Interim Nurse Leader

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Interim nurse leaders must act quickly and decisively, boost confidence among staff, and plan purposefully.

Your long-term care facility needs an interim nurse leader. Now what? As you begin your search, you should know that an interim nurse leader is not the same as a permanent nurse leader, even though they’ll have similar skills. An interim nurse leader must act quickly and decisively, boost confidence among staff, and plan purposefully. When they do, the permanent nurse leader can seamlessly step in with a strategy already in place. With that in mind, you should consider the following four habits all successful interim nurse leaders have in common:

Builds relationships: Whether permanent or temporary, great leaders know that connecting with people is at the heart of what they do. When you start looking for an interim nurse leader, keep in mind you need someone with great people skills. A temporary leader must be able to bring people together and move forward in times of uncertainty.

Understands context: A successful temporary nurse leader must also understand the nature of their role. Sometimes, an interim position can mean “hold-down-the-fort-until-we-find-the-right-person” while other times, the temporary role could become permanent. Either way, an interim leader must be able to read between the lines and adopt the right attitude for the job.   

Thinks strategically: Interim nurse leaders have the opportunity to improve an organization’s overall productivity, but they must be strategic. An experienced interim leader knows which changes need to happen today and which ones can wait. After all, it’s part of his or her job to establish short-term goals for the team and recommend a long-term strategy for the future, permanent nurse leader.

Acts decisively: Since their roles are only temporary, skilled interim nurse leaders must hit the ground running. And that’s because nothing stops productivity in its tracks like indecisiveness. A successful interim nurse leader will make decisions as if the job were already theirs, and then explain the rationale behind those decisions to their staff. In the process, they’ll bring stability to the team during a transitional time.

Are you looking for an interim nurse leader? Medical Solutions helps post-acute care facilities fill leadership vacancies with the right interim leaders. Contact us today to learn more!

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Four Practical Tips For Hiring Seasonal Healthcare Staff

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Flu season is upon us. For many healthcare leaders, this time of year can be unpredictable — patient volume can soar at a moment’s notice, and some of your perm staff may unexpectedly become sick. And while last year’s flu season was moderate in its severity, it lasted for a recording-breaking 21 weeks, according to the CDC.

To prepare for this year’s flu season, you’ll want to make strategic use of Travel Nurses and other temporary healthcare professionals. On that note, you should consider the following four practical tips for hiring seasonal healthcare staff:

Plan ahead: A last-minute approach to healthcare staffing can leave you short-staffed during the busiest time of the year, and that can be a costly mistake. To avoid these pitfalls, you should create your staffing strategy well ahead of the peak flu season. We recommend you start looking for temporary help in late September or early October. Hiring early also gives your temporary staff enough time to learn the ropes at your facility.

Team up with a staffing partner: A staffing firm, like Medical Solutions, can save you valuable time and resources by working on your behalf to pre-screen, interview, and recommend qualified candidates for your open positions. With their team of experts, you’ll be able to find the right healthcare professional who fits your organization’s culture. And when next year’s flu season rolls around, that same staffing partner can help you forecast your facility’s staffing needs using last year’s data.

Remember the candidate experience: Just like with permanent employees, competition is fierce when it comes to securing the best contingent clinical talent. If you make your candidates jump through hoops or complete several rounds of interviews, they’ll go elsewhere. A staffing partner can keep your hiring process short while simultaneously maintaining your high standards during a busy time.

Set expectations: This might seem obvious, but the Traveler should know how long the assignment will be. If there’s a chance for the temporary position to become a perm one, you should also let the candidate know ahead of time. Sometimes, a healthcare professional is merely traveling to test the waters at different facilities. If they know this temporary gig could become permanent, they might be more interested in applying in the first place.

For more information about how you can help prepare your facility for this year’s upcoming flu season, please contact Medical Solutions.