Here's how you can effectively choose new team members as a healthcare manager.

O mapeamento e a análise de seu time e fun??es ela serem desenvolvidas s?o fundamentais antes de iniciar o recrutamento, para que as necessidades e habilidades já sejam requeridas na sele??o, para que o escopo seja mais fechado e focado nas reais necessidades .

Estoy de acuerdo en que lo primero que hay que hacer, es evaluar las necesidades del equipo actual, escucharles y actuar en consonancia con ellos para que el trabajo salga adelante, de tal manera que el próximo miembro sea la pieza que falta en el puzzle. Una buena publicación de la oferta de empleo, hará que el candidato ideal sea encontrado.

I review the needs of the healthcare company, in terms of sustainability, scalability, and cultural fit needs. This points me in the direction so that when I commence the hiring process, I have a very clear mind in looking for the right job fit for candidates.

N?o só hard e soft skills, mas também as “power skills” onde a capacidade de transitar entre esses dois modelos se fazem determinantes para uma trajetória de sucesso e crescimento nos dias de hoje, frente a todos os desafios enfrentados.

It is important to determine what skills the person must innately possess vs. the skills that they can be taught. I teach someone technical skills and help them get certifications, but I cannot teach them kindness, compassion, the desire to learn, or to be self-motivated. That being said, there are sadly some cases where the person has the motivation, but lacks have intelligence or physical ability for a complex job. I always try to redirect them to something more suitable.

Es verdad que muchas veces se pasan por alto las habilidades blandas en este sector. La empatía y el buen trato al paciente, son cualidades que cualquier trabajador debería tener. La experiencia del paciente va a ser consecuencia del trato recibido por todo el personal, sea sanitario o no, por lo que al realizar la criba en los currículums, esto se debe de tener en cuenta.

True collaboration and participation in established strategies that are producing overall satisfaction in the unit and need of their input to improve unit goals and activities.

Selecting from good universities and professional backgrounds positively selects candidates. The rest of the considerations are the soft skills, communication abilities, teamwork, cross-functional working styles, and again cultural fit to the organization

After years of hiring more than 300 physicians and allied health professionals in 3 countries, I must say that having a cultural fit with the organization is mission critical. A start up healthcare organization is different from a mature steady state organization, the mindset and cultural difference will make an impact positively (or negatively) when a candidate is placed

I agree that someone who will fit culturally and personality wise is very important; however it is important to have people from different cultures and backgrounds as each person will possibly provide a different perspective and experience.

A critical part of any valid, reliable, and efficient interview involves asking past behavior questions. The key here is that your best predictor of future behavior is past behavior or past performance in a similar situation. I target different critical areas of job performance and ask for a specific situation that the applicant has experienced, their specific actions, and the outcome in each situation. It is something I learned practicing on MIT students back in 1995. Case studies can help one see how the applicant navigates through problem-solving. It is not as much about knowledge as it is about their ability to learn, fit the culture, and apply what you can teach them to reach desired outcomes. #targetedselection #recruitment

Questions that can be asked include, what is the most challenging situations which you have handled and what learning points were gained from these. Also, how does one work cross-functionally, to assess team work abilities. These questions allow candidates to demonstrate their problem solving, adaptability and teamwork abilities.

A mí me ha resultado útil, la realización de roleplays más que el candidato me describa una experiencia pasada, ya que esto puede ser preparado y que se aleje de la realidad. Sin embargo, al realizar un roleplay, aunque contamos con los nervios previos del candidato, se pueden observar ciertos comportamientos y desenvolvimientos.

I remember a situation where we had finished selecting five newly licensed nurses for an internship in the ED. We had reviewed over 300 applications and interview about 30, carefully scoring them on predetermined scale. One dropped out of the program just before it started. We had a late submission from nurse who had worked as a student at the hospital the previous summer. She had no emergency experience. I asked a team member to interview her and give her a tour. The team member came back and said, "You have to hire her." But she did not have the experience we were looking for. "But she has an excitement I didn't see in any other candidate. Reluctantly, I hired her, and she was head and shoulders about our other four candidates.

I think the reference check has been an overlooked entity as many companies are looking to fill a role. In my experience this has been something that HR would do but I feel it is important as the hiring director to do a reference check as well. I have worked for companies who did not do reference checks and the turn around is significant.

Reference checks are useful to screen out those who have inherent issues, and those who left the previous jobs for reasons which can affect the current hire. But keeping in mind that the offered reference checks will likely be those whom the candidate has worked well with.

In my experience, reference checks done by an HR department are not useful, unless they use a fairly sophisticated methodology. However, many companies and individuals are reluctant to complete the assessment. I have the best luck when I can discuss the candidate directly with the reference and get some insight to their personality as well as their work performance. If it always must be noted that the candidate picked these references. I am wary of the reference if it is not a direct supervisor.

Onboarding if new employees is of utmost importance. Poor planning and lack of a plan for onboarding may lead to an awful experience for the new employee. We want excellent employees to stay and prosper. I think if onboarding as a first impression, it is something you can never change or forget. I have had excellent experiences with onboarding and the worst experience with it in my past work places. When onboarding is planned out and the employee is aware of what to expect I feel this makes them feel valued. Feeling valued by a company results in commitment.

An effective onboarding program helps in easing the new healthcare member into the system and adjusting to the culture of the organization. Focusing on a good onboarding program not only helps build confidence in an organization, but also ensures good transition into the organization with robust performance moving forth.

Healthcare is inherently a long game, an industry that serves peoples and communities over a lifetime. Consistency is key. Not rapid short-term changes in direction. Building consistency takes a lot a lot of time, effort and good teamwork. It is about perseverance. It is about keeping heads down and working hard at multiple things at the same time while having the occasional heads up to manage adhoc issues.

The financial sustainability should be a point to take note of before the process of a choice of a new team manager . The total strength of the organisation must be seen as well as the work profile of other team members . Is there a duplication of work force? Is everyone performing their job well.? It is a productive world. Those who perform are necessary but the non performers must be assessed. Only then the new team member must be recruited.