How ASCs can compete with hospitals for top talent — 4 expert insights

ASCs should be proactive and sell their strengths to attract the best candidates, according to Liz Bickley, senior vice president of healthcare client services for Cielo, a recruitment process outsourcing company.

Ms. Bickley discussed effective ASC recruitment strategies with Becker's ASC Review.

Note: Responses have been lightly edited for style and clarity.

Question: What are the best talent acquisition strategies for ASCs?

Liz Bickley: ASCs need to have a multipronged talent acquisition strategy with a dedicated resource team that proactively reaches out to candidates in the market, stays ahead of talent acquisitions and understands market supply versus demand. ASCs should also proactively highlight their center and get messaging out on their successes or the different things they are doing to attract talent to their centers.

Lastly, investing in technology that gives ASCs the ability to reach clinical staff in real time, such as text messaging or automated screening technology (recorded voice interviews or recorded video interviews) allows candidates to complete a screening on their own time, 24 hours a day, seven days a week. This is a great way to reach candidates outside of business hours and to interview and discuss new opportunities that will help an ASC stand apart.

Q: How can surgery centers compete for talent with hospitals?

LB: Hospitals can offer more comprehensive benefits. However, when working at an ASC, there are no nights, no weekends, no holidays and no on-call. It's important to make it very attractive to individuals with a family or those that prefer greater work/life balance, such as guaranteed set hours. Additionally, ASC leaders should treat their staff as a small family and offer flexibility when unexpected family matters arise. One way they can do this is by [offering] team lunches, coffee and celebrations within the center to make their time at work enjoyable.

Q: Why is talent acquisition an essential consideration for surgery centers?

LB: Finding skilled talent ready to make a move at the time of your opening requires strategy, resources and technology in this tight labor market. Assessing candidates for the right fit for your center is critical [for] higher retention.

Q: How can surgery centers ensure their recruitment teams thrive in the midst of so many mergers and acquisitions?

LB: Two ways surgery centers can ensure this is by keeping their recruitment teams abreast of the M&As happening within the market and allowing funding to host job fairs for those individuals being displaced, directly targeting and marketing to the affected organizations. The recruitment teams should also be prepared for same-day offers by working with the center's leadership to host interviews.

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