Hire Outcomes HR

Talent Management Matters for Employee Retention

admin — Mon, 07 Nov 2022 19:56:30 +0000

Talent Management Matters for Employee Retention

Talent management is a way to impact employee retention.

What is talent management?

Talent management strategies are designed to attract, develop, retain, and use employees with the necessary skills and aptitude to meet a business current and future needs. (SHRM.org)

The definition of talent management has evolved from administrative to what the Society of Human Resource Management calls a continuous organizational practice that includes succession planning, leadership development, retention, and career planning.

By engaging your current team in career planning and creating meaningful conversations between supervisors and employees, organizations can more quickly fill internal positions and is less likely to lose employees. If employees have an opportunity to communicate about career planning with the organization, this will help with succession planning, internal transition, and employee engagement.

What are some talent management steps?

Working with employees to create a development plan as part of career planning.
This should be more than just what types of courses or seminars they would like to take. It is not just about identifying strengths and weaknesses; it is about getting at what employees want to achieve as part of their career. Exploring goals and values that have been consistent throughout an employee’s life can help them realize what they seek in their work life. This type of conversation helps determine and shape what an individual wants to learn, experience, and develop to achieve new roles or more satisfaction in their existing role. Development opportunities can include overseeing a task force or committee, learning how to efficiently run a meeting or how to address work issues directly. These types of experiences can help develop team members through examples.

Checking in to evaluate progress in development.
Plans work better when they are regularly reviewed and discussed. These types of check-ins help a team member determine if they have developed a new skill or to identify ways to continue to develop these skills. Getting team members involved in their own development helps them to own their career path and plan. Determining team members competencies and having clear competency-based job descriptions is needed in this process. Pairing an employee with a mentor will help encourage knowledge sharing and skill building. Rotating departments helps to broaden perspectives and build leadership and strategic thinking.

Succession planning is also an important aspect of talent management.
This effort should be an organizational leadership effort, not just an HR effort. Succession planning is not just for large complex organizations, but smaller organizations can also benefit from this process. Planning for who would replace a key person whose departure could disrupt the organization is cost effective and positive for the work environment. If employees have been developed and mentored to move to the next level, this process can help fill vacancies faster and be a positive message for other team members.

Hire Outcomes HR’s focus is to identify quality professionals, to achieve higher outcomes for patients or residents and key stakeholders. Hire Outcomes HR can keep recruiting costs down by complimenting your internal team and resources. With our focus on quality, we can help you increase your retention by finding the right candidate for your environment. It is cost effective for us to help you build a pipeline to help you hire the right candidates and keep them engaged.

Source: Engaging in Succession Planning (shrm.org) 5 Talent Management Trends and the HR Skills They Require (shrm.org)

Mental Health in the Workplace

admin — Mon, 03 Oct 2022 20:25:15 +0000

Mental Health in the Workplace

Mental health in the workplace is impacted by the pandemic. As a recent article in the Washington post stated, the pandemic was “an unprecedented, protracted collective trauma”. There are many ways the workplace has been impacted by mental health issues. In addition to burnout caused by staffing issues, increased workloads, and less professional support, and there were also time distortion issues which researchers say are caused by traumatic times.

According to the CDC, people were and are faced with increased challenges at work and at home during and after the pandemic. The CDC also points to ways to address individual mental health concerns.

It’s natural to feel stress, anxiety, grief, and worry during the COVID-19 pandemic. Below are ways that you can help yourself, others, and your community manage stress.

