How do you assess the skills and competencies of healthcare staff during recruitment and orientation?

To effectively evaluate healthcare staff skills and competencies during recruitment and orientation, start with a thorough job analysis and description, followed by strategic recruitment and selection methods such as resume reviews, pre-employment tests, interviews, and reference checks. Ensure a seamless transition through a comprehensive orientation and training program, utilizing tools like checklists and competency assessments to gauge proficiency and address any areas of improvement.

Job Analysis is the most crucial part of understanding the Job Description, and it helps us to find the right Staff or at least gives the understanding on the kind of Staff expectations. Every Recruiter/Talent Acquisition professional has their own approach on how they pursue this. But overall in the majority of time the key words are hidden within Client Requirements; such as Location, Department, KRAs and KPIs.

In my opinion, the most important factor here is the person writing the job analysis and description. S/he must not only have a good understanding of the skills/experiences/qualifications needed for the role, but have great insight into how the department/its current employees operate, and how service are likely to change with time. Time and time again, I have seen candidates hire into jobs that were different to what they thought they would be based off the job description. This can be discouraging and lead to poor outcomes - listing "and other duties not otherwise specified" doesn't cut it.

Evaluating healthcare staff combines competency-based interviews, practical simulations, and interactive sessions. Interviews reveal problem-solving and empathy through real scenarios, while hands-on tasks assess clinical skills. Interactive learning gauges adaptability and growth potential. The best way to learn is by observing in informal settings. This offers insight into teamwork and cultural fit. I also like to provide food and drink to ensure everyone is comfortable. Short learning sessions with frequent breaks are preferable. This multifaceted approach ensures candidates are skilled, adaptable, and aligned with team values, crucial for delivering exceptional care.

Start with a detailed job analysis and description, then move on to strategic recruitment and selection techniques including resume reviews, pre-employment testing, interviews, and reference checks to evaluate healthcare staff abilities and competencies throughout recruitment and orientation. Ensure a smooth transition by providing a thorough orientation and training program. To measure performance and identify any areas that require improvement, use tools such as competency tests and checklists.

In my opinion, anyone can pretend to be whoever in a twenty-minute interview, especially if it is conducted virtually. My preference is always to interview in person so I can assess what the candidate does when s/he is waiting and how s/he interacts with people outside of the interview panel. I also like to explore a candidates leadership ability, interpersonal skills etc. - one way of doing this is to give a group of candidates a shared task to complete. Who steps up to the challenge? Who is overly bossy or comes across as not being mentorable?

Once the job description is set, effective recruitment involves sourcing, screening, and contacting applicants. Selection includes evaluating, interviewing, and choosing the best fit. To assess healthcare staff skills, use resume reviews, pre-employment tests for knowledge and behavior, interviews for communication and fit, and reference checks to validate qualifications. These strategies ensure qualified hires aligned with job requirements and organizational goals.

The orientation phase of any new job should be comprehensive and effective. Unfortunately, more often than not, things don't go entirely as originally planned. A lack of time/being too busy is often the reason as to why new employees may not get taught everything they need to know and in a timely fashion. That all said, you start to learn a lot about the person and what skills/characteristics they bring to the table during this time. I personally think I swim best when I am thrown into the deep end!

After hiring, a robust orientation introduces the new hire to organization culture, policies, and team dynamics. Training imparts job-specific skills and knowledge. Use orientation checklists to cover essentials, training plans for skill acquisition, and competency assessments to gauge strengths and areas for improvement. These tools ensure a smooth transition, aligning new hires with job expectations and organizational standards.