Creating a successful healthcare IT training strategy isn’t easy. You spend weeks and sometimes months identifying critical knowledge gaps, identifying the right training formats, and establishing a budget that ensures ROI. What comes next, though, it perhaps the most challenging aspect of training — attracting, identifying, and hiring the right trainers to execute your strategy with care, tact, and enthusiasm.
At HealthTek Global, we understand that even strategies with generous budgets and advanced delivery formats will fall flat when in the hands of the wrong healthcare IT trainer. That’s why we’ve spent over 10 years helping healthcare leaders not only create better training strategies, but also ensure that they’re in the hands of experienced and effective trainers. How do we do it? Simple: an effective and time-tested process that weeds out under performers and elevates training all-stars. Here’s how it works:
Step one: phone screen
Any recruitment strategy worth its salt will include some type of initial phone screen — but truly effectively initial screenings have to answer very different types of questions. Rather than simply asking the point-in-time basics (“why are you interested in this job?” or “why are you looking for new opportunities?”), the goal should always be to better understand a prospective candidate’s career story. That’s why we at HealthTek Global approach phone screens differently. It might sound trivial, but how an applicant defines and describes their career trajectory to date gives us insight into a very important trainer competency: storytelling. The ability to weave together events in a coherent and engaging narrative is a critical part of keeping learners engaged. Plus, this stage of the interview helps us see a candidate’s accomplishments as well as failures (and how they reacted to them), plus as a good idea of why they are interested in HealthTek Global specifically. From here, we can best match their skills and abilities to our clients’ needs.
Step two: Cultural Fit Assessment
Did you know that only 32% of working adults in the US report being “fully engaged” at work? This finding from a recent Gallup survey illustrates how a vast majority of working Americans are not actively committed to or passionate about how they spend a majority of the waking hours each week. That might not sound like a problem, but it certainly is. In fact, disengagement at work directly impacts productivity, team morale, and retention. So what’s the antidote to poor employee engagement? In a word, culture. Culture isn’t just about whether or not colleagues will want to eat lunch together or get drinks after work — culture impacts the way in which a team makes decisions and solves problems. Having the right cultural fit in a new hire promotes better engagement, enthusiasm, and dedication to your organizational goals. That’s where our comprehensive cultural assessment comes in. This proprietary digital questionnaire includes general questions regarding a candidate’s demeanor and work ethic, along with 5-7 role-specific questions that identify the “soft skills” we believe are critical to training success.
Step Three: Technical Aptitude Assessment
According to a CareerBuilder survey, nearly 75% of recruiters have caught applicants lying (or at the very least, grossly exaggerating) about their skills or experience on a resume. It’s no secret that applicants often tell little white lies in order to appear more qualified than they
actually are — but it poses a unique challenge for hiring managers on the hunt for candidates that possess both technical and “soft” skills. This is why we always include a technical aptitude test as part of the early recruitment process, which assesses a candidate’s technical abilities as well as verbal and business acumen. Our digital assessment includes questions that determine a candidate’s programming, math, and verbal proficiency as well as their approach to time-sensitive problem solving — which easily weeds out applicants who aren’t particularly forthcoming on their resumes.
Step Four: Face-to-Face Interview and Behavioral Assessment
Any industry leader will understand just how important body language is for virtually every workplace interaction — but fewer understand the nuances that go into a person’s nonverbal communication style (re: their body language). While just about everyone will appear to be more confident and charismatic when given plenty of time to rehearse and refine their delivery, trainers often do not have this luxury in a classroom setting.
This is why we always include a behavioral assessment in final interview phases. Candidate’s are invited into a room with a small group of people (usually between 7 and 10) and asked to choose a topic on which to present a short “How To” presentation with just two minutes of prep time.
This gives us unprecedented insight into a candidate’s ability to command a room and create value “on the fly”. Plus, it provides a very accurate representation of a candidate’s natural body language since it hasn’t been influenced by training, practice, or rehearsal. This presentation is coupled with a brief, 12-question written assessment completed either before or after the presentation.
Step Five: Reference Review
Last but not least is reference review — an often-overlooked but critical part of the recruitment process. Though many modern recruiters consider professional references “out of vogue” or old-fashioned, references can actually provide critical insight into a person’s history and track record.
While most recruiters will only require one or two professional references from colleagues, we require that each applicant include at least three references with at least two from a former supervisor. This helps us understand how a candidate will perform over the span of many months or years, which is often not accurately represented on a resume or even during behavioral assessments. Plus, this gives unique insight into how agreeable an applicant will be (which can have a considerable impact on their teamwork and job performance).
A Winning Strategy for Winning Results
Attracting, identifying, and hiring the right healthcare IT trainers to help bring your training strategy to life isn’t easy — but it’s not impossible.
Our comprehensive approach to HIT trainer recruitment allows us to determine with 99% accuracy whether or not a candidate will be a top performer. Since just a single bad hire can cost your company upwards of $10,000 for a mid-level position (according to a CareerBuilder study), this can mean the difference between ROI success or failure.
Don’t leave your training strategy to chance. Partnering with a trusted HIT recruitment leader like HealthTek Global can not only save you frustration, time, and energy down the line — it can save you money, too.