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This is the Froedtert There are five hospitals, almost 2,000 doctors, and more than 40 health centers and clinics in eastern Wisconsin that are part of the network. The organization employs 13,500 people. Mark Farrell, Executive Director of Talent Delivery at Froedtert Health oversees about 3,000 hires a year.
Froedtert Health has had to become more flexible in recent years because of more competition for healthcare workers. To meet its hiring goals, it has turned to technology and raised the education and expectations of its leaders.
“We need to keep getting good candidates interviewed quickly and cutting down on the time between interviews and offers.” The speed at which you need to make decisions has become so critical,” said Mark. They expect us to move quickly and let them know where they stand in the selection process because they have a lot of options.” ”.
Froedtert Health used a mobile-enabled voice interview screening tool for entry-level jobs at the beginning of the hiring process. Use of the tool was subsequently expanded to registered nurse positions. A recruiter still looks over the interviews, but the tool makes it easier to manage schedules and lets candidates interview after hours, which saves time. Mark said, “Fifty percent of candidates choose to work the interviews around times when we’re not usually in the office.”
Froedtert Health takes a multi-pronged approach to making better selections. For culture fit, Froedtert Health’s initial screening questions cover company values such as dignity and respect. For interviewing, leaders receive unconscious bias training and are encouraged to take behavioral interview training. Finally, Froedtert Health offers “job shadows. Leaders show candidates where they’ll be working and what their days might be like during the interview process by walking them around the building. “Job shadowing gives the leader an idea of how the candidate might interact with patients,” said Mark. “It also gives a realistic job preview to the candidate. ”.
Leaders across the company are empowered to make on-the-spot offers which is facilitated by an environment of trust. “A high-functioning recruiter-manager relationship drives down that interview-to- offer ratio,” said Mark. “The recruiter can find the right person for the job because they know what the manager wants.” ”.
Froedtert added a new wing to its biggest hospital in 2019, which meant that it had to hire 250 registered nurses. Mark’s team worked closely with leaders to talk about how to do such a large-scale hiring process. For example, they talked about how important it was to hire quickly and make offers right away. “We needed leaders to understand the urgency of making decisions,” he said, “And we crushed our goal. ” But maintaining that momentum proved to be harder. After the initial hiring push, Froedtert Health saw a drop in the number of hires and an rise in the number of open positions. Mark’s team went back to managers with data and reinforced the need for accelerated hiring processes. Leaders quickly understood “the why” and adopted the processes as the new norm.
Froedtert Health knows how important it is to offer a competitive total compensation package to potential new hires in order to seal the deal. Like all organizations, it stays current on salary trends regionally and nationally through participating in salary surveys. To make sure that the whole package meets the needs of the staff, Froedtert Health asked a lot of staff what benefits are most important to them. As a result of the survey results, the medical and dental plans now offer more choices. There is also an emergency backup program for child and elder care, and an existing health club utilization reimbursement program has been expanded.
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HEALTHCARE Interview Questions and TOP-SCORING ANSWERS!
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