Holly Bunn, Director of Leadership and Organization Development at HCA Healthcare shares her strategy for getting leaders to their highest level of potential in the fastest way possible.
Organizations in and outside of healthcare are investing more in leadership development each year, while confidence in leadership is declining. About $13 billion is spent annually on leadership development, but only 6% of leaders say they are confident that their leadership pipeline is ‘very ready,’ and more than half report a weak succession plan, or nothing at all in place.
This alarming breakdown between investment and return is challenging organizations to think differently about leadership development. HCA Healthcare is one of these organizations. According to Holly Bunn, Director of Leadership and Organization Development, the most effective way to empower your leaders is not with a one-size-fits-all course, but with a customizable programs that align an individual’s needs with the organization’s curriculum.
We provide a development report to everyone early on in their career so that when they’re selecting a professional development course or mentorship program, they understand their current strengths and the areas they may want to focus on first. That way, they can reach their long-term goals, and we can see strong leadership and success in their trajectory.”
It’s tax season, and this year, companies big and small are benefiting from tax cuts and increased deductions. That means recruitment teams may have ‘new’ cash at their disposal. Healthcare Staffing Technologies recommends that medical sales recruiters budget for these tools and strategies to improve efficiency and secure top talent.
1. Pre-interview screening. Because the interview process is time-consuming and expensive, budget in an extra pre-interview screening step. This will help you better understand a candidate’s skills and sales experience without draining resources on a formal interview too early in the process.
2. Video interviews.Video interviews help expand your reach so that you never lose qualified candidates due to location. With video interviews, candidates who were once too far away can be interviewed just as effectively as candidates in your area, without any travel expenses.
3. AI Recruiting Assistant. It may sound counterintuitive, but technology can actually help recruiters add that personal touch and stay connected with candidates throughout the recruitment process. Such technology can answers questions in real-time, schedule interviews, and engage with candidates on social media.
Assessments improve quality of hire for executive and leadership roles as well as avoiding time and money spent on interviewing and hiring the wrong fit
Executive Summary A leading provider of health care services in the U.S. and U.K. has been using Outmatch assessments since 2012 to identify high-potential leaders who best represent their core value of patient-centered care. Over four years, this provider has saved over $240,000 per year across all locations by identifying poor fit candidates and avoiding their hire.
Assessments Drive ROI across the Organization With more than 250 hospitals and surgery centers, this health care provider employs more than 200,000 people in a health care system that sees more than 26 million patients each year.
Over the past four years, this health care organization assessed nearly 25,000 candidates per year for cultural fit and alignment with core values. Over that time, this organization identified more than 2 candidates per year in each location that did not fit their requirements – that’s a total savings of approximately $960,000 per location over the four years.
Hiring Challenges in Health Care Like many health care organizations, this company faces two major challenges:
Hiring and retaining top talent, especially in high-level, hard-to-replace, or specialized roles
Sustaining a strong brand identity in the increasingly competitive health care market
To address these challenges, they have focused their talent initiatives on leadership—specifically executive leadership, hospital administration, and corporate and HR roles. It is a priority to select leaders who would uphold their core value of high-quality, patient-centered care.
Selecting the Right Role Models Because leadership impacts employee performance at all levels of the health care system, they began using Outmatch assessments for senior executives, and for leaders at each locally managed facility. These assessments were tailored to fit their existing competency models, and helped target candidates who would act as role models and drive success for the organization.
Improving Leadership Quality By screening out over 2,300 candidates who lack key leadership competencies, Outmatch assessments have helped the health care provider greatly reduce the number of candidates eligible for a role, thereby drastically reducing the amount of money spent dealing with poor fits.
Since implementing Outmatch assessments, this health care provider has also seen improvements in overall leadership performance, as well as improvements in key areas including work ethic, building strategic relationships, driving for results, coaching & developing, customer focus, and teamwork.
Looking Ahead After seeing success in leadership selection, they are now looking to use assessments for call center representatives. By improving customer service and candidate fit at their call center locations, they have the opportunity to provide consistent quality care and support to patients over the phone.