Improving Healthcare Recruiting Practices Can Reduce Risk and Mitigate Liability

Healthcare Recruiting Best PracticesThe best defense against potential litigation created by a healthcare employee takes place during the recruitment process, before the candidate ever sets foot in your facility.

Finding and hiring the best candidates in highly specialized and litigious industries such as healthcare requires a specific methodology beyond general recruiting practices. A poorly vetted hire can become a liability nightmare.

In addition, because the hire has received his or her education and training elsewhere, this creates uncertainty and means that additional due diligence is required during the recruitment process.

But there are proven effective methods to find, hire and retain the best healthcare talent to best fill positions and help mitigate potential risk. These tools include utilizing niche healthcare job boards, updating recruitment and retention practices, and expanding background checks.

Recruit Superior Talent from Niche Healthcare Job Boards

Why niche job boards are so effective in identifying and obtaining top talent is inherent in the quality of the candidate pool. Niche healthcare job boards attract candidates who are skill-set specific which gives you, as an HR professional, a direct pipeline to a concentrated pool of candidates who are dedicated specifically to the healthcare industry.

These qualities can help to lessen your exposure to liability because the new employee is only new to your company, not new to the responsibilities they will carry out.

Use Technology to Boost Information Gathering Pre-Hire

Increased employee turnover means increased exposure to risk. Because of this it’s estimated that three-quarters of companies plan to alter their strategies on managing the recruitment and retention policies this year. And beyond new employee risk factors is the huge cost of replacing even a single healthcare employee, like an RN, as opposed to retaining that employee.

Recruiting has gone mobile and interactive which can not only save time and money but can also help to reduce future risk of lawsuits. The more interaction prior to hire, the more information you have and the better assessments you’ll be able to make regarding new hires.

Video interviews and mobile recruiting shows candidates that you communicate on their level while, again, giving you even more personal information to make the most educated decision on whom to hire. Better matches mean happier employees who don’t jump ship. Embrace technology, it’s on your side.

Expand Background Checks to Mitigate Risk

Legislation passed regarding the protection and care of patients being treated by healthcare workers varies from state to state. From FBI background checks to employment verification to certifying levels of professional proficiency, when recruiting healthcare workers digging deeper is always a good thing.

Remember that any database search information you receive on a candidate is only as good as the information the database contains. Old information, missing facts and other discrepancies are common and may be used against you in future legal actions due to your hire’s negligence.

This is why it is so important to increase your due diligence such as extending criminal background investigations beyond basic FBI fingerprint and background searches for example. By adding local municipality searches you are receiving more current information that can help you ferret out questionable hires during the recruitment process. You can eliminate the lawsuit before the event occurs.

Recruiting To Reduce Risk

Beyond the benefits, compensation packages, recognition, flexible schedules, etc., the best healthcare candidates will want a workplace where he or she isn’t going to be put in a professionally compromised situation due to a fellow employee’s negligence. By taking the steps to recruit an accountable, professional staff from square one you can help to mitigate your risk and limit exposure to liabilities.