Take breaks from news stories, including those on social media. It’s good to be informed, but constant information about the pandemic can be upsetting. Consider limiting news to just a couple times a day and disconnecting from phone, tv, and computer screens for a while.
Take care of your body:
- - Get vaccinated and stay up to date on your COVID-19 vaccines.
  - Eat plenty of fruits and vegetables, lean protein, whole grains, and fat–free or low–fat milk and milk products. Eating well also means limiting saturated fats, cholesterol, salt, and added sugars.
  - Going to bed at the same time each night and getting up at the same time each morning, including on the weekends, can help you sleep better (seven or more hours per night for adults).
  - Move more and sit less-every little bit of physical activity helps. You can start small and build up to 150 minutes a week that can be broken down to smaller amounts such as 20 to 30 minutes a day.
  - Take deep breaths, stretch, or meditate.
  - Limit alcohol intake. Choose not to drink, or drink in moderation by limiting consumption to one drink a day for women—two for men—on days that alcohol is consumed.
  - Avoid using prescription drugs in ways other than prescribed, someone else’s prescription, or illegal drugs. Treatment is available and recovery starts with asking for help.
  - Avoid smoking and the use of other tobacco products. People can and do quit smoking for good.
  - Continue with regular health appointments, testing, and screening.
Make time to unwind. Try to do some other activities you enjoy.
Connect with others. Talk with people you trust about your concerns and how you are feeling.
Connect with your community- or faith-based organizations. While social distancing measures are in place, try connecting online, through social media, or by phone or mail.

But what is being done to address mental health issues in the workplace? Since there has been greater demand for ways to cope with anxiety and stress, many new alternatives have been created, such was online therapy. However, according to the New York times, mental health providers are struggling to meet Pandemic and Post Pandemic demand. There are many who are encouraging businesses to take a systematic approach to supporting employees to stay healthy and to address mental health needs. An article in Forbes suggests several ways businesses are dealing with increased mental health needs in the workplace.

Mental Health Predictions For 2022-2023

Mental Health Support. Oliver Smith, strategy director and head of ethics for Koa Health, predicts businesses will spotlight effectiveness on mental health support and the ROI (return on investment) of their initial approaches.
Continued Mental Health Issues. According to Smith, the prevalence of depression and anxiety in the population will continue to be high as the pandemic lingers longer than we’d like.
More Focused Approaches. Smith believes businesses will start to have a greater focus on effectiveness on ROI in their mental support as they begin to unpack the initial approach of throwing things at the wall and seeing what sticks.
Smith is optimistic that we will all continue to struggle to have discussions about mental health, although the stigma will continue to fall that won’t on its own make everyone automatically comfortable talking about their mental health.
Hybrid And Remote Work. An Ergotronsurvey of 1,000 full-time workers found that 56% of employees said their mental health, work-life balance and physical activity—all improved as a result of their hybrid work environment. And 88% said the flexibility to work from home or the office has increased their job satisfaction. According to Chad Severson, CEO of Ergotron, employees have adapted to the hybrid and remote work landscape—and they now prefer it. “As employers look to attract and retain talent, focusing on practices that promote well-being and help employees thrive wherever they work will be critical,” he said. And the FlexJobs’ Work Insight 2022 Survey found that remote work is considered the second most important element to compensation and benefit packages, ranked only behind salary.
Wellness Programs.Framery believes employees should have access to a series of wellness programs, including closer access to external healthcare providers and therapists that are available during work hours if need be. Completing these activities together can help employees shake off some of the pent-up anxiety, as well as cultivate a sense of comradery between colleagues. They offer e-learning classes which provide yoga and meditation courses to employees, helping them feel further cared for and seen and giving them time and space to check in on their own health.
Four-Day Workweeks. Co-founder and CEO of Monograph, Robert Yuen believes hands-down employees need more time, which is why his company operates on a four-day workweek schedule. “A four-day workweek gives employees the space to take care of themselves, providing them space for personal development,” he said. “Since this tech startup launched a four-day workweek in 2019, employee satisfaction has reached an all-time high.”
Suzanne Tick, creative director at Luum Textiles, focuses on harnessing Vedic meditation teachings and techniques to aid in soothing stress and anxiety. Through Vedic meditation, people can remove the stress in their lives and create clarity to allow for creative influences to enter their life. Deeply rooted in the meditation lifestyle has helped the studio embrace fully the world of unbounded color, texture and pattern choices.
Exemplary Leadership. Adam Weber, SVP of community at 15Fiveinsists company top brass must lead the way in prioritizing mental wellness. “If executives want their employees to prioritize their mental health, they need to be doing the same in a very visible way,” Weber said. “It’s one thing to encourage people to take time off for therapy or a mental health day, but most leaders have yet to take the next step of doing that themselves in a transparent way.” Laura Lee Gentry agrees that management plays a big role in employee mental health in the workplace. “Since managers are an employee’s first point of contact, companies need to create HR programs that train managers and supervisors on how to spot common mental health conditions such as signs of stress and anxiety and how to approach and support employees who are showing these signs,” she explained.

