How to spot a Bad Hire

September 30th, 2015

Your company went through the hiring process, perused hundreds of résumés, interviewed the best candidates, and thought you made the right hiring decision. After a few months, your new employee doesn’t appear to be working out. Maybe it’s absenteeism, a bad attitude, poor performance, or some other issue?

Let’s take a closer look at the typical kinds of bad hires and what your organization can do to ensure it makes the right choice when interviewing for a new position.

Some Typical Poor New Employees

A myriad reasons factor into the poor performance of a new hire. Maybe the person feels their job is only a stepping-stone to a better position elsewhere? Some new hires arrive with their own prima donna complex, making them difficult to work with in the team environment vital in the healthcare industry.

Other bad hires exhibit different and disturbing sides of their personality your HR team never saw when interviewing them. These kinds of employees are simply bad for any medical organization. Other more inflexible workers won’t take any advice or suggestions to improve their performance.

The bottom line is poor hires are bad in any industry, but especially so in healthcare. There has to be a better way to spot them during interviewing before the hiring decision gets made.

Your company went through the hiring process, perused hundreds of résumés, interviewed the best candidates, and thought you made the right hiring decision. After a few months, your new employee doesn’t appear to be working out. Maybe it’s absenteeism, a bad attitude, poor performance, or some other issue?

Let’s take a closer look at the typical kinds of bad hires and what your organization can do to ensure it makes the right choice when interviewing for a new position.

Some Typical Poor New Employees

A myriad reasons factor into the poor performance of a new hire. Maybe the person feels their job is only a stepping-stone to a better position elsewhere? Some new hires arrive with their own prima donna complex, making them difficult to work with in the team environment vital in the healthcare industry.

Other bad hires exhibit different and disturbing sides of their personality your HR team never saw when interviewing them. These kinds of employees are simply bad for any medical organization. Other more inflexible workers won’t take any advice or suggestions to improve their performance.

The bottom line is poor hires are bad in any industry, but especially so in healthcare. There has to be a better way to spot them during interviewing before the hiring decision gets made.

Improving the Decision Process to filter out Bad Hires

Even when your company has an urgent need for a new employee, it is vital not to rush the hiring process. Make sure to dig deeply into the work history of every candidate. Check references and research their social media history to get a better reading on their potential performance on your team.

Make sure you look closely at the job responsibilities of your open position and question any candidate whether they performed similar duties in their career. This is another topic worthy of a deep discussion with their references. Don’t assume a candidate can do a task they’ve never done previously.

Personality inventories are a useful tool to truly find out what makes a candidate tick. Consider leveraging them during interviews and when the final decision arrives. Ultimately, you need to ensure the candidate is a good fit for the position no matter the urgent nature of your staffing need.

If your healthcare organization needs help in growing a top notch team, talk to the experts at Pinnacle Workforce. One of the top medical staffing agencies in the country, we provide the vetted candidates able to get the job done. Meet with us at your earliest convenience.

Improving the Decision Process to filter out Bad Hires

Even when your company has an urgent need for a new employee, it is vital not to rush the hiring process. Make sure to dig deeply into the work history of every candidate. Check references and research their social media history to get a better reading on their potential performance on your team.

Make sure you look closely at the job responsibilities of your open position and question any candidate whether they performed similar duties in their career. This is another topic worthy of a deep discussion with their references. Don’t assume a candidate can do a task they’ve never done previously.

Personality inventories are a useful tool to truly find out what makes a candidate tick. Consider leveraging them during interviews and when the final decision arrives. Ultimately, you need to ensure the candidate is a good fit for the position no matter the urgent nature of your staffing need.

 

If your healthcare organization needs help in growing a top notch team, talk to the experts at Pinnacle Workforce. One of the top medical staffing agencies in the country, we provide the vetted candidates able to get the job done. Meet with us at your earliest convenience.

 

How to Utilize Alumni as a Medical Professional Candidate

September 25th, 2015

When building your professional network, don’t forget to reach out to any of your college classmates working in the same industry as yours. This rule especially holds true in the world of healthcare. Fellow alumni — even if you didn’t attend school at the same time — are a great resource for finding out about open positions or new innovations potentially affecting your career.

Interested in finding an alumnus willing to serve as your professional mentor? Let’s take a closer look at how to use alumni to take your career to the next level.

Professional Insight through a Shared School History

Alumni working in the medical history are especially useful in a mentorship role since they probably went through a similar experience in college as you — maybe even the same classes and professors. A shared scholastic connection definitely helps them feel a measure of empathy for your career efforts. The bottom line is alumni can make up a vital part of your professional network.

Finding Alumni for your Professional Network

It is easy to reach out to any college classmates for professional networking purposes, assuming you’ve stayed in contact with them over the years. Reaching out on a social network like LinkedIn or Facebook usually works. On the other hand, finding alumni who didn’t attend college at the same time as you takes a little more legwork.

