BY MARIANNE DIMOLA
A talent pipeline, by definition, is a group of pre-qualified candidates who have been screened and are considered to be a good fit for your positions.
In theory, this sounds like a great idea. But in the fast-paced and ever-changing world of healthcare, is this possible?
Case managers have been in demand since I started recruiting back in the late 1990s. Nothing has changed; everyone wants experienced case managers, and they are still hard to find.
You can cultivate and care for your pipeline. But when you go to call them, they might have gotten another job, they could have moved to another state, or they may be working at a higher level or even retired. Sadly, they weren’t waiting for you. So, then what is the answer?
What can we do better?
First off, how often do we really go back to that pipeline? When you speak to human resources (HR), are they looking at candidates who have applied for case management positions within the last five years, ones who were interviewed that either turned down the job or weren’t selected? Are they going back to that pool? There’s a pipeline waiting to be cultivated.
But let’s back up a moment. Have we spoken to HR? Do they understand the job? Do you have recruiters who understand what case management is? I have worked with far too many hiring managers where HR hasn’t had the training to understand the job or to know how to interview or attract case managers. I have spoken with HR, and when I asked specific questions about the job, quite a few could not answer the questions. I recommend spending some time with HR to make sure that they understand what a case manager is and what it is you’re looking for in that resume. Otherwise, everyone’s time is being wasted.
Next, let’s take a look at the job description. Does the job description clearly define what the case management responsibilities are? Perhaps add some unique resources available to that job, which can impact their success. Let’s not just give HR the job description. Let’s give them the why, and not the big generic why you want to work here like, “this is a wonderful place and we’re family,” but real tools and resources that will help them enjoy their job more and be more effective. Giving specific information on the team or department’s culture is also extremely helpful in creating “the why” that will encourage a candidate to apply.
Recruitment is the process of actively seeking out, finding and hiring candidates for a specific job or position.
I rarely post job openings, and if I do, it is for the candidates of tomorrow, not today. Usually with a job posting, we get candidates who aren’t interested in the actual job. They are asking if the job they want is available. Some are qualified for other jobs, and we will put them into our database, but many aren’t qualified at all. Does HR have recruiters, or are they only posting ads in the hopes that a great candidate is going to apply? You need to understand their process. If internal recruiters aren’t available, do you have the advantage of being able to work with a recruiting agency that can recruit and advocate on your behalf? The difference of sourcing candidates versus job postings is critical.
Are they being screened quickly, being forwarded to the hiring manager, and is there a response going out to the candidate quickly? All too often, I hear from candidates how they submit their resume with no response. Case managers have many platforms to compare notes. Make sure your company branding is positive. So again, when you’re having that conversation with HR, what is the process when a candidate applies via a portal?
One of my hiring managers put aside two to three hours each week for interviews. That gives the opportunity to either prescreen up to six candidates or have a one-hour interview with three candidates, or even a second interview. This also engaged the recruiters to work on the position knowing that their candidates would be seen quickly and made the candidates feel valued. If your time wasn’t used for interviewing, it gave you time to focus on other things.
Creating positive brand awareness and nurturing your pipeline is a constant and important process. Companies and leadership should post on social platforms displaying employee satisfaction and important benchmarks for the company. The database of candidates should get emails as well.
Have professional development staff sit in on rounds. Educate our bedside nurses as to what information is being looked for during rounds. Observe and assess which nurses are showing talent and may be considered for discharge planning, utilization, quality or CDI, or other positions. Here is where you can start to look at how you want to develop those nurses when they’re ready to leave the bedside and move up within your organization. On the payer side, observing rounds can lead to identifying case managers for growth positions as well. This is also good for company morale!
- Know the job, with each opening re-evaluate the department’s needs, and hire accordingly.
- Do the people working on the job understand the job, resources, and goals?
- Are they job posting or recruiting? Understand the process.
- Is there a quick response to qualified candidates, and is information being shared about the real benefits of working in this department within the scope of this job?
- Is the candidate getting to the hiring manager, and can the hiring manager interview quickly?
- After a candidate has been hired, confirm each person was informed. Make sure any qualified candidates are in the database for future opportunities. Keep a list of the candidates you want contacted with your next opening.
- The candidates sitting in the database should be nurtured and cultivated. Increase brand awareness on social media.
Filling a position with the right candidate is rarely easy. When you have to do it, you do need to make it a priority, so you don’t miss the right one!
Here are few innovative ideas to review:
Northwestern illuminates nursing pathway for nonclinical workers
https://www.beckershospitalreview.com/nursing/northwestern-illuminates-nursing-pathway-for-nonclinical-workers.html?origin=BHRSUN&utm_source=BHRSUN&utm_medium=email&utm_content=newsletter&oly_enc_id=8464C5012234F2S
New Jersey healthcare company introduces upfront tuition coverage for employees
https://www.hrdive.com/news/healthcare-tuition-benefit/711358/
The only US high school inside a hospital
https://www.beckershospitalreview.com/workforce/the-only-us-high-school-inside-a-hospital.html
Marianne DiMola has more than 25 years of experience in healthcare human resources management and career development. Her experience includes branch directorships with two of the country’s leading home healthcare organizations, Bayada Nurses, and Nursefinders. She is a founding member of CMSA’s TriChapter New York Conferences and served as the Executive Director of the New York City Chapter of CMSA for 20 years. In addition, Marianne was one of the founders of Pathway Medical Staffing, a nationally recognized leader providing case management recruitment and retention advisory services, HEDIS staffing and project management. Ms. DiMola was also the Senior Vice President of National Sales and Operations for Medical Staffing Network, Care Management and Vice President of Care Management at Cross Country. Ms. DiMola is currently President and founder of Global Care Management, specialist in care management staffing and consulting. Ms. DiMola presented “Essential Strategies” at the CMSA National Conference and CMSA, NYC Chapter in 2011, Long Island CMSA Conference 2012, “The Secret Victory of Case Managers” at CMSA National in 2013 and in 2023 presented has authored and coauthored, “Essential Strategies to Cultivate Your Career” for the Professional Case Management; Vol. 17/No. 5 and “Next Level Case Management Guide. Co -authored The Great Exodus Hitting Case Management,” CMSA Today, March 28, 2022 and “Successful Tips For Submitting Your Resume In A Digital World,” CMSA Today, Jan 4, 2022, and “Regional Impact of COVID-19 on Acute Case Management Practice.” Ms. Dimola has additional articles published in CMSA Today in 2023. Marianne also serves on the board for EASEL, an animal rescue group.
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