The PI Behavioral Assessment, a scientifically driven behavioral assessment tool, provides hospitals and healthcare systems with unmatched insight into one of their most valuable resources – their nurses. Supported by more than 55 years of scientifically backed research, the information derived from the Predictive Index system enables healthcare providers to underscore the right nursing job fit while identifying the motivation and drive to ensure employee retention.
This foresight provides managers and hospital executives with invaluable information to keep nurses on staff and maximize team performance. As healthcare companies continue to grow and transition out of the current economy, choosing the right nursing staff is critical to ensuring long-term success. In fact, according to the U.S. Department of Labor’s Bureau of Labor Statistics, an aging workforce, and an inadequate number of young workers, has left healthcare providers struggling to attract and secure quality-nursing talent. As a result, healthcare providers are searching for ways to attract and retain skilled nurses to serve a growing patient base.
“I’ve used Predictive Index since 1985, and have long since been a real believer in the positive impact PI can make in the workplace,” said Terry Howard, CEO, at MBK Senior Living. “Our company’s turnover, since implementing PI, has gone from 70 percent to 39 percent, which for our industry is exceptional.”
MBK, along with several other leading healthcare providers, use PI in the hiring of nurses to uncover data-driven behavioral insight into potential workplace performance. The PI Behavioral Assessment only takes 10 minutes or less to complete, but yields a comprehensive and scientific in-depth analysis of intrinsic individual behavioral characteristics, influencers and drives that can impact how a candidate performs, their satisfaction, and motivation, regardless of the job function.
“Employees want to know they are working for a leader they can trust, that cares about them as a person and will help them progress in their career,” said Todd Harris, director of research for PI. “Finding the right person for the job is essential, but equally crucial is retaining them.”
In addition to PI, Harris also suggests these tips for retaining nursing talent:
Assess your prospective employees to find out whether the job, team and corporate culture you are offering are likely to meet their needs and tap into their strengths.
Build flexibility into talent-management policies to enable a good work-life balance for clinicians, to focus on results and to deploy the latest technology.
Find time to schedule frequent check-ins with each employee, keep the lines of communication open, give plenty of personal feedback and make sure that their original positions are still energizing them.
Understand the world from the employee’s viewpoint and then build policies and approaches that take that perspective into account.
Invest in the training and development of employees.