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6 Tips to Avoid Costly Hiring Mistakes
6. Reap the Rewards of a Formalized Assessment Methodology
All healthcare organizations utilize some form of assessment in executive selection decisions to determine which candidate they believe is the most effective, capable, and competent. In its purest sense, assessment should be quantitative and contain a measurement factor that can be used to impartially judge candidates. In reality, however, assessment can be overly influenced by chemistry or gut instinct, threatening the validity and reliability of the selection process.
By carefully defining executive leadership competencies and utilizing behavioral questions during the interview process, interviewers can gain better insight into candidates’ qualifications, experience and fit. Armed with concrete data rather than with speculative information and superficial impressions, organizations can improve their odds of selecting the right leader for the job ? and avoid the high-priced consequences of a high-level hiring error.
Carson F. Dye, FACHE, is senior vice president with Witt/Kieffer. He may be reached at 419-824-9270 or at carsond@wittkieffer.com.
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Comments are moderated. Please be patient.
Diana B. Christiansen (9/26/2010 at 10:56 AM)
And, expand the cost to all the disappointing mistakes hiring nurses and other healtcare employees. The assessment methodology, behavioral interviewing techniques and asking for a simple upfront "task" can weed out an enormous number of unmotivated and unqualified candidates. The hiring process is the most important part of "Talent Management"!