Work is key to health of people with various mental health conditions and the Department of Labor suggests that employers need to build mental health friendly work cultures. For more information on supportive workplaces see the Department of Labor articles sited below. Especially due to the shortages that continue to occur with Mental Health providers, the efforts above are needed.

Hire Outcomes HR understands the challenges faced by health services organizations, including mental health services. We can help your organization by working together to source and recruit the right professionals to improve satisfaction for your patients and your employee team.

Source: Washington Post, September 2022, Pandemic trauma caused many to lose their sense of time – The Washington Post , Coping with Stress (cdc.gov) , Mental Health Providers Struggle to Meet Pandemic Demand – The New York Times (nytimes.com) , Future Of Work: 9 Mental Health Predictions In The Post-Pandemic Workplace (forbes.com) . Department of Labor, Fostering Mentally Healthy workplace, dol.gov/sites/dolgov/file/odep/topics/fostering a mentally healthy workplace

Employee Engagement Ideas to help address quiet quitting

admin — Mon, 26 Sep 2022 18:45:38 +0000

Employee Engagement Ideas to Help Address Quit Quitting

Employee Engagement Ideas to help address quiet quitting are needed to remotivate employee teams.Add Your Heading Text Here

According to Gallup, “The trend toward quiet quitting — the idea spreading virally on social media that millions of people are not going above and beyond at work and just meeting their job description — could get worse. This is a problem because most jobs today require some level of extra effort to collaborate with coworkers and meet customer needs.” The reduced level of commitment has reached many occupations and impacts quality of service as well as organizational productivity.

What can be done to address quiet quitting and increase employee engagement? Many news sources are talking about the reduced motivation by employees also called quit quitting. A recent article in Gallup points out that…

“The drop in engagement began in the second half of 2021 and was concurrent with the rise in job resignations. Managers, among others, experienced the greatest drop. The overall decline was especially related to clarity of expectations, opportunities to learn and grow, feeling cared about, and a connection to the organization’s mission or purpose — signaling a growing disconnect between employees and their employers.” These needs by employees are not new, but perhaps the intensity of these needs has grown since the Pandemic.

There are many reasons for lack of motivation. Working from home or hybrid work may contribute to this motivation gap. The article by Gallup points out several ideas to address engagement gaps.

“First, address manager engagement. Only one in three managers are engaged at work. Senior leadership needs to reskill managers to win in the new hybrid environment.

Managers must learn how to have conversations to help employees reduce disengagement and burnout. Only managers are in a position to know employees as individuals — their life situation, strengths and goals.

Gallup finds the best requirement and habit to develop for successful managers is having one meaningful conversation per week with each team member –15-30 minutes.

Managers need to create accountability for individual performance, team collaboration and customer value — and employees must see how their work contributes to the organization’s larger purpose. Decisions about where people work — on-site, remote or a hybrid schedule — should keep these factors in mind. Importantly, every organization needs a culture in which people are engaged and feel they belong.”

Gallup’s findings are based on a random sample of 15,091 full- and part-time U.S. employees aged 18 and over, surveyed in June of 2022

Knowing that organizations are faced with increasing lack of motivation, Hire Outcomes HR can help organizations learn more about the needs of their employee team and about their organizational culture. This is insight is needed because, this is a particularly tough environment for employers and candidates. As part of our preparation for launching Hire Outcomes HR, we interviewed employers/hiring managers and nurses, physician assistants, nurses’ aides, and nurse practitioners to get some perspectives about what is important to them. We recommend organizations learn more about their employee needs before they start to recruit new team members. Get feedback from current employees and recent hires. Understanding your team’s perspective about how they are treated and about your organization culture can help you determine ways to increase engagement. It is also helpful to validate the way you are presenting your organization in advertising by reviewing both pros and cons of your employer value proposition. It is helpful to read comments/reviews about your organization in social media and to get feedback from recent hires to see what they have found attractive about working there. These efforts can help your develop ways to engage your team.

