Faced with an aging population, the global shortage of caregivers and the lasting impact of COVID-19, the health sector must make recruitment more reliable, reduce turnover and develop leaders who can withstand the pressure. According to Hogan, the personality inventories (HPI, HDS, MVPI) make it possible to objectify HR decisions, improve the quality of hires and support a safety culture.
In this sectoral overview, you will see how health organizations have:
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The world population of 65 years and over is growing faster than any other age group, increasing the demand for health services. At the same time, as doctors and nurses are aging and retiring, medical and nursing schools are not producing enough graduates. La global shortage of 7.2 million health professionals should more than double by 2030, to reach 15 million.
What was already worrying was exacerbated by the COVID-19 pandemic. Disproportionate infection rates and personal protective equipment shortages have increased the emotional and operational burden on teams. In addition, many health sectors — from laboratories to hospitals, including medical, insurance and pharmacy — have had to speed up their recruitments, stabilize theinvolvement and strengthen safety culture patients.
Conclusion : everywhere in the health ecosystem, organizations are facing complex challenges of Staffing, of productivity And oforganizing — now and in the long term — often to be resolved remotely and In an emergency.
For organizations that are recruiting, the pool of qualified talent in health is restricted. One accurate selection And the Loyalty key collaborators are therefore more critical than ever.
Have effective strategies tovesting And of talent development is no longer an option: it is vital for sustainable performance. According to Hogan, personality analytics makes it possible to maximizing suitability between skills and roles, reduce turnover, reduce biases upon hiring, align The new hires on the culture and Make you want to do well.
Rooted in over 40 years of research psychological, the sequel toacquisition and development de Hogan is based on three personality inventories :
Measure the personality characteristics necessary for the daily success, at the building effective teams And at development of future leaders.
Measure the counterproductive characteristics of personality — the derailleur — likely to To derail employees who are also efficient and experienced.
Measure the values and drivers profound factors that condition the job satisfaction, thecultural alignment And the future success in the organization.
According to Hogan, these inventories are a reference international for Predicting performance future for working adults, all sectors combined. Les Insights help HR professionals and occupational psychologists to Place the right people In the good roles.
A national health provider wanted Make the selection more reliable Of Registered Nurses, including: acute care, advanced practices, critical care, specialized clinical nurses.
Approach — Hogan built a tailor-made selection profile targeting the predictive skills :
Expected results — Based on Hogan's cumulative research on the link personality—performance, the organization will see a improvement of 27% ofthe accuracy of selection :
Impact Talent Management : better quality of employment, reduction of clinical risk through more stable and cooperative profiles.
Hogan accompanied a manufacturer-distributor of medical devices to improve the selection of Product managers.
What the performance reveals — Effective product managers are enthusiasts, act with Sense of urgency, balance competition and cooperation to support the sales force, are stringent, quality-oriented, and Appreciate Methods tried and tested.
Results — Product managers compliant with the Hogan profile were eight times more likely to get a high overall performance evaluation only those who did not meet him. They also showed a better alignment with the values of the organization And critical behaviors of success.
Impact Talent Management : finer selection of “high contribution” profiles, acceleration of time-to-impact.
A company of Staffing Health wanted a personality profile to select and build loyalty Of marketing consultants on key positions.
What the focus groups highlighted — Successful consultants are reliable, Sure of themselves, stringent, Calm under pressure, decisive, and excellent in the relationship And the Loyalty accounts.
Recommendation (according to Hogan) — Implement an approach targetedcombining:
Results — One year after deployment, the Turnover hath dropped from 82% to 21%.
Impact Talent Management : drastic reduction in turnover costs, stabilization of revenues and customer experience.
Hogan worked with a company in services helping its customers to reduce their health insurance premiums. Objective: to address a High turnover At the health assistants.
Approach — One Hogan profile combining several scales to improve the on-the-job performance and reduce rotation. Hogan found that assistants customer-oriented, focused on the task and capable of translating ideas into operational solutionsare more efficient and stay longer.
Results — Assistants conforming to the profile were receiving higher performance ratings and were:
Impact Talent Management : increased retention on high-volume functions that are sensitive to the quality of service.
Hogan accompanied a regional hospital system to improve theidentification of medical services leaders.
What the data shows — The effective leaders Communicate plainly, offer development opportunities to their teams and succeed in a context of strong pressure. They know minimize the influence Of their derailleur (counterproductive behaviors).
The Leader Basis profile by Hogan allowsoust Supervisors Too critical, unable to maintain a positive attitude, or who treat poorly employees in a situation of stress.
Key results of the internal benchmark (leadership scores) Above vs beneath of the average):
Impact Talent Management : a more reliable leadership pipeline and a healthier management culture.
These case studies show how scientifically validated personality inventories transform the strategies ofvesting And of development Talent in health: better quality of employment, reduction in turnover, enhanced security, cultural alignment and leadership more robust. For HR departments and operational leaders, integrate these approaches into the Talent Management strategy Is a strategic lever of sustainable performance, of team development And of organizational success.
Hogan accompanies organizations in the health sector for decades for solve their problems HR and achieve their goals. Contact them to explore solutions adapted to your context.
