Attract and Retain Nurses to Build Your Culture

March 1, 2017

Our Agenda

• Nursing challenges

• Creating and sustaining culture

• Talent strategies that:

• Attract the right candidates

• Improve retention

• Support your culture and brand

• Discussion/Q & A

Our Speakers

Kristen DesPalmes,

Director of Employment Strategy, DaVita

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

Nursing Challenges

• The move to value-based payment methodologies

• New care delivery models

• New expectations

• Are new nurses prepared/confident?

• Staffing shortages

The Role of the Talent Team

BUILD A WORKFORCE THAT IS

… and that will stay!

D E P E N DA B L E

C O M PA S S I O N AT EI N N OVAT I V E

PAT I E N T F O C U S E D

E N G A G E D

A DA P TA B L E

Turnover

2016 National Healthcare Retention and RN Staffing Report, NSI Nursing Solutions

81.8% say retention is a “key strategic imperative”

Only 51.5% have a formal retention plan

H A R D C O S T S5 8 , 4 0 0 P E R R N5 - 8 M / Y E A R P E R H O S P I TA L3 7 3 , 2 0 0 P E R % C H A N G E$

17.2%2015 RN

TURNOVER

Turnover – No Silver Bullet Solutions

TurnoverDNA

20%

30%50%

Personal Drivers

External Drivers

Internal Drivers

What Drives Turnover?

Your Goals

• Find, keep and develop the right people

• Move basic HR metrics, but also:• Impact organizational success . . .

• Build the culture you envision

• Higher levels of innovation

• Increased production and financial performance

• Improved employee retention

• Heightened ability to recruit great people

• Higher levels of engagement

• A better patient experience

Compounding the Problem

• 62% of nurses are 54 or older, and considering retirement

• High rates of lateral violence

• Unprecedented burnout

• A traditional “silo mentality” with barriers to collaboration just when multi-disciplinary teamwork is most important

“Unless we do something about overworked, stressed staff, we won’t be able to meet the increasing utilization demands, let

alone provide an outstanding patient experience!”

Donna Katen-Bahensky

It All Starts with Attraction

Customize your recruiting efforts and message to reflect your brand

Understand the role of realistic job preview videos in the recruiting and selection process

Implement a Nursing-specific “fit” assessment to support your culture and behavioral values

CUSTOMIZE YOUR RECRUITING EFFORTS AND MESSAGE TO

REFLECT YOUR

Branding for Influence – RN’s

A Nurse Selection System that Reflects Your Brand

RN Fit Finder(Modality Preferences)

RJP Video Top 3(Patient, Team & FA

perspective)

Knockout ?’s(per Modality)

Apply/Assess (Predicts fit/retention)

HM Top Talent (Recruiter Screened)

HM Interviews(Intv Grid)

Team Interview/Job Shadow

(Intv Grid)

Benefits of Realistic Job Preview Videos

•Inspire Candidates with Moving

Stories

•Share the Good and the Bad with

Candidates•Strengthen Brand

•Screen Out Candidates who are likely not a

Good Fit

Enhance New Employee

Commitment Reduce Turnover

DaVita RJP Video

A NURSING-SPECIFIC “FIT” ASSESSMENT TO SUPPORT OUR

CULTURE AND BEHAVIORAL VALUES

The Purpose of Any Selection System

REDUCE A LARGE NUMBER OF APPLICANTS TO A FEW QUALITY CANDIDATES

FAIR & EFFECTIVE PROCESS

Consistency & objectivity increase legal defensibility

Assessments increase the odds of making a better hiring decision

POSITIVE CANDIDATE EXPERIENCE

Job-relevant

Face-valid

User-friendlyDevice-agnostic

SET RECRUITERS & HIRING MANAGERS UP FOR SUCCESS!

Assessment reports provide meaningful

information on which to make a

progression decision

Benefits of Assessments

Important Considerations

• Clearly define your goals

• Configure the assessment to align with these goals

• The right tool for the job (industry/job-specific)

• Implementation strategy is key!

Overview

COMPETENCIES

ADAPTABLECOMMUNICATION

DEPENDABLEPATIENT FOCUSQUALITY FOCUS

SAFETYTEAMWORK

JOBPREFERENCES

LEADERSHIPINDEPENDENCESCHEDULE FLEX

VARIETYPATIENT TIME SHIFT

PREFERENCES

DAYNIGHT

ON CALLROTATING

Work-related Preferences

COMPETENCYMEASUREMENT

Beyond Basic Personality Testing

COMPETENCYMEASUREMENT

Biographical Data

Behavioral Statements

Personal Beliefs

Situational Judgment

CompetencyMeasurement

• Configurable

• Allows the talent team to focus on candidates most likely to fit the culture

• Helps the hiring manager target the right behaviors during the interview

NurseFit Sample

Results

Candidates who score in the top

80% are

3.2xmore likely to be

rated as top performers

Candidates who score in the top

20% are

6.5xmore likely to be rated as above

average performers

Results

Turnover

5.6%8.0%

10.0%12.1%

14.6%19.0% 20.9% 20.7%

17.6%13.3%

7.8% 7.1%6.4%

9.4%12.3%

15.5%

18.7%

21.7%24.7%

27.1% 29.8% 32.6%35.1% 36.9%

0%

10%

20%

30%

40%

50%

60%

30 60 90 120 150 180 210 240 270 300 330 360

% T

ERM

ED S

INC

E H

IRE

DAYS SINCE HIRE

% TERMED SINCE HIRE: ASSESSED VS. NOT ASSESSED RN'S

Not Assessed

Assessed

19% IMPROVED 1-YEAR RETENTION 5x

MORE STAYING POWER FOR RNs HIRED WITH

ASSESSMENT

5.205.32 5.10

4.405.06 4.66

APPLICANT REACTIONS S T R O N G LY A G R E E ( 6 ) T O S T R O N G LY D I S A G R E E ( 1 )

If nothing else, you folks have to be the nicest people I have ever dealt with. Even if I do not get picked for the training, you still walk away feeling good about

yourself. That is rare and I thank you for that.

ANNA G | RN

Q U OT E S“This is one of

the BEST TOOLS I have.”

GFA, Michelle P

“I like the QUALITY OF THE REPORTS, this positions us to be successful in the

future.” ROD, Odyssey

“The RN assessment is SUPER HELPFUL when

making a hiring decision… really like the tool and how it leads to

a BETTER DECISION CONVERSATION.”GROD, Robert O

“I truly VALUE the NurseFit and WISH IT

WAS ON ALL MY ROLES… love the

interview questions that are tailor made ... It saves me time, too.”

Recruiter, Corrine L

“At first I was skeptical but after screening several candidates I was amazed at the ACCURACY of the tool… The additional time I’m not

screening I can utilize sourcing and building my candidate pipelines to help DECREASE MY TIME TO FILL.”

Recruiter, Whitney N

EASY TO USE! Most Commonly Heard from FAs

Discussion

Q & A

DaVita RJP Video

To learn more, please visit us atwww.selectinternational.com/healthcare

Bryan Warren: bwarren@selectintl.com

Thank you!