Source: Is Quiet Quitting Real? (gallup.com)

Accepting a job offer

admin — Wed, 07 Sep 2022 20:48:51 +0000

Accepting a Job Offer

Accepting a job offer should be a strategic decision for candidates in this job market.

According to CNBC, “Today’s job market is the job market is still hot — for now”. Given the advantage candidates have due to the labor shortage, it is more important than ever to have career goals and to take a strategic approach to accepting a job offer.

There are many factors to consider as you weigh a job offer. It is important to have done research about the company and its values as well as whether the salary is in line with the local job market and whether it is worthy of someone with your experience, in line with your short and long-term objectives. It is also important to determine how the effort and level of competitiveness you have experienced in you job search. Based on your experience, can you expect other well-matched offers? If you are inclined to accept the offer, then it is important to have a negotiation strategy while still maintaining a positive interaction with the company. Experts suggest that it is important to evaluate, your expected quality of life, the types of work you want to do, and the trade offs you are prepared to make.

In advance of your job search, hopefully, you have set your career and life objectives. Thinking about what is truly important to you in your professional and personal life will help you focus your search and to weigh offers effectively. One question many job seekers should consider is what will make you excited to come to work in the morning. There is more to career satisfaction then money, however, salary is important. Glassdoor can give you some comparisons of what others in these roles in your area are making. It is helpful to think about how your experience, skills and accomplishments would put you in the top percentage of the salary ranges you find.

Salary is only one part of total compensation. It is important to understand the benefits and flexibility offered by the employer. Given the tight market, it might be a good time to negotiate some remote workdays or other desired perks, like continuing education and training, mentorship etc.

Other factors to consider are the job responsibilities. It is helpful to think about what is required and what skills you most want to be using in your next job. How much autonomy do you need? What types of initiatives do you want to be part of? It is helpful to understand what it looks like to achieve expected goals and targets as part of this job so you can decide if you can be successful in achieving these targets.

In determining whether to move forward with an organization, you should try to understand what the work environment is like. Based on your research, will you be able to thrive and be happy in this culture? It is a good idea to check with your network to get a sense of the workplace culture. If possible, it is helpful to have thought about or even developed other options, so you can decline the offer if needed. If this offer and organization is not the right fit, be sure to have your reasons thought through and to be respectful and polite so that you could keep the door open for the future. It is important not to ignore red flags or gut feelings about an organization.

Hire Outcomes HR is a pro-active recruitment organization. We are always searching for right candidates for our clients and the right career fit for you.

When we work with you, we respect your time and stick with the schedule we set for phone screening. We work with our clients to assure accurate job descriptions and do not advertise or promote positions are not available. We have a thorough review process with our clients so we understand the requirements of the job and the needs and work style of the organization. Our goal is to keep you informed at all points in the hiring process. Whether you are just starting out or are an experienced professional, Hire Outcomes HR can help you find the next step in you career path.

We are setup to serve clinics, medical practices, hospitals, nursing care facilities, assisted living residences, group homes, home healthcare organizations, wide range of other healthcare service providers. Our goal is to help you find the career you searching for. What set us apart is our personal process to get to know you and your needs and aspirations. For more information go to

Find healthcare jobs in smaller organizations. – Hire Outcomes HR

Source: How to Evaluate, Accept, Reject of Negotiate a job offer, Rebecca Knight, Harvard Business Review. Greg Iacurci, CNBC,JUN 1 2022,

Recruitment Solutions

admin — Wed, 07 Sep 2022 19:26:00 +0000

Recruitment Solutions

Recruitment solutions include “leveraging hiring trends”. According to Forbes these hiring trends include:

