Finding the right candidates to fill staffing needs in the healthcare industry requires the consideration of many factors that lead to finding the perfect hire. Tyler & Company has spent decades cultivating a process that results in finding candidates that are qualified to fill organizational vacancies and more importantly, are the right cultural fit. Tyler & Company has a proven track-record of success due to a collaborative approach to the recruitment process.
When a Tyler & Company client has a staffing need, a dedicated team is assembled to execute a customized process – from start to finish – to find your perfect candidate. The team will work with you to fully understand your needs, your goals for the position and the overall organization, what you look for in a candidate and a clear perspective on your organizational culture. Only then, can a comprehensive recruitment plan be created to assess and achieve your ideal candidate.
One of the most important things that Tyler & Company professionals bring to talent search is our experience and an overall understanding of the industry. Our leadership team has a long history of successful careers in all aspects of the healthcare industry, from nurses to CEOs and COOs of hospitals and health systems. We understand the less than obvious factors that will have an impact on the success of a placement. For example, the role that organizational culture plays in the healthcare industry is often overlooked. The culture in a large facility is going to be different from the close-knit, personal culture of a smaller hospital. A successful hire is going to have specific experience in a similar environment.
Organizational culture also plays an important role in successful patient outcomes. According to a recent study from Yale School of Public Health, organizational culture has an impact on the survival rates of heart attack patients.
“We know that a positive hospital culture impacts acute myocardial infarction mortality rates,” explains Leslie Curry, Ph.D., M.P.H., Yale School of Public Health. “Now we can see that organizational culture can be changed in positive ways, often with very little expense to the hospital.” (D’Eugenio, 2017)
Another study linking the importance of hospital culture and quality of care was published by the Journal of the American College of Surgeons in 2014 (Fan BS, Pawlik MD MPH, Daniels PT MBA, Vernon BA RN, & and others, 2014). The results evaluated how workplace culture impacted surgical outcomes and suggested that the combination of a safety and teamwork-based culture and engaged hospital leadership played an important role in producing high-quality surgical outcomes.
Quality of care is not the only aspect of healthcare that is affected by an organization’s culture. It is also important to understand the cultural differentiation between for-profit hospitals and non-profit hospitals and how that may impact long-term employee satisfaction. Much like candidates for large and small facilities, profit-based and non-profit hospitals tend to have very different cultures.
“I have extensive experience in both for-profit hospitals and non-profit hospitals and the differences between them can be stark,” explains Dennis Kain, Senior Vice President, Tyler & Company. “Surprisingly, I found the not-for-profit setting to be more political than the for-profit hospitals. External relationships with vendors and leadership became more pronounced and impacted decisions more than in a for-profit setting.”
Candidates that have worked solely in a for-profit or non-profit setting must understand the differences between the two environments and be cognizant of the adjustments they will need to recognize. The most successful placements result when candidates with experience in a particular setting are matched with a similar setting. Already having the expertise and understanding of a for- or non-profit environment is critical for a seamless onboarding process.
As healthcare organizations focus on developing and improving their corporate culture, it only makes sense that the individuals they hire to fill needs already espouse the values and philosophies that they have defined as being important.
Tyler & Company maintains an industry-best database of healthcare talent and an expansive network of candidates, ensuring that we have access to a diverse group of qualified professionals who can be evaluated based on experiences, qualifications and optimal cultural fit. Our process does not end once candidates are submitted for consideration. Instead, our commitment is to provide support through the interviews, negotiations and even post-hire contacts to ensure the long-term success of the client.
Clients that entrust Tyler & Company to help them fill critical leadership needs understand that our commitment is to source candidates that will best help them achieve their organizational mission. No matter what your timeline is, our team prioritizes your needs and maintains transparent, open lines of communication throughout the life-cycle of the process. Our reputation was built on a foundation of ethical, accountable and successful behavior, backed by the 97% of clients who highly recommend us to other business associates and choose to collaborate with us on future searches.
D’Eugenio, R. (2017). Hospital Organization Culture Impacts Patient Care. Yale School of Public Health.
Fan BS, C. J., Pawlik MD MPH, T., Daniels PT MBA, T., Vernon BA RN, N., & and others. (2014). Association of Safety Culture with Surgical Site Infection Outcomes.