As the health care industry continues to grow, it has become increasingly important for health care providers to hire the right people for the right jobs.
One of the areas growing the fastest is the nonclinical side of the business. Nonclinical health care is defined as any position within the health care industry that isn’t patient-related.
“We started looking at vertical offerings from the offers that were specialized for our clients’ needs,” says Lisa Kyle, district director for Spherion Staffing, a staffing service company at the forefront of non-clinical staffing.
Smart Business talked to Kyle about why nonclinical staffing has been so important and how companies can find the right staff members to make it a success.
How did you determine that nonclinical
health care is an important issue?
The staffing industry determined the largest industries in employment today. The first was education, including colleges and secondary education. The next was the health care industry. So we created a vertical offering that encompassed the nonclinical side of health care. By introducing specialized offerings to clients in a very specific way, the process of understanding and selling health care to them was a greater benefit because they knew we understood their business and needs.
How do you determine a company’s special
We spent a couple of years interviewing people in health care and visiting hospitals all over the country in order to develop a true understanding of the terminology and the work environment. A hospital or health care facility is not like a corporation. They’re run much differently.
Health care has the largest job opportunity, with expected growth faster than average through the year 2012. On the nonclerical or office administration side, according to the U.S. Dept. of Labor, growth is expected to be between 15 percent and 25 percent over the next decade.
So clearly there is fierce competition for available talent.
The Bureau of Labor Statistics also said that 24 million people are expected to exit the labor pool by 2010, led by the first wave of baby boomers to retire. That will lead to even more competition for talent.
Hospitals are always interested in cost-containment initiatives, so this was a way to help them save some money. A lot of facilities are striving to sustain service excellence because extraordinary customer service impacts confidence in the institution, which in turn drives positive public relations, which leads to return patients and financial success for the facility.
If you can offer them a way to have their time, money and energy focused on the public relations side of the business, then you can assist them with resourcing, pre-screening, selection and retention of employees.
Has it been recently that companies are concentrating on the nonclinical side of the
I think so, if just because of the growth. Those 24 million baby boomers exiting the work force means that many more senior citizens will require care. The nonclinical side includes everything from hospitals to a physician’s office to assisted-living facilities, nursing homes and the like.
We were the first company to examine all of the growth, even though we couldn’t help on the nursing side of the equation. And if there’s a nursing shortage because there are so many patients, then what’s happening on the backside of that?
Is staffing for a nonclinical client different
than staffing for a corporate client?
You have to enhance what you do for your nonclinical clients. Create an offering around health care specifics by testing medical terminology by its discipline and making sure the candidates understand the industry terminology and medical records issues. Health Information Portability & Accountability Act (HIPAA) administration is huge, with billing and claims processing centered on the nonclinical side.
What kind of training is required?
In addition to our orientation, we offer preassignment training. We communicate our expectations and provide a handout that’s customized to whatever facility is looking for help. Not only are they trained on the health care terms, HIPAA, patient privacy and Joint Commission on Accreditation of Health Care Organizations overviews, but also on the policies and procedures of the facility they are looking to join. The training takes about one week, depending on how much the candidate wants to take on.
There is additional training on valuing diversity, which is a huge issue in health care, as it is in corporate America. It is important to prepare our candidates so when they begin their assignment at a health care facility they understand that this culture is unlike any other they have ever worked in.
LISA KYLE is a district director for Spherion Staffing. Reach her at (770) 960-0607 or firstname.lastname@example.org.