Proactively engaging candidates. With the labor shortage, passive recruiting is less effective than it was prior to the Pandemic. This early recruitment has been done for higher level roles, but not it is needed for a wide range of roles. Connecting with candidates and building a relationship with them will help create a talent pipeline and to address the talent shortage. This requires on going posting and connection with potential candidates.
Seeking to better understand candidate qualifications. This can be done through skills tests or by using behavioral assessments. Better understanding candidates’ values and motivations can help determine if they would be a good fit for your organization.
Offering remote work can also help attract candidates. Remote work is here to stay. It is often perceived as a benefit by prospective candidates. Even taking a hybrid, remote/in office, approach is attractive. These approaches not only attract new candidates, but they can also aide in retention of existing employees. If prospective candidates are choosing from several offers, remote work options can be a significant deciding factor.
Continue to focus on diversity and inclusion. Seeking candidates from new sources and using new methods can improve these efforts.
Use data in recruiting. It is helpful to analyze what sources of candidates have been most successful and to have a sense for other demographic or psychographic traits of recent hires. This type of data can help the screening process as well as to help target sources of candidates.

Hire Outcomes HR works with organization to develop pipelines of health care professionals to help keep your organizations fully staffed. We use the recruitment solutions mentioned above to leverage hiring trends as part of the recruitment process. For more information, go to https://www.hireoutcomeshr.com/

Source: Forbes, Eric Friedman, 2/15/2022

Problems in healthcare

admin — Tue, 02 Aug 2022 18:44:07 +0000

Problems In Healthcare

Problems in healthcare include nursing home staffing and recruiting. We regularly review the status of hiring and recruiting in health care. This article is from a Greater Minnesota news source and talks about health care problems as a broken system.

It is concerning that nursing care facilities are struggling to hire and to keep pace with competitive wages and schedules. As a recruiting organization, Hire Outcomes HR seeks to help hire the needed staff for these facilities, but it will take more effort to change the current situation.

‘The system is broken,’ nursing home expert says of staffing shortages

By Renee Berg rberg@mankatofreepress.com

Jul 31, 2022

Greater Minnesota area nursing homes continue to struggle with staffing shortages, leaving patient beds empty because they don’t have the care team to provide for a full facility.

Among the states reporting the most widespread staffing shortages is Minnesota — where 69 percent of nursing homes say they don’t have enough caregivers, according to a recent New York Times article. Minnesota has a higher-than-average share of nonprofit facilities that depend on Medicaid and Medicare reimbursements, which the industry says have not been adjusted for their increased cost of operations.

“Like most businesses in the area, we are in need of staff,” said Teresa Hildebrandt, executive director of St. Peter’s Benedictine Living Community. “We haven’t fully recovered from pre-COVID numbers. We still have openings in all our departments.”

“I heard that it’s an employee’s market. There are lots of job opportunities out there for them. It is very competitive, even among long-term care providers. We’re all looking for the same people — licensed nursing and certified nursing assistants — and right now they are in limited supply.”

About 5 ½ years ago, her facility had 150 staff, but now that’s down to 100. Some staff members retired, others moved away, and some were college students who graduated.

The Benedictine Living Community has a 79-bed skilled nursing facility and a 46-unit assisted living facility. Due to a lack of staffing, beds are unfilled, Hildebrandt said.

“That’s a common theme across skilled nursing providers,” she said. “The problem is so extensive that we are not admitting people into our settings because we don’t have enough staff to take care of them,” said Patti Cullen, president and CEO of Care Providers of Minnesota, based in Bloomington. “We had about 23,000 open positions during our last survey, and that hasn’t gotten better. The survey was done in April.”

The industry saw flocks of workers leave their posts during the pandemic, as mothers with young kids opted to stay home when schools were closed.

“They didn’t all come back,” Cullen said. At least 75 percent of nursing homes are limiting admissions because of staff shortages, she said. In some facilities, entire wings are closed, and staff is declining hospital referrals.

According to the Minnesota Department of Health, “we can confirm facilities have not filled their beds due to unavailable staff and are not taking admissions.”

“We have already heard from health systems that they have people in the hospital waiting to be discharged into our settings,” Cullen said. “It’s of concern to the health department because we want to make sure beds are open for people who need them.

