Hiring Employees Who Fit

Moving forward, my blog will be dedicated to answering questions from healthcare professionals across the country. What’s keeping you up until 3 am? Critically high vacancy and turnover? The aging RN population? The limited pool of minority candidates? This is an opportunity for recruitment Healthcare professionals to ask questions about recruitment, retention, sourcing and any other thing keeping you up late at night. We will draw a question every other week to answer. Start sending your questions now to: askgreta@tmp.com

As one of my first “Ask Greta” questions, Jack Tindal, EVP and Chief Compliance Officer for MedAssist, Inc., a company with offices nationwide, wrote and asked:

“I’ve just taken over responsibility for a temporary staffing company in California and I am experiencing challenges in not only hiring but retaining these employees. For our regular employees we have recruitment and retention under control. Are there any secrets to hiring and retaining employees who enjoy working in a variety of environments as opposed to the same office every day?”

The short answer, Jack, is “Yes”.

People who thrive in the temporary working world are usually Generation X, male and someone who views their job as just a part of who they are—not all of who they are. Baby Boomers tend to live to work, define themselves by what they do and they often find their social life on the job. Not conducive to temporary assignments. Gen Ys are also often a good fit for temporary assignments, but they are “pleasers” to the parents and grandparents who devoted so much to their upbringing and working in a “real” job sounds more settled.

Of course there are lots of differences in the generations and the people who comprise them so the generation they present in, is not a perfect indicator. Nonetheless, when hiring for a temporary staffing firm, remember you need people who enjoy independence, uncertainty, new challenges and who are enterprising. A solid social life outside work is also important.

In terms of retaining them, over communication is the answer. People who are out on their own, need to know what is going on or they tend to fill the void with negativity. “What is wrong?” “Why hasn’t my boss called?” “Doesn’t he/she think I’m doing a good job?” In actuality we tend to not communicate with the best employees because they aren’t squeaking. Then, we are surprised with a resignation.

Remember to make everyone feel special, listened to and appreciated. Tell them that–often. Know what is important to them individually and do everything you can to keep them settled.

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Thomas Delorme
Written by Thomas Delorme

VP, Digital Products & Strategy

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