Attract and Retain Nurses to Build Your Culture March 1, 2017
Our Agenda
• Nursing challenges
• Creating and sustaining culture
• Talent strategies that:
• Attract the right candidates
• Improve retention
• Support your culture and brand
• Discussion/Q & A
Our Speakers
Kristen DesPalmes,
Director of Employment Strategy, DaVita
Laurie Wasko, Ph.D. Healthcare Solutions Manager, Select International
Nursing Challenges
• The move to value-based payment methodologies
• New care delivery models
• New expectations
• Are new nurses prepared/confident?
• Staffing shortages
The Role of the Talent Team
BUILD A WORKFORCE THAT IS
… and that will stay!
D E P E N DA B L E
C O M PA S S I O N AT EI N N OVAT I V E
PAT I E N T F O C U S E D
E N G A G E D
A DA P TA B L E
Turnover
2016 National Healthcare Retention and RN Staffing Report, NSI Nursing Solutions
81.8% say retention is a “key strategic imperative”
Only 51.5% have a formal retention plan
H A R D C O S T S5 8 , 4 0 0 P E R R N5 - 8 M / Y E A R P E R H O S P I TA L3 7 3 , 2 0 0 P E R % C H A N G E$
17.2%2015 RN
TURNOVER
Turnover – No Silver Bullet Solutions
TurnoverDNA
20%
30%50%
Personal Drivers
External Drivers
Internal Drivers
What Drives Turnover?
Your Goals
• Find, keep and develop the right people
• Move basic HR metrics, but also:• Impact organizational success . . .
• Build the culture you envision
• Higher levels of innovation
• Increased production and financial performance
• Improved employee retention
• Heightened ability to recruit great people
• Higher levels of engagement
• A better patient experience
Compounding the Problem
• 62% of nurses are 54 or older, and considering retirement
• High rates of lateral violence
• Unprecedented burnout
• A traditional “silo mentality” with barriers to collaboration just when multi-disciplinary teamwork is most important
“Unless we do something about overworked, stressed staff, we won’t be able to meet the increasing utilization demands, let
alone provide an outstanding patient experience!”
Donna Katen-Bahensky
It All Starts with Attraction
Customize your recruiting efforts and message to reflect your brand
Understand the role of realistic job preview videos in the recruiting and selection process
Implement a Nursing-specific “fit” assessment to support your culture and behavioral values
A Nurse Selection System that Reflects Your Brand
RN Fit Finder(Modality Preferences)
RJP Video Top 3(Patient, Team & FA
perspective)
Knockout ?’s(per Modality)
Apply/Assess (Predicts fit/retention)
HM Top Talent (Recruiter Screened)
HM Interviews(Intv Grid)
Team Interview/Job Shadow
(Intv Grid)
Benefits of Realistic Job Preview Videos
•Inspire Candidates with Moving
Stories
•Share the Good and the Bad with
Candidates•Strengthen Brand
•Screen Out Candidates who are likely not a
Good Fit
Enhance New Employee
Commitment Reduce Turnover
FAIR & EFFECTIVE PROCESS
Consistency & objectivity increase legal defensibility
Assessments increase the odds of making a better hiring decision
POSITIVE CANDIDATE EXPERIENCE
Job-relevant
Face-valid
User-friendlyDevice-agnostic
SET RECRUITERS & HIRING MANAGERS UP FOR SUCCESS!
Assessment reports provide meaningful
information on which to make a
progression decision
Benefits of Assessments
Important Considerations
• Clearly define your goals
• Configure the assessment to align with these goals
• The right tool for the job (industry/job-specific)
• Implementation strategy is key!
Overview
COMPETENCIES
ADAPTABLECOMMUNICATION
DEPENDABLEPATIENT FOCUSQUALITY FOCUS
SAFETYTEAMWORK
JOBPREFERENCES
LEADERSHIPINDEPENDENCESCHEDULE FLEX
VARIETYPATIENT TIME SHIFT
PREFERENCES
DAYNIGHT
ON CALLROTATING
Work-related Preferences
COMPETENCYMEASUREMENT
Beyond Basic Personality Testing
COMPETENCYMEASUREMENT
Biographical Data
Behavioral Statements
Personal Beliefs
Situational Judgment
CompetencyMeasurement
• Configurable
• Allows the talent team to focus on candidates most likely to fit the culture
• Helps the hiring manager target the right behaviors during the interview
NurseFit Sample
Candidates who score in the top
80% are
3.2xmore likely to be
rated as top performers
Candidates who score in the top
20% are
6.5xmore likely to be rated as above
average performers
Results
Turnover
5.6%8.0%
10.0%12.1%
14.6%19.0% 20.9% 20.7%
17.6%13.3%
7.8% 7.1%6.4%
9.4%12.3%
15.5%
18.7%
21.7%24.7%
27.1% 29.8% 32.6%35.1% 36.9%
0%
10%
20%
30%
40%
50%
60%
30 60 90 120 150 180 210 240 270 300 330 360
% T
ERM
ED S
INC
E H
IRE
DAYS SINCE HIRE
% TERMED SINCE HIRE: ASSESSED VS. NOT ASSESSED RN'S
Not Assessed
Assessed
19% IMPROVED 1-YEAR RETENTION 5x
MORE STAYING POWER FOR RNs HIRED WITH
ASSESSMENT
5.205.32 5.10
4.405.06 4.66
APPLICANT REACTIONS S T R O N G LY A G R E E ( 6 ) T O S T R O N G LY D I S A G R E E ( 1 )
If nothing else, you folks have to be the nicest people I have ever dealt with. Even if I do not get picked for the training, you still walk away feeling good about
yourself. That is rare and I thank you for that.
ANNA G | RN
Q U OT E S“This is one of
the BEST TOOLS I have.”
GFA, Michelle P
“I like the QUALITY OF THE REPORTS, this positions us to be successful in the
future.” ROD, Odyssey
“The RN assessment is SUPER HELPFUL when
making a hiring decision… really like the tool and how it leads to
a BETTER DECISION CONVERSATION.”GROD, Robert O
“I truly VALUE the NurseFit and WISH IT
WAS ON ALL MY ROLES… love the
interview questions that are tailor made ... It saves me time, too.”
Recruiter, Corrine L
“At first I was skeptical but after screening several candidates I was amazed at the ACCURACY of the tool… The additional time I’m not
screening I can utilize sourcing and building my candidate pipelines to help DECREASE MY TIME TO FILL.”
Recruiter, Whitney N
EASY TO USE! Most Commonly Heard from FAs
DaVita RJP Video
To learn more, please visit us atwww.selectinternational.com/healthcare
Bryan Warren: [email protected]
Thank you!