“Until we can get our staffing shored up, we won’t be able to admit people because you can’t admit people you can’t take care of. We think the system is broken. When you have open beds, it means your finances are cycling down the drain. You’re not getting money in,” she said. “We are still paying for gowns, gloves, masking and testing. COVID still exists in our settings, and those costs are no longer covered by any federal assistance. I think the increased cost is leading some facilities to close. We estimate that there could be up to 40 facilities closing in the next year.”

Most of those troubled facilities are in rural parts of the state, where people “can’t find a place to take care of their mom or dad,” Cullen said. The competition for skilled staff is particularly tough in southeastern Minnesota, in part because Mayo Health System gobbles up workers with higher wages and better benefits than long-term care facilities can afford to provide for their staff, she said.

“We love having them here, but they take our workers,” Cullen said.

Recruitment Process

admin — Thu, 14 Jul 2022 19:47:03 +0000

Recruitment Process

Recruitment process steps in 2022 are important to understand. Many talent acquisition leaders have found that traditional recruiting methods such as advertising on job boards and holding hiring events aren’t yielding enough of the right candidates. However, there are many steps that can be taken to address these recruiting process issues including:

Expanding job branding and marketing efforts through social media platforms
Broadening the candidate search to larger search areas
Outsourcing recruiting efforts to a staffing or recruiting agency
Hiring external support such as Recruitment Process Outsourcing (RPO) companies or independent contractors to boost recruiting bandwidth

Since Hire Outcomes HR is a recruiting agency for health care, we would love to have health care employers improve their recruiting process by hiring us. But we think it is also important to consider how to expand job marketing and employer branding efforts through social media platforms. One helpful social media platform is LinkedIn. In our experience, smaller organizations may not do as good a job of creating an attractive work environment and thereby having a solid employer brand to promote to possible candidates.

Being accurate in describing your employee culture is critically important for any organization because a successful hire for an employer and employee requires a good fit for the employer and the employee.

We have found that employers don’t always think about the importance, from an employee point of view. Of having an employer who understands what is important to them.

As stated in a recent Harvard Business Review article, “The last year has forever changed the way employees view and approach work, but one thing holds true: organizations that want to attract and retain the talent they need to move forward must understand the top priorities of their future workforce.” (Harvard Business Review, What your future employees want most, May 2021) The author of this article references a study from his company of how employees prioritized different aspects of a future employer.

Three preferences of future employees were:

Employees overwhelmingly expect flexible options.
Employees want to re-imagine how productivity is measured.
Employees want to work with a diverse team.

With these preferences in mind, organizations need to address how they deliver against flexible options, productivity measurement and diversity. In LinkedIn, organizations can summarize their efforts to improve their employer brand along these three topics. This is just one way to help improve your organizations presentation to prospective employees. We will focus on other ways in future posts.

Hire Outcomes HR helps smaller and mid-sized organizations to compete against big, “brand name” employers for top talent. We can assist smaller organizations to stand out from the competition by communicating the benefits that can help make your organization an employer of choice. Hire Outcomes HR branding and marketing experts can help you develop an employer brand and a marketing plan, for use in expanding your social media presence, if you need help along these lines.

Source: Harvard Business Review, What your future employees want most, May 2021

Nursing Shortage

admin — Tue, 28 Jun 2022 20:12:21 +0000

Nursing Shortage

Nursing shortage continues to raise concerns. Addressing the nursing shortage is important and this shortage continues. In Minnesota, there is a staffing crisis for nursing homes and so far, it is not getting better. According to the Minneapolis, Star Tribune on April 10, there are 23,000 job openings in long term care in the state—roughly one fifth of the industry’s work force. Some facilities have had to limit admissions or are closing.

Recently the Pioneer Press reported that Minnesota medical workers are in short supply with no easy answers. Throughout the United States 1 in 5 medical workers have left during the pandemic. The pandemic has basically wiped-out major gains in MN’s healthcare workforce, leaving Minnesota with a critical shortage. As mentioned above, these shortages have left the long-term healthcare industry in crisis. Some experts compare medical worker shortages to recent supply-chain product shortages during the pandemic. Workers have left grueling jobs at hospitals and long-term care for less taxing work. Issues include early retirement, burnout, and stress. In addition, nurses have lots of job options outside of hospitals. Some nurses describe the situation as having moved from fatigue to despair and are feeling overwhelmed. Mary Turner, president of nursing union, said nurses will return to the most arduous work when they feel safe and supported.

