[ON-DEMAND CONFERENCE SESSION] An estimated one million service members are expected to enter the civilian workforce in the coming years. The U.S. Military spends billions each year training these men and women, developing competent and highly motivated leaders. As a result, most vets emerge from their military careers with proven records of positive employment outcomes. This should be a wonderful source of star employees for our facilities, yet these heroes actually end up facing the biggest battles of their careers as they transition to the civilian workforce.
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[HR PULSE ARTICLE]: Today’s health care philanthropy requires visionary leaders with the ability to drive outstanding performance that strategically aligns with the organization’s overall objectives. During start-up meetings of fundraising leadership searches, we routinely hear search committees wrestle with the question of weighing local versus national candidates.
[ON-DEMAND WEBINAR] Explore current hiring and talent trends related to medical assistants both regional and national levels. Presenters share common mistakes and best practices to overcome talent shortages in an economical and efficient manner using real examples from different health care systems.
[HR PULSE ARTICLE] Recruiting high-quality candidates for hard-to-fill positions is one of the primary business challenges health care organizations face today. The health care workforce shortage is widespread and growing, forcing changes in hospital operations and patient care, and requiring a significant shift in the way organizations source, recruit and retain talent.
[HR PULSE ARTICLE] The health care sector continues to be one of the fastest growing industries in the United States.1 That’s great news for health care leaders, but a growing field must adapt to remain competitive. Regulatory and legislative changes are creating uncertainty and tighter margins, while growing competition may require evaluating potential mergers and acquisitions.
[HR PULSE ARTICLE] The long-term care (LTC) system in the United States faces significant challenges as it prepares for an increasingly aging society. The number of Americans above age 65 is projected to grow to 98 million, roughly a quarter of the total population by 2060. Many of those individuals will require long-term care services and supports (LTSS) to manage the many health conditions that develop as one gets older.
[ON-DEMAND CONFERENCE SESSION] Learn about a more effective, objective and efficient way of selecting front line staff, nurses, managers, physicians and leaders. Incorporate “evidence-based” hiring approaches that support organization-wide efforts.
[ON-DEMAND CONFERENCE SESSION] Learn how Mayo Clinic transformed physician recruitment by centralizing their physician recruitment model. Review the reasons for the change, advantages of the model, lessons learned, customer impact and future enhancements.
[ON-DEMAND CONFERENCE SESSION] An increasingly diverse array of health care organizations are going after the same pool of talent, and competition is getting fierce. To succeed, you need to shift from an “employer-centric” approach to recruiting to a “candidate-centric” one, where applying is easy and candidates hear back fast. Learn how to make the switch in this session.
[ON-DEMAND CONFERENCE SESSION] This On-Demand Conference Session concentrates on the unique needs of hospital HR professionals to establish systems and procedures that result in rapid and cost-effective onboarding of physicians and other types of LIPs.
[HR PULSE ARTICLE]: Increasing demand for health care services and the clinicians that provide them is putting tremendous pressure on hospitals and other health care organizations. Add to that the increase in competition from the more than 11,800 urgent care and retail facilities drawing from the same talent pool and you have a set of circumstances that can be challenging for the health care talent acquisition teams.
[HR PULSE ARTICLE] Focusing on developing effective physician recruitment and retention is essential as Army Medicine continues to transition to value based funding. The Army’s recruitment agency is the Civilian Human Resources Agency (CHRA). CHRA realized the physician recruitment difficulty and created a special medical recruiting team who specializes in recruiting health care professionals.
[HR PULSE ARTICLE] It’s not unusual for health care recruiters to look carefully at the educational backgrounds of prospective employees — especially new management hires entering the market from graduate programs in health administration, public health or other related areas of advanced study. A potential new hire’s college or university, his or her course work, GPA, internships and extracurricular activities can all speak to the candidate’s qualifications for the job.
[HR PULSE ARTICLE] Health care reform has shifted the way the field thinks about the delivery of health care, and hospitals are looking to contingent staffing as more than just a stop-gap measure to manage excessive overtime or labor shortages.
[HR PULSE ARTICLE] In sheer numbers, millennials may never top the Baby Boomer labor force at its peak — 66 million strong in 1997 — but they’ve already generated plenty of buzz about how they’re transforming today’s work environment. Roughly defined as those born between 1980 and 2000, millennials now account for 35% of working Americans, making them the largest generation in the labor force, according to Pew Research Center.
[ON-DEMAND BUNDLE] Conveniently packaged for you are the best of the best 2018 recruitment conference sessions. Each recording is sure to assist in your recruitment strategy. This bundle gives you access to 3 sessions for the price of 2!