Check with your college’s career center to see if they maintain a database of previous graduates. It definitely helps if the data is searchable by degree, current industry, and location. This gives you a great starting point for finding potential candidates to help your career prospects.

Additionally, your school’s alumni association probably maintains a similar database of graduates if the career center wasn’t helpful. Maybe the information is hosted online for convenient searching? Check to see if the alumni association has any chapters located close to you, and attend a meeting to do some face-to-face networking.

Finally, check LinkedIn to see if there are any Groups for alumni from your college. Once you’ve made the right connections, use these alumni as sources for career advice or even news about medical companies hiring in your location or elsewhere if you are willing to relocate.

If you need any advice on career development in the healthcare industry, talk with the knowledgeable recruiters at Pinnacle Workforce. As one of the top medical staffing agencies in the country, we can help you grow as a professional. Meet with us today!

The Secret Behind Why New Medical Employees Fail

September 18th, 2015

Considering the cost of both the hiring process and onboarding new employees, it is vital to make the right decision when it comes to candidates in the medical industry. On the other hand, if your firm strongly feels it picked the right candidate in the first place, does any failure indicate a problem with training or management? The operational efficiency of any medical company depends on new employees quickly making a positive impact.

With trying to prevent this kind of mistake in mind, here are a few reasons why new medical employees fail unrelated to their own capabilities.

Recruitment didn’t match Needs of the Organization

In some cases, the hiring process moves too quickly, without enough communication between the team with the staffing need and the HR personnel responsible for placing the ad for an open position. The new employee arrives with a different set of abilities than what is needed by the company. Before the end of their probationary period, it is obvious a mismatch happened.

Poor (or Non-existent) Training Program

Inadequate training is another common reason for the failure of new employees. Medical organizations need training programs to be tailored for each position in the office. This includes valuable time spent on software applications and newer medical technology.

Encouraging your employees to become certified in the variety of technologies used in the office helps to mitigate any skills gap at your firm, while helping new hires come up to speed as quickly as possible.

Confusing Reporting Lines and Communication

Some new employees fail simply because the reporting lines at their company were unclear. A new worker trying to deal with different managers each focused on their own priorities becomes frustrated quickly. It is important to develop (and enforce) a clear management structure, and ensure new workers report to only one manager.

No Encouragement or Constructive Criticism

If, after a few weeks, a new employee is struggling to carry their weight around the office, they need to be encouraged and receive a measure of constructive criticism. Simply terminating a worker at this point wastes the entire hiring process to date. Once again, a training program is a vital aspect of any new employee’s probationary period.

If your company needs assistance building a top notch team, talk to the experts at Pinnacle Workforce. As one of the top medical staffing agencies in the country, we offer the vetted candidates able to make a positive difference for your company. Speak with us at your earliest convenience.

Three Tips for building your Online Medical Professional Profile

September 11th, 2015

Whether you are just starting out in your medical career or if you boast years of experience in the industry, maintaining an online professional profile is a must. When it comes time to look for a new position, interested hospitals and other healthcare organizations use the Internet to find qualified candidates. Those without a significant professional presence suffer compared to those who are active online.

With boosting your career prospects in mind, here are three tips for developing your own online medical professional profile.

Leverage your LinkedIn Account

Of course, you need to treat your LinkedIn profile as an online version of your résumé. If, for some reason, you don’t have a LinkedIn account, go create one now. It is the preeminent social network for professionals, including those working in the medical industry.

LinkedIn offers you opportunities to take your profile beyond simply a virtual CV. Become active in the variety of LinkedIn Groups related to your medical specialty; this gives you the opportunity to network with other professionals beyond those with whom you’ve worked. Endorse your connections’ abilities and write recommendations for exemplary coworkers in the hopes they return the favor.

Finally, write interesting and relevant articles on LinkedIn to begin to position yourself as a thought leader in the industry. This is a great way to help your career take off.

Start your own Medical Industry Blog

If you enjoyed writing articles on your LinkedIn profile, consider setting up a blog related to the healthcare industry. This gives you the opportunity to enhance your online reputation as an industry expert. Be sure to share your articles on LinkedIn and other social networks, like Twitter and Facebook — using a Facebook Page instead of your personal account.

Maintain a Professional Air Online

As the final note on the previous tip mentions, setting up a Facebook Page related to your online medical profile is a smart call, as you don’t want your personal Facebook activities to influence your professional reputation. The same point applies with Twitter. If you already have a Twitter account, create a second one specifically for your medical industry postings.

Following these three tips helps develop a professional profile to put your healthcare industry career on an upward track.

If you need any additional insight on developing your career prospects, talk to the experts at Pinnacle Workforce. As one of the top staffing agencies in the medical industry, a partnership with us makes perfect sense. Schedule some time with us as soon as possible.

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