It’s a great time to pursue a nursing career because retiring nurses are projected to leave more than a 175,000 thousand job openings per year between 2019-2029. As the impact of the pandemic lessens, there is still an impact of the nursing shortage. As staffing levels increase, it is expected that there will be an associated improvement in patient outcomes, shorter hospital stays and reduced mortality rate. It is hoped that higher staffing figures will help reduce nurse stress and burnout.

The Nurse Journal reports the following efforts are being made to help address the nursing shortage.

The CARES Act provides additional funding and support for underserved areas. Nurses working in areas with critical shortages identified by the HRSA qualify for training and educational financial aid.
The Nursing Education Loan Repayment Program repays up to 85% of educational loans for nurses who work in qualifying facilities in areas with critical nursing shortages.
Many states offer incentive programs for qualifying nurses, including loan repayment programs, scholarships, and tax credits.
Nursing schools continue to develop partnerships with public and private agencies to increase student capacity.
Public relations campaigns continue to promote careers in nursing.
Facilities are adopting improved staffing policies, higher wages, and other initiatives designed to improve working conditions. For example, some hospitals seek the American Nurses Credentialing Center’s magnet recognition, which supports excellence in nursing and policies for improved patient care and safety.

We are encouraged by these initiatives and believe they will help address the nursing shortage. Hire Outcomes HR offers a suite of recruitment support services to over stretched human resource managers. It improves candidate quality, by screening and engaging qualified candidates with the emotional intelligence to serve patients with enthusiasm and compassion. To learn more please go to https://www.hireoutcomeshr.com/

Source: Minneapolis Star Tribune April 10, 2022, TwinCities.com Pioneer Press Feb. 7, 2022, Nurse Journal May 6, 2022

Internal and External Recruitment

admin — Fri, 20 May 2022 20:50:44 +0000

Internal and External Recruitment

Outsourcing recruitment is one of the most likely HR functions to be outsource. Many smaller companies and organizations are choosing to outsource some or all of their recruitment needs. According to the Society for Human Resource Management, there are “several reasons, including cost savings and the freeing of human resource professionals to focus on more strategic efforts, HR functions are among the services organizations are most likely to choose to outsource. As a result, HR professionals are being asked to identify outsourcing solutions for businesses and guide organizations through vendor selection and management of the outsourcing relationship.”

There are many considerations regarding the choice to outsource the recruiting aspects of the human resource function. As an organization grows, there are likely to be more human resource issues and more recruiting needs. If there is a significant challenge that requires organizational focus, it may be the considering outsourcing recruiting rather that dealing with multiple challenges at the same time makes sense. In particular now that hiring qualified candidates is so challenging, there is a particular need to find external recruitment help. There are a variety of considerations for choosing to outsource, developing an outsourcing agreement, and transitioning in-house to third party management of some human resource functions.

The case for outsourcing is clear for smaller organizations as they may not have had an HR function previously or as the HR function is needed to focus on other strategic issues. The Society for Human Resource Management makes that case that. “The process of deciding whether to outsource HR functions begins with consideration of how outsourcing could help an organization and includes how well positioned HR would be to help the organization manage a transition to outsourcing. It is important to analyze how the company is currently delivering HR and to identify whatever gaps may exist between the organization’s HR needs and HR functions. Employers should also research the outsourcing industry and its trends and analyze how industry trends could affect their organizations.”

This article in SHRM provides a helpful set of considerations that any employer could use to evaluate the question of whether to outsource some or all of their HR functions. These questions are provided below.

When deciding whether to outsource, an organization should be able to answer questions designed to analyze its HR needs, its current HR processes, its business plan and its outsourcing options such as the following:

Can HR handle outsourcing without disrupting the current operation?
Do HR staff members have the time and experience to deal with outsourcing?
Is the HR department sufficiently staffed to manage the outsourcing relationship?
Is HR providing excellent service with existing staff and processes? Is HR meeting all the organization’s needs?
Most importantly, will the CEO and top management team support and pay for an outside vendor?
Does the company have a clear mission and vision? Have company values been established?
Does the situation merit outsourcing?
If so, what type of outsourcing solutions would best fit the situation?

