Nursing Assessments – a Holistic Approach

3 Pre-Employments Assessments that Test the Whole PersonEvery hospital that is participating in the veritable sweepstakes that is the hiring process hopes to end up choosing a winner. As challenging as this can seem, history and research both show that hospitals can easily stack the odds in their favor. The key to doing so is in understanding that people are multi-dimensional and that they bring all of the aspects that make up their “selves” to the workplace.

As hospitals begin to look at their job applicants in a more “holistic” manner, they realize that these applicants are really much more than the mere sum of their abilities. They are, in fact, a combination of skill, ability, knowledge, desire, attitude, personality, and much more. The key to selecting the right ones is to be able to tap into the applicant and gain a “holistic” view of who they are and how hiring them may potentially affect the organization.

While many aspects make up an applicant’s job performance, it is impossible to measure all of them. Thankfully, employers are able to peer into three main aspects in order to develop a profile of who the person is behind the applicant. These three main aspects, which should determine whether an applicant makes the cut when applying for a job with your organization, are:

  1. Can Do – Do they possess the knowledge, skills, and abilities necessary for success?
  2. Will Do – Will they be inclined to utilize that knowledge, skill and ability?
  3. Fit – Will they not only fit into your organization’s culture, but could they even add to it?

In our continuing efforts to provide a more holistic assessment package – that is, one that looks at the “whole person” rather than just at a single aspect or dimension — we have created the Prophecy suite of assessments to offer an extra dimension to pre-hire testing for your clinical positions.

In addressing the “Can Do”, “Will Do” and “Fit” issue presented earlier, this is how it works out:

Aspect Practical Definition Solution Measures
Can Do Does this applicant have the skills and abilities necessary to provide safe and effective patient care? What do they know and what can they do?

Clinical Assessments
by Prophecy

Hard Skills, specifically knowledge, skill and ability
Will Do Is this applicant likely to engage in a way that will be productive? How will this person respond to the rigors of being a nurse?

Situational Assessments
by Prophecy

Soft skills, situational judgment, interpersonal competence
Fit Is this applicant going to be a good addition to our existing team, adding to the chemistry that already exists? Who is the fundamental person behind this applicant?

Behavioral Assessments
by Prophecy

Personality, behavior, attitude, propensity toward anger

In the final analysis, organizations should realize that they are not hiring one part of a person; they are getting the whole package. Therefore, it would be advisable to look at the whole person, evaluating each aspect, so you make the best hiring decision.

Is your organization evaluating the whole person during the hiring process? Would you be interested in learning how Prophecy could help you to make the most of your hiring process? We would be very happy to review these options with you so that you can make the most informed decision about your hiring process.

Please feel free to call or email us at your convenience if you would care to discuss this or any other matter pertaining to Prophecy!

David McParland
877-773-4473 ext. 700
dmcparland@prophecyhealth.com

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Using Prophecy Assessments for Internal Transfers

“Healthcare will generate 3.2 million new wage and salary jobs between 2008 and 2018, more than any other industry, largely in response to rapid growth in the elderly population.”

http://www.bls.gov/oco/cg/cgs035.htm

With hospitals making up roughly 40% of this new job population, there is an increased need in streamlining recruitment efforts to fill open positions. Combine this growing need with turnover rates across the nation, and the picture becomes even clearer of the amount of job openings that hospitals are faced with filling and retaining.

According to the National Healthcare Retention Report of 2011, the turnover rate for bedside RNs in 2010 was 13.8%. An average facility that employs 600 RNs may be challenged with filling up to 83 positions yearly based on turnover rate!

One great way of reducing this turnover rate, while saving recruitment costs is to allow existing employees to transfer to other openings within the facility. Offering available positions to nurses desiring to grow within the organization will not only minimize turnover rates but reduce recruitment costs. This does come with its own unique set of challenges when determining best fit for a particular unit/department.

Question: How can an organization be certain that a 20-year med/surg veteran nurse will provide the same great patient care in L&D?

Answer: By Using Prophecy Assessments!

Prophecy assessments are web-based assessment tools that focus on finding the best fit for each unique opening within the facility. These tools were created not only to allow hospitals to better evaluate new applicants, but also to determine best fit for incumbent staff transfers. Use of the assessments can help ensure that the RN transferring roles not only will provide safe patient care, but will be highly engaged as well as a good personality fit for the new department.

Behavioral Assessments: The Prophecy healthcare behavioral assessments help organizations know if their nurse possesses the fundamental behaviors necessary to complement an organization’s existing good chemistry within a department. There are definitive differences in personality traits between nurses in different departments. A nurse who is placed in a department that is out of line with their personality may experience communication, teamwork, and/or engagement issues never seen in the previous role.

While many healthcare behavioral assessments look at RNs as one job category, Prophecy has done the research and has benchmarked the differences in personality attributes between departments, allowing you to focus on transferring the nurse that will indeed work in harmony in the new department.

Clinical Assessments: Prophecy’s Clinical Competencies will suggest whether or not the nurse possesses the foundational hard knowledge needed to provide safe and effective patient care. Transferring to a new department with no prior experience creates the need for educational opportunities prior to transfer. These clinical competency assessments allow you to test the current knowledge set in any specialty, and pinpoint exact areas for education, saving time and resources on orientation. In addition, with our parallel formats of these exams, you always have the option to retest your nurse post orientation, to ensure that the nurse gained the proper knowledge set in any areas initially lacking.

Using the Prophecy trilogy allows hospitals to make smarter transfer decisions, allowing nurses to grow and explore within the facility, while ensuring that the nurse will both enjoy and be engaged with the new position. 

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