Home arrow Articles arrow Good Hiring Practices Help ASCs Meet Critical Staffing Challenges
Good Hiring Practices Help ASCs Meet Critical Staffing Challenges Print E-mail
Written by Scott Becker   
Saturday, 30 June 2007
With the continuing growth of ASCs, competition from hospitals, a national nursing shortage and experienced nurses retiring out of the workforce, ASCs are finding it difficult to find ASC-experienced Directors of Nursing and Administrators (see Sidebar). "In the past, ASCs would hire an operating room nurse manager from the local hospital, but in today's competitive ASC market, a traditional hospital background is generally not sufficient to address shrinking reimbursements, quick surgery turnaround times and complex scheduling," says Greg Zoch, executive search professional.

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This is further exacerbated because there are not enough nurses and administrators experienced in outpatient surgery to meet the increasing ASC demand. While ASCs cannot enlarge the pool of qualified applicants, they can improve their chances of hiring top-notch individuals by attracting the right candidates and taking proactive measures to retain them. Here are three steps Zoch suggest ASCs take:

Identify the ASC's Culture
In a competitive hiring market, attracting qualified candidates can be difficult. "With fierce competition for experienced talent, money is not generally the biggest incentive. Instead an ASC's culture is the single greatest inducement an ASC has to offer candidates," advises Zoch. The ASC must convey the intangible factors to the candidate, such as its culture and environment that makes the ASC the best place to work. Often, an ASC must first identify its specific culture. For example: Is it a respectful workplace? Are the staff and owners kind and supportive? Are their opportunities for personal, as well as professional growth? Does it provide exceptional benefits? Does it provide for flexible schedules? Does it provide the quality of care and service an employee can feel good about? Does it have great leaders and physicians? Once the ASC's culture has been identified, that message must be conveyed strongly and consistently to potential candidates throughout the interview and hiring process.

Use Interview Process to Sell
The interview process is the ASC's chance to "sell itself" and win over a candidate. "Unfortunately failing to self-promote and failing to make the interview process candidate-friendly are the two most common mistakes an employer makes," says Zoch. To avoid this, Zoch offers five tips:

1. Review resumes carefully to confirm that candidates meet the position's basic requirements. "Interviewing unqualified candidates is a big time drain for an ASC's staff and can result in frustration," remarks Zoch.

2. Throughout the interview process, provide a clear and consistent message about the ASC, its culture and why it is be best place to work. "Many employees are unsure of how to promote their centers. For this reason, it is imperative to train employees about how to deliver a succinct message about the ASC's culture and environment," Zoch advises.

3. Develop a hiring committee to create interview questions that elicit information about the candidate, encourage a free-flow discussion and avoid repetition. "Senior level executive and nurse candidates are likely skilled interviewers and they will expect an interview that is conducted professionally and produces an informative conversation," states Zoch. Focused questions and an interactive discussion will also permit the ASC to determine if the candidate is a good cultural fit, adds Zoch.

4. Listen intently to what the candidate says in the interview. "The questions that candidates ask are as, or perhaps more, important than their answers to specific questions. They can reveal what the candidate is really looking for and what he or she values, giving the ASC the chance to explain how its culture and environment fit those needs," explains Zoch.

5. Most importantly, make the interview process comfortable and respectful to the candidate. For example, describe the hiring process, tell them the next steps and timelines, ask if the process works for them and do not prolong the interview process unnecessarily. Make candidates feel that the position for which they are interviewing is vital and valuable to the ASC. "Having owners and senior staff members involved in the interview process shows how the ASC values the candidate and the position," advises Zoch.


Take Proactive Steps to Retain Employees
Follow through with the promises made to the employee in the hiring process. "An individual accepts a job because of the employer and conversely generally leaves the job because of the employer. For this reason, it is imperative to avoid giving employees any reason to leave. This is particularly important because with the current increasing demand for experienced Directors of Nursing and Administrators there are ample opportunities for work," says Zoch. For example, if the ASC was promoted as one that is kind and supportive, make sure the staff, owners and physicians are kind and supportive.

If the ASC promised career growth, ensure that it provides training, education and other growth opportunities. If flexibility was assured, work diligently with employees to create a schedule that works for them. Ultimately the ASC will benefit from following through with their promised culture and environment because the employees will be happy to be at work and motivated to perform effectively. As Zoch concludes, "If it is good for your people, it is almost always good for you. Happy motivated staff will help you attract more of the same."

Source:
Greg Zoch: Partner, Kaye/Bassman International Corp., 4965 Preston Park Blvd, Fourth Floor, Plano, TX 75093; (972) 931- 5242; This e-mail address is being protected from spam bots, you need JavaScript enabled to view it ; www.kbic.com.
 
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