In addition, it is important to know the ways in which an outsourcing arrangement can fall short of expectations and to mitigate such risks.”

A separate article will address the risks of outsourcing and ways to mitigate these risks.

In our blog, we have summarized the transitional considerations and some ways to outsource specialties of the HR function. We are an external recruitment company that help our clients review their hiring needs and the strategic value of the roles that need to be filled. The purpose of this analysis and review is to help determine if outsourcing the recruitment process is a good fit for your organization. We have developed a hiring assessment tool that helps in this review. To see this hiring assessment tool, please go to https://www.hireoutcomeshr.com/hiring-assessment/

We believe that if organizations focus on quality and effectiveness metrics, cost effectiveness and efficiency will follow. Measurement of speed (time to fill) and cost (cost per hire) are worthwhile measures, but they will not reveal the impact that hiring decisions have on organization outcomes and success.

Source: Outsourcing the HR Function (shrm.org)

Nurse Midwife Benefits

admin — Mon, 11 Apr 2022 20:37:38 +0000

Nurse Midwife Benefits

Nurse Midwife benefits are viewed positively by both the professional nurse midwives and their patients. According to the American Pregnancy Association, having many benefits. “Midwives are health care professional who provides an array of health care services for women including gynecological examinations, contraceptive counseling, prescriptions, and labor and delivery care. Providing expert care during labor and delivery, and after birth is a specialty that makes them unique. They often function as both a quality and economical option for birthing care. They usually offer payment plans and sliding fees and are willing to accept most insurance plans including Medicaid.”

The public does not always understand that “Midwives are qualified health care providers who receive comprehensive training and must pass an examination to become certified. Certification ACNM and the North American Registry of Midwives (NARM). The practice and credentials differ throughout the United States.” We thought it might be helpful to summarize the types of Midwives that exit and the type of training they have. Below is a list of the types and qualifications.

Certified Nurse-Midwife (CNM): a midwife trained and licensed in nursing and midwifery. Nurse-midwives should have a BSN (Bachelor of Science degree in Nursing) from an accredited institution and then pursue an advanced degree (Master’s degree) in Midwifery. CNMs are certified by the American College of Nurse-Midwives.

Certified Midwife (CM): an individual trained and certified in midwifery. Certified midwives must have at least a bachelor’s degree from an accredited institution. They are also certified by the American College of Nurse-Midwives.

Certified Professional Midwife (CPM): an individual who is trained in midwifery and meets standards of the North American Registry of Midwives. Multiple educational backgrounds are recognized to become a CPM.

Direct-Entry Midwife (DEM): an independent individual trained in midwifery through various sources that may include apprenticeship, self-study, a midwifery school, or a college/university program.

Lay Midwife: an individual who is not certified or licensed as a midwife but has received informal training through self-study or apprenticeship.

Although being a midwife can be challenging, it remains true that “Midwives have a passion for women’s healthcare and want to extend their knowledge to their patients.” Although Midwifery is experiences some of the same labor shortages as other nursing professions, Nurse Midwife is ranked #24 in the best health care jobs. Overall employment of nurse anesthetists, nurse midwives, and nurse practitioners is projected to grow 45 percent from 2020 to 2030, much faster than the average for all occupations.

There are many reasons for those interested in nursing to become a Nurse Midwife and there are many opportunities for meaningful careers. In addition to seeing a healthy baby born into the world, there are financial and personal rewards for Midwives. These include interaction with patients, last relationships with patients, wide range of practice environments, level of autonomy and responsibility, relatively high levels of job satisfaction and overall high employment rates.

Hire Outcomes HR understands the challenges faced by health services organizations. We can help you by working together to source and recruit the right professionals to improve satisfaction for your patients and your employee team.

Source: The Benefits of Midwives | American Pregnancy Association, 2022’s 100 Best Jobs in America | Best Jobs Rankings | US News Careers, https://www.nursingschoolhub.com/reasons-to-be-a-midwife,

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