Nearly eight in 10 healthcare businesses admitted to making bad hiring decisions in 2012, according to a new survey from CareerBuilder. "Bad hires," as defined by the survey, included employees who produced low-quality work, didn't work well with others or had immediate attendance problems, according to a statement.
The top reason cited by healthcare hiring managers for sub-par recruiting was the need to fill an open position quickly, and most of the 276 survey participants estimated they paid a heavy toll for doing so. According to Healthcare Finance News, 39 percent of healthcare businesses surveyed estimated the cost of a single bad hire was more than $25,000, while 22 percent said it cost their organization more than $50,000.
To minimize the expense and frustration of bad hires, the most important step for companies is to take the time to go through a thorough hiring process, Jason Lovelace, president of CareerBuilder Healthcare, told HFN. "Speed will kill you," he said, adding, "an open position is better than a bad hire."
One strategy that may help hiring managers learn more about candidates quickly is to solicit video resumes, suggested Josh Tolan, CEO of video-based hiring network Spark Hire, in a recent column on Huffington Post. Getting to see candidates' on-camera personalities and communication skills may help root out individuals with negative attitudes (cited by 59 percent who said they made a bad hire) or who received complaints from customers (44 percent).
And thanks to the proliferation of simple web-conferencing technology, virtual interviews are another alternative to in-person interviews, providing a cheaper, more convenient and greener alternative to the traditional approach of flying multiple doctors out to visit your practice.