Staffing problems top the list of industry challenges for healthcare companies. Beyond the tangible costs of recruitment, hiring, and training, organizations are having to cope with interim staffing expenditures and navigate a drop in productivity as new hires get up to speed.
Moreover, the impact is also felt on existing staff, who can encounter a morale dip, often exacerbated by compensation disparities with interim personnel. The solution is hiring right, the first time around and preventing new hire churn.
Technology alone won’t fix the employee turnover problems of healthcare workers. But, hiring the right people in the first place can make a big impact. The right assessment can help improve hiring accuracy and reduce new hire failures and the right technology can help streamline the process and improve consistency.
There’s a clear distinction between the recruitment processes of highly skilled healthcare jobs like doctors and nurses and that of unskilled healthcare roles such as Care Workers and Healthcare Assistants. The use of pre-hire assessments can be helpful for both role types, however where and how they’re used will be different.
Because of this, using bespoke pre-hire assessments rather than a generic tool like a personality or cognitive test is the best approach. For unskilled positions it means you can give candidates a realistic experience of the job ahead of them joining. For high skilled positions it means that the questions in the assessment will be job relevant, and may include knowledge based questions that someone with their level of qualifications should know.
When recruiting low or unskilled healthcare staff its best to use assessments at the top of the recruitment funnel, automatically after job application to identify which candidates to prioritise in the applicant pool for faster, more effective hiring.
Healthcare jobs are not all the same. As such, generic assessments don’t work in this sector. ThriveMap works with companies in a range of different industries to create bespoke assessments that model the skills and competencies required to thrive in your unique environment.
Tests often involve a combination of behavioural questions to measure attributes like resilience and empathy. They often also include skills-based questions to measure essential attributes such as attention to detail, written and verbal communication.
In recent years we’ve seen the emergence of technology-literacy questions to measure whether candidates can cope with operating computer systems. ThriveMap’s approach to this is to typically involve simulating the tasks that people find challenging when in the role and designing realistic scenarios and tasks. This has been proven to be more effective than generic tests at establishing whether candidates will be able to perform the tasks your roles demand.
Identifying which candidates have the right behaviours and skills required to work in sales is difficult to do with resumes and CVs. That’s why a number of forward-thinking sales leaders are using pre-hire assessments to streamline their hiring processes.
ThriveMap is the #1 Realistic Job Assessments platform.
Combining the most predictive selection methods into one assessment, ThriveMap’s Realistic Job Assessments take candidates through the experience of a working day in the role in your company – giving you and them a better picture of suitability from the outset.
We’re different for the following reasons:
Each company is unique. In fact, each role within each company is unique. Someone could perform well in the same job in another company and fail in yours.
People behave differently in different contexts. Measuring someone’s ability in one environment does not mean they’ll display that ability in another.
Jobs are constantly evolving. Unlike other assessment providers, if something’s not working, you have the power to change it.
We place the candidate in the heart of the story of a typical work day. If they don’t like the sound of the role or culture they can withdraw from the process at any time.