MDNews - Minnesota

TREATMENT BEYOND THE OBVIOUS hcmc.org/braininjury ® Traumatic Brain Injury Center Services throughout the continuum of care: Emergency Department, Intensive Care Unit, acute care, rehabilitation and outpatient Evidence-based clinical care Dedicated Pediatric Brain Injury Program for over 25 years CARF-accredited inpatient acute rehabilitation for adult and adolescent brain injury Interdisciplinary TBI Outpatient Program Clinic & Outpatient Therapies located under one roof OVER 80% OF TRAUMATIC BRAIN INJURIES IN ADULTS OVER THE AGE OF 65 ARE CAUSED BY FALLS KNOW YOUR CULTURE ARE YOU PORTR AYING your hospital's work culture in the most effective light? As Jordan Research Consultants notes on its website, recruiting top-tier physicians "requires not only an understanding of organizational culture, but also an understanding of employee cultural fit and integration." The company identifies several ways to leverage your organizational culture for recruiting purposes: + Define the culture by observing employee interaction, and determine if collaborative or individual productivity is prioritized. + Review your core values, daily practices and marketplace reputation to ensure they align with one another. + Ensure your organization provides regular opportunities for staff to formally and informally engage with fellow staff members and the organization. + Evaluate how staff members are kept accountable to core values and recognized for excellence within the organization. + Interview staff members at every level of the organization, asking relevant questions about corporate culture. Time vs. Cost Relying largely on an in-house recruitment team can be cost-effective, depending on the volume of searches a facility conducts each year. Kathy Jordan, President and CEO of Jordan Search Consultants, a Missouri-based search firm, says the estimated break-even point for in-house physician recruitment is 12–15 new searches every year. However, strictly in-house efforts may not reach the full audience of job candidates. "In-house recr uiters of ten do not have t he resources or time to reach out to passive candidates," Jordan says. "Search firms can also screen candidates for fit with the organization's culture. This allows in-house recruiters to focus only on candidates who have been pre-screened by the firm." Some search firms can train recruiters at small hospitals to manage the on-site recruitment process themselves, leaving the firm to focus solely on candidate sourcing. According to Jordan, this can save hospitals money while also reducing time-to-fill by up to 40 percent. ■ M D N E W S . CO M ■ MD NEWS Minnesota | 2 9

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