In today’s ambulatory surgery center job market, well-qualified nurses and other skilled healthcare workers have the upper hand. So how does your ASC remain competitive when applicants have more choices than ever before? Start by answering these four questions:
What makes my ASC unique?
Before posting a job listing, it’s important to understand what differentiates your facility. Are your compensation and benefits competitive? Also, how would you describe your facility’s appearance and culture? For job seekers, first impressions count for a lot, so it’s important to make sure your workplace is inviting – both inside and out. Additionally, administrators should be forthright about the ASC’s strategic plan. That way, the candidate can decide if his or her own goals align.
Does my ASC offer opportunities for personal growth?
Today, the most talented employees understand that professional development is an individual’s responsibility. In order to attract the best candidates, ASCs should leverage their diverse array of medical expertise to provide opportunities for professional growth. Still, professional development may mean different things to different people. For example, a recent graduate may be looking for a strong mentorship program, while an experienced candidate may place a premium on a steady caseload.
What’s my growth narrative?
Every business has a story. Unfortunately, some are inspiring to potential employees and some are not. An ASC’s leadership should make a deliberate effort to capture the facility’s narrative and tell it a way that makes a candidate say, “I really want to work here.” For example, a candidate should understand the ASC’s mission, the longevity of its staff and what its strategic plans are for the future. All employees, too, should understand these goals, so a consistent message can be delivered to candidates.
Does my ASC hire too quickly?
Decision makers at healthcare facilities spend dozens of hours researching the purchase of a $250,000 piece of equipment. So why not make the same deliberate approach when investing in a new hire? Too frequently, managers hire the first qualified person who walks through the door. Candidates and managers alike should have an opportunity to vet each other fully.
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