Onehealthpro

HEALTH CARE STRATEGIC PLANNING

QUESTION NUMBER TEN:  What are the three most important items on the organizational strategic plan?

Sadly, the individual conducting your interview probably can't answer that question.  And if the interviewer doesn't have the information, it's a safe bet you won't have access to the strategic plan either.  The ten employment interview questions I've identified should give you insight regarding the state of organizational development at your future employer's health care system.  Unfortunately, the response you may receive to these questions is a blank stare and an unwillingness to hire such a well informed job applicant.  The good news is first rate health care systems can answer all ten questions.  If you're considering a job move, take time to assess whether you are improving your circumstances or merely changing scenery.  If you're an individual with hiring authority and you find these questions troubling, get busy.  You could solve your recruitment and retention challenges by addressing the issues I've discussed.   

HEALTH CARE LEADERSHIP

QUESTION NUMBER NINE:  What ongoing development opportunities are provided to the members of your leadership team?

Sadly, the vast majority of health care organizations have no plan that facilities growth and development of the leadership team.  So, if you're frustrated with the quality of leadership in your current organization, you'll likely be frustrated by leadership in your next health care system.  Do your homework and make sure you're signing on with a first rate organization.  Top notch health care systems understand the only way to succeed is through recruiting and developing first rate people for leadership roles.  First rate leaders recruit, retain and develop first rate staff members.

CAREER PATHS

QUESTION NUMBER EIGHT:  What career path opportunities can be launched from the position for which I'm interviewing?

The response to this question will give you insight regarding the standards for human resources planning.  If the individual conducting your interview can't provide a detailed description of the career path for the job you are considering, the organization does not have an identified strategy to assist with career moves.  People may advance in their careers, be promoted to leadership or make lateral transfers within the organization, but the process that guides these moves is poorly defined unless the organization can describe the path that leads to a desired transition. 

JOB BENEFITS

QUESTION NUMBER SEVEN:  What are your top three most creative job benefits?

As social trends change, job benefits should change.  Does your future employer have benefits so old they're rust covered?  Creativity in benefits suggests flexible leadership minds and policies.  Our aging population, rising health care costs, increasing fuel costs and a stressed out workforce provide ample opportunities for creative benefits.  Does your future employer give any indication they have responded to these issues with creative benefits?   

JOBS, JOBS, JOBS

QUESTION NUMBER SIX:  What educational opportunities and policies have you implemented to address the issues presented by a multi-cultural workforce?

Younger members of the workforce are comfortable with multi-culturalism in all its forms, but organizations are comprised of multiple generations.  The need to build organizational unity among a multi-cultural workforce will remain a significant issue now and in the future.  Top notch organizations are addressing these challenges by offering training regarding cultural diversity and designing inclusive policies that hold managers accountable for fairness in all the human resources aspects of workforce management such has hiring and performance appraisal practices.

JOB SEARCH INFORMATION

QUESTION NUMBER FIVE:  What are the three most important strategies in your quality assurance program?

The internet is providing transparency regarding health care quality.  There is nowhere to hide.  A baby boomer told me she interviewed a gen x social work job candidate who knew more about the quality statistics in her organization than the baby boomer who'd worked there 25 years.  You can discover the level of quality in your prospective employer's organization and you should investigate before you accept a position.  If your future employer can't answer the above question, you should sprint toward the nearest exit. 

JOB HUNTING ADVICE

QUESTION NUMBER FOUR:  What educational opportunities and policies have you implemented to address the workplace issues created by a multi-generational workforce?

The conflict between generations of workers has escalated into a new turf war.  Arguements are routine and creative problem solving between the various groups is diminishing.  Organizations that are not addressing this issue are headed for major morale, turnover and staffing problems. 

JOB SEARCH

I'm returning to my series on questions you should ask future employers.

QUESTION NUMBER THREE:  What are the top three strategies in your employee retention plan? 

Sadly, the vast majority of organizations will be unable to answer this question.  So...they raise the sign on bonus and hope for the best.  This makes as much sense as a dog chasing its tail.      

CAREER MANAGEMENT

QUESTION NUMBER TWO:  How are the members of your leadership team identified...to include charge nurses?

If the organization cannot answer this question, the route to leadership is haphazard as will be the quality of the leadership provided.  If the route to leadership cannot be defined, neither can the expectations for leader performance.  Without those definitions, people become leaders in a vacuum and learn their skills through trial and error.  At best this is inappropriate; at worst it's irresponsible and unprofessional. 

JOB HUNTING

I'm launching a series to address ten questions health care job hunters should ask potential employers.  For health care professionals, this is an employee's market so be sure you look before you leap.  The grass is not always greener elsewhere...

QUESTION NUMBER ONE:  What mechanisms are in place to provide interaction between the executive team and employees?  If the organization can't identify concrete methods used to encourage dialogue between employees and executives, you should assume those conversations are not an organizational priority.  Will you be content working in a health care system that considers employee feedback unimportant?