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By not having the right person in the right role in your organization, harmony and balance cannot be fully realized. This has a dramatic impact on morale, which, in turn impacts your retention rate and bottom-line. People tend to leave organizations because of a lack of chemistry, communication or understanding the organization’s viewpoints. In contrast, when people are engaged and feel a sense of ownership in the mission and the brand, they value their position and soar to new heights in their careers. Healthcare organizations can inspire staff allegiance by being differentiated, concise, believable, validated, and well marketed (positioned ahead of the competition). Other professions also generate loyalty, but that doesn’t mean that individuals are indifferent to where they work. The Selection Forecast identified several other ways to improve retention.

1. Robust Selection. Arguably, the most powerful way to improve retention is to begin by selecting the right people. The Selection Forecast found that staffing directors in organizations with better retention also had notably better selection systems. New hires whose job is an excellent match to their talent, and motivations, have little to gain and much to lose by leaving.
2. On-boarding. Staffing directors with a good or excellent on-boarding system rated their organizations better at retention than other organizations in their industry. However, nearly half (47 percent) of healthcare staffing directors described their on-boarding process as fair or poor.
3. Promotion. Seventy-three percent of the health care job seekers said that advancement was important to them in choosing a new position, yet health care staffing directors reported that 38 percent of first-level management positions are filled by external hires. The percentage of external hires was even greater for higher-level management positions: 45 percent for mid-level managers and 54 percent for executives.

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