Beneficial outcomes are the goal of all healthcare endeavors, including the hiring process. Just like using informatics to guide beneficial patient outcomes, evidence-based hiring strategies use evidence from organizational psychology research to scientifically identify the factors most likely to lead to positive outcomes for employers. This can ensure healthcare teams are staffed by professionals who are the best equipped and motivated to further organizational goals.
This article will help you answer the question, "What is evidence-based practice in hiring?" with an overview of the strategy. Our recommendations and examples of evidence-based practice in hiring will also help ensure you're ready to optimize your hiring outcomes.
What Is Evidence-Based Hiring?
At a baseline, evidence is the information used to support a decision or a belief. When used in the hiring process, it means that the managerial team is taking a measured approach to hiring by employing methods proven to be the most effective. This approach differs from the standard recruitment process, which too often boils down to decisions based on first impressions, non-job related rapport, and gut feelings.
How Does Hiring Based on Evidence Benefit Healthcare?
The benefits of utilizing evidence-guided hiring processes are multifold. Let's review a few of the key benefits below.
| Benefits of an Evidence-Based Approach to Hiring | |
|---|---|
| Promotes workplace diversity | Basing hiring decisions on data limits theeffects of unconscious biases, promoting diversity which can lead to more innovation and a healthier, more inclusive work environment. |
| Enhances team dynamics | Hiring that is guided by a focus on outcomes rather than subjective feelings is more likely to lead to a shared organization-focused approach, whichenhances team dynamicsand productivity. |
| Improves patient outcomes | Effective teamworkyields better patient outcomes. By creating teams that are assembled based on evidence and research, patients are positively impacted. |
| Reduces staffing turnover | By utilizing data, interviewers are better equipped to assess for fit andreduce later turnover. This leads to better long-term staffing for the gaining department or facility. |
| Boosts regulatory compliance | Hiring decisions guided by data avoid discrimination andmaintain federal compliancewith fair, equal-opportunity approaches. |
Evidence-Based Hiring: 5 Best Practices and Examples
As research continues to expand our knowledge of hiring practices that lead to the best outcomes, evidence-based strategies will also evolve. Here are some current best practices and evidence-based hiring examples that may benefit your healthcare organization.
1. Keep Language Inclusive, Specific, and Objective
Language cloaked in jargon and subjective preferences have repeatedly shown to widen disparities among applicants within a hiring pool. Many studies demonstrate that using subjective qualification standards and gendered language can lead to demographic imbalances in recruitment.
Examples:
- Avoid accidental biases by utilizing templated, expert-vetted job descriptions to ensure consistency and promote inclusivity.
- Broaden access by using many different communication pathways. Utilizing social media to advertise jobs can increase recruitment among younger generations.
2. Conduct Blind Resume Screenings and Anonymize Applications
Research has demonstrated that significant bias exists around names which are perceived to be associated with a specific racial or ethnic minority. By anonymizing resumes, hiring teams can improve the diversity of a candidate pool, offering institutions a greater array of experiences and perceptions to choose from.
Examples:
- Anonymize resume screenings and use technology (where appropriate) for documentation screenings. Research has demonstrated that many candidates view recruitment strategies that incorporate AI favorably.
- Consider removing personal identifiers from all candidate evaluation information so that reviews remain impartial and free of unintentional bias.
3. Be Aware of Stereotype Threat During Interviews
Studies have shown that signaling a participant's belonging can help reduce anxiety, improve performance, and encourage a more diverse candidate pool. Encourage belonging and comfort with questions that reaffirm a candidate's values. They're not only a great way to assess whether a candidate aligns with the organizational mission, but can also narrow performance gaps on assessments.
Examples:
- Start interviews with a question about the candidate's values and why the job is important to them. This data-backed prompt can help encourage candidates who may suffer from stereotype threat, allowing them to have a better interview experience.
- Utilize pre-determined, expert-vetted interview questions to ensure the process remains fair and free of unintentional biases.
4. Standardize Evaluation Materials
While appraising a candidate for fit, research warns that hiring managers will often select a candidate who aligns with their personal preferences rather than organizational values. By utilizing a standard scoring rubric alongside structured, pre-determined questions, interviewers are better able to support diverse hiring practices.
Examples:
- Utilize expert-vetted candidate evaluation forms during interviews and candidate assessments.
- Score standardized rubrics immediately and in-situ to avoid the proven risk of memory distortion.
5. Review Candidate Assessments Jointly or in Batches
Evaluating candidates one at a time has shown to correlate with gut-instinct hiring approaches. By reviewing candidates jointly or in batches (dependent on facility protocol and hiring staff availability) selection committees are able to make more reasoned choices.
Examples:
- Include evaluation meetings as one of the last steps of the hiring process, and review blinded evaluation rubrics by comparing scores rather than reviewing each form separately and sequentially.
- Consider collaborative hiring models to ensure decision-making is free of bias and focuses on the needs of the organization.
Ready to Put These Best Practices to Use?
Armed with an evidence-based hiring strategy to ensure you choose the perfect fit for your team, your next step is finding quality candidates. Let Credenza make the search a breeze, with access to over 1 million qualified professionals who are ready to apply.