Onboarding new hires remains an important process for businesses in all industries, but it is especially relevant in the world of healthcare. Since patient care is your most important directive, getting new medical employees productive and contributing quickly is a must. Don’t expect to be able to accomplish this task without developing and executing a plan to get fresh workers up to speed.

With a successful onboarding process in mind, here are some ideas for creating a 30-day plan for new hires. Remember, this is something that goes beyond filling out insurance and payroll forms on their first day.

Speaking of Paperwork — Automate the Process

The more time spent dealing with new employee paperwork is less time spent meeting their new coworkers and learning your medical office’s processes and procedures. Consider sending out any insurance and payroll forms with your formal offer letter and ask the employee to fill them out before their first day. With the right technology, you are able to automate this process and handle things electronically.

The employee handbook and other portions of your company’s culture are also able to be delivered electronically, either through email or by providing the new hire access to the company Intranet. The same logic applies to any medical software manuals or other important information they’ll need to perform their job roles. Once again, accomplishing this before their start date leaves more time for hands-on training.

On the New Employee’s First Day

Inform everyone in your office about the new hire through email before their start date. On their first day, make it a point to have their supervisor introduce them to everyone, while ensuring their employment card and computer workstation — if relevant — is ready to go. They should also understand the chain of command at the office and who is available for answering questions.

Set 30-Day Goals and Follow-Up on their Progress

Create a set of 30-day goals for the new hire; 60 and 90-day goals are also a good idea depending on the level of planning at your office. This gives the new employee a sense of your expectations, which helps them feel comfortable and get up to speed more quickly. Encourage them to exceed those goals as they grow in confidence.

In addition to the ideas presented here, ensure your HR team and managers all have input to any orientation plan for new hires. Document the process while keeping the door open for improvements as things mature.

If your company needs help in building a winning team in the healthcare industry, talk to the experts at Pinnacle Workforce. As one of the country’s top medical staffing agencies, we offer great insight — and great candidates. Meet with us at your earliest convenience.

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.

The competition for the top talent in the healthcare industry sometimes gets fierce, but does that mean your company should consider hiring someone fired from another company? Dismissing a worthy candidate out of hand because they were fired or laid-off from a previous job isn’t smart without looking more closely at the situation. The person in question might have been an exemplary employee stuck working in an untenable position.

With that in mind, here is a look at three reasons you should consider hiring someone who’s previously been fired.

The Candidate offers a Skill Set needed by your Company

A skills gap at any firm operating in the medical industry doesn’t bode well for its future profitability. If a candidate with a state of the art skill set had been fired previously in their career, find out the reasons behind their dismissal. Remember that a personality conflict with management leads to many employees receiving a pink slip.

Ultimately, this candidate might become a difference maker for your company. The smart call is to give them a chance to prove it.

They’ve learned a Lesson after being Fired Early in their Career

Look at a candidate’s complete work history. Someone fired early in their career, but with a subsequent success at other firms, probably learned a lesson from being dismissed. Once again, it is important to find out the truth behind any firing or adverse event on a résumé. Checking their references in this case makes perfect sense.

Your Company boasts a Superior Corporate Culture

If your organization’s corporate culture is the envy of the other healthcare companies in your area, chances are good you’ll be able to support an employee with great skills who was fired from a previous job. If you trust your HR staff and managers along with your company’s procedures already in place, this candidate will be able to thrive and become a valuable member of your team.

If your company needs any additional insight on building a winning staff, talk to the experts at Pinnacle Workforce. As one of the top staffing agencies in the American healthcare industry, we can help your organization’s ultimate success. Schedule a meeting with us at your earliest convenience.