Evidence-Based HiringPractical Considerations

September 26, 2017

A Panel Discussion

Agenda

• Introductions

• What is “evidence-based” hiring?

• Applying these concepts at Lancaster General Health and HealthEast Care System

• Panel Discussion

Laurie Wasko, Ph.D., Healthcare Consulting Manager, Select International

Our Panel

Kurt Stillwagon, Director, Recruitment and Talent AcquisitionLancaster General Health

Tanya Kilts, Manager, Employee DevelopmentHealthEast Care System

Bryan J. Warren, Director, Healthcare Solutions

Evidence-Based Hiring

Lancaster General Health

• Lancaster General Health - a member of the University of Pennsylvania Health System includes the 663 bed Lancaster General Hospital, Women & Babies Hospital, and the Lancaster Rehabilitation Hospital, as well as several outpatient pavilions, Express and Urgent Care centers, and a network of over 300 physicians.

• Designated as a Magnet hospital for nursing excellence four times. LGH has been recognized regionally and nationally for clinical excellence and patient safety; and ranked nationally by U.S. News & World Report as one of the nation’s best hospitals in 2016-17.

LGH’s “Hire for Fit” Initiative - Goals

• Reduce 1st year turnover

• Decrease time to fill

• Contribute to patient satisfaction efforts

• Objectively evaluate whether candidates’ behaviors will be in line with those of LGH

HealthEast Care System

• 7,500 employees and 850 physicians

• Four hospitals and 14 clinics, home care, and a medical transportation center

• Twice named a top 15 U.S. Health System by Truven Health Analytics

• Recently joined forces with Fairview Health Services

Goals of HealthEast’s New Selection System

• Support the desired culture

• Target applicants who are service-oriented, and patient and family focused

• Improve hiring efficiency

• Reduce turnover

• A cohesive organization-wide competency model

• Integrate selection tools efficiently and effectively

• Enhance legal defensibility

The Primary Purpose of a Selection System

REDUCE A LARGE NUMBER OF APPLICANTS TO A FEW QUALITY CANDIDATES

Shifting the Performance Curve

Front Line “Fit” Assessments

Manager Focuses on These Candidates

Efficiency

Employee/LeaderPerformance

Patient Safety

Legal Defensibility Patient Experience

Reduce Turnover

Your Mission

Craft solution that helps you achieve your mission

Broader Goals

The Talent Team’s Challenge

Measuring Program ImpactEA

SIER

TO Q

UAN

TIFY

HARD

ER TO

QUA

NTIF

YThe Measure

Organizational Success

Communicate/Support the Culture

Standardization/Legal Defensibility

Hiring Efficiency

Patient Safety/Quality of Care

Patient/Customer Satisfaction

Time to Fill

Job Performance

Hiring Manager Satisfaction

Candidate Experience

Turnover

The Ultimate goal

Validation studiesHM SurveysCandidate Rx Data

Measuring Program Impact

Looking at 900 nurses across in-patient, clinic, and home health

Measuring Program Impact

2XNURSES PASSING THE ASSESSMENT

MORE LIKELY TO BE PROMOTED

were

19AFTER ONE-YEAR

NURSING RETENTION YEAR-ONECOST SAVINGS

Our Most Recent Validation Study

Outpatient nursing and patient care technician selection system predicts performance, turnover, and patient safety

What Competencies to Measure?

Front Line Service Worker

Clinical Professional

Non-Clinical Professional

Manager/ Supervisor Director/Executive

Accountability Transformational Leadership

Adaptability

Building Organizational CapacityCollaboration

Emotional Intelligence

Dependability

Critical-Thinking

Patient Focus Customer Focus

Quality Focus Results-Driven

Change Management

Learning AgilityDecision-Making

Execution Focused

Example: Healthcare Competency Progression Map

Example of a “Competency Coverage Grid”

Different Selection Process by Level

ATS

Phone Screen/Resume Review, etc.

SFHC Report to Hiring Manager

Level IEVS Worker

ATS

NurseFit Report to Hiring Manager

Phone Screen/Resume Review, Etc.

Level IIINurse

ATS

SALD Report to Hiring Manager

Phone Screen/Resume Review, etc. Identifies

Top 3 Candidates

Level IVNurse Manager

Source Candidates

Level VDirector

Select Interviewing® for Healthcare

Evidence-Based Hiring

Robertson, I.T., & Smith, M. (2001).  Personnel selection.  Journal of Occupational and Organizational Psychology, 74, 441–472.

Hire for Fit: 1st Year Turnover Summary

1st 90 day hires via assessment

1st 1 year hires via assessment

First major group of hires through the assessment hit their 90 day and 1 year mark in FY15 Q4 and FY16 Q3 respectively

Hire for Fit: Time to Fill

Assessment Begins

• 13.06 % decrease in FY15

• 13.68% decrease from FY14 to FY16 Q3

Hire for Fit: Patient Satisfaction

Assessment Begins

Majority of hires through Assessment

Reducing Time to Fill

Hiring Process Efficiency

SELECT ASSESSMENT® FOR EXECUTIVES

SELECT ASSESSMENT® FOR PHYSICIANS & SELECT ASSESSMENT® FOR PHYSICIAN LEADERS

SELECT ASSESSMENT® FOR HEALTHCARE LEADERS

NURSEFIT® & SELECT ASSESSMENT FOR NURSES®

SERVICEFIT® FOR HEALTHCAREALLIED HEALTHFIT®

Assessment Tools

• Both selection and development reports• Health systems often use many of our solutions: Call Centers, Sales,

Professional, Security Roles, etc.

Panel Discussion

To learn more, please visitwww.selectinternational.com/

healthcare

Bryan Warren: bwarren@selectintl.com

Thank you!