| Hospital A Case Study from the Max Impact Family |
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Hospital Finds Job Pattern Success with ProfileXT™
Facing predictions of a shortage of one million nurses by 2020, the health care profession is looking at solutions for recruiting, hiring,
training and retaining these critical workers. With their numbers at almost two million, registered nurses comprise the largest number of
health care professionals.
This case study provides an examination of how one hospital used 22 registered nurses and the ProfileXT™ to develop a Job Match Pattern
to find nurses performing at the highest level. Experts conducted the study to investigate the use of the ProfileXT™ Job Match Pattern
program to further refine their selection process and identify those with the potential to become top performers.
This is critical to each health care entity. As nurses and nursing faculty age and health care delivery methods change, nurses are more and
more in demand, both in the United States and abroad. In this country, the number of nurses taking the NCLEX exam required for licensing
has declined since 1994.
The question becomes how to find the best registered nurses? What kind of person is considered a top nursing performer? Most health care
professionals agree that good nurses think logically and on their feet; solve problems and readily accept the responsibility to do so; possess
solid math and science skills; are organized and effective managers of their own time; anticipate what might happen to avert crises; and are
emotionally stable and have excellent interpersonal skills. Other specific qualities will depend on the demands of the work environment. This is where the Job Match Pattern
of the ProfileXT comes in.
To determine what kinds of nurses were right for its hospital, managers developed a recruitment and selection sub-team led by a cultural diversity executive and the human
resources director. They focused on creating a recruitment/selection strategy and implementation plan in order to hire and retain the best candidates. In short, they looked at
how the best candidates would perform on the job.
Method
The hospital team selected and ranked 22 of its registered nurses. They identified 12 of them as top performers, seven as moderate performers, and three as bottom
performers.
Next the team developed a Job Match Pattern using the ProfileXT. They created the Pattern with a concurrent study format using ProfileXT software and the group of top
performers. Then they compared the total group of 22 against the resulting Job Match Pattern.
Results
They selected an overall Job Match percent of 83 to represent a good match. This means that a match of 83 percent or greater should identify a top performer. Here are the
results:
If the hospital had used an overall Job Match of 83 percent to select the registered nurses into two groups (top performers and bottom performers), managers would have
selected 83 percent of the top performers and 71 percent of the moderate performers for the top group, and none of the bottom performers.
Contact us to learn how to duplicate this success story in your organization.
Facing predictions of a shortage of one million nurses by 2020, the health care profession is looking at solutions for recruiting, hiring,
training and retaining these critical workers. With their numbers at almost two million, registered nurses comprise the largest number of
health care professionals.
This case study provides an examination of how one hospital used 22 registered nurses and the ProfileXT™ to develop a Job Match Pattern
to find nurses performing at the highest level. Experts conducted the study to investigate the use of the ProfileXT™ Job Match Pattern
program to further refine their selection process and identify those with the potential to become top performers.
This is critical to each health care entity. As nurses and nursing faculty age and health care delivery methods change, nurses are more and
more in demand, both in the United States and abroad. In this country, the number of nurses taking the NCLEX exam required for licensing
has declined since 1994.
The question becomes how to find the best registered nurses? What kind of person is considered a top nursing performer? Most health care
professionals agree that good nurses think logically and on their feet; solve problems and readily accept the responsibility to do so; possess
solid math and science skills; are organized and effective managers of their own time; anticipate what might happen to avert crises; and are
emotionally stable and have excellent interpersonal skills. Other specific qualities will depend on the demands of the work environment. This is where the Job Match Pattern
of the ProfileXT comes in.
To determine what kinds of nurses were right for its hospital, managers developed a recruitment and selection sub-team led by a cultural diversity executive and the human
resources director. They focused on creating a recruitment/selection strategy and implementation plan in order to hire and retain the best candidates. In short, they looked at
how the best candidates would perform on the job.
Method
The hospital team selected and ranked 22 of its registered nurses. They identified 12 of them as top performers, seven as moderate performers, and three as bottom
performers.
Next the team developed a Job Match Pattern using the ProfileXT. They created the Pattern with a concurrent study format using ProfileXT software and the group of top
performers. Then they compared the total group of 22 against the resulting Job Match Pattern.
Results
They selected an overall Job Match percent of 83 to represent a good match. This means that a match of 83 percent or greater should identify a top performer. Here are the
results:
- 10 of 12 top performers scored 83 percent or higher on the job match.
- 5 of 7 moderate performers scored 83 percent or higher on the job match.
- 0 of 3 bottom performers scored 83 percent or greater on the job match.
If the hospital had used an overall Job Match of 83 percent to select the registered nurses into two groups (top performers and bottom performers), managers would have
selected 83 percent of the top performers and 71 percent of the moderate performers for the top group, and none of the bottom performers.
Contact us to learn how to duplicate this success story in your organization.
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