观火 的 Health Care Spotlight是一份基于观火2013 年就业筛选基准调查中特定于该行业的调查受访者的报告。Spotlight 关注医疗保健行业的招聘和筛选实践，包括来自医院、急症护理、初级保健、长期护理、制药、医疗人员和其他组织的管理人员和招聘专业人员的调查回复。
据Spotlight报道，人才竞争仍然是企业和人才管理的首要挑战。超过一半的受访者 (52%) 表示，他们面临的最大业务挑战是寻找、留住和培养优质人才。此外，近一半的受访者 (49%) 表示，他们最大的人才管理挑战是吸引和留住有经验的员工。三分之一的受访者 (33%) 同意就业筛选计划和政策是应对竞争挑战的方法，并且是 2013 年计划的首要关键举措。 在聚光灯下，人力资源经理透露了他们利用就业筛选来帮助他们的组织获得了竞争优势：
改善求职者体验有助于雇主打赢人才争夺战。在过去一年中，几乎所有受访者 (89%) 要么已采取措施改善求职者体验，要么正计划这样做。申请人的满意度可能会导致申请人选择一个组织而不是另一个。功能齐全的筛选解决方案，使申请人能够根据他们的条件（智能手机、移动设备、文本、聊天或个人）进行交互，查看背景报告和所有未决活动的状态，以电子方式签署文件以及上传来自任何设备的文档提供控制和可见性。申请人提供所需文件和所有通信的统一视图的便捷方式使流程更加高效并缩短了验证的周转时间。
更快的就业筛选有助于雇主竞争人才。近一半受访者面临的两大筛选挑战是及时获得筛选结果 (47%) 和减少整体招聘时间 (44%)。为了提高效率，我们已经看到许多雇主将他们的流程外包给专家筛选提供商，将筛选与申请人跟踪系统相结合，并仔细审查和修改导致延误的筛选程序和政策。
扩大就业教育和核查近三分之一的受访者 (32%) 认为，这是 2013 年第二高的人才计划。检查申请人的这些证书对于确保选择合格的候选人至关重要。然而，这个过程可能是耗时的。周转时间可能是在团队中增加一个有价值的成员，或者将一个合格的候选人丢给竞争对手的差异。此外，改进外国工作/教育历史验证将加快招聘时间。大多数受访者 (81%) 必须验证此信息或计划这样做。超过一半 (60%) 的受访者使用背景筛选提供者，其次是联系验证来源 (42%) 并要求候选人提供文件的人 (32%)。由于各种原因，验证外国工作和教育历史可能既耗时又困难。
评估药物/酒精筛查解决方案是近四分之一受访者 (24%) 的首要举措。我们已经看到许多组织与按需毒品/酒精筛查提供商合作，这些提供商提供便利的采集地点、实验室测试和分析，以及医疗审查官 (MRO) 以支持就业前和随机计划。这些药物/酒精测试提供针对每个组织的定制的、以合规性为重点的解决方案。与积极的就业筛选计划合作为组织带来解决方案，帮助降低招聘风险并提高整体劳动力质量。这减轻了人力资源经理的负担，让他们能够完成工作，并专注于为组织吸引和留住高素质人才。而且，顶尖人才通常会改善组织的患者护理并提升其品牌。
执行超出政府要求的医疗制裁检查降低雇用不合格员工的风险。为了检查制裁，更多的受访者 (42%) 仅使用监察长办公室 (OIG) 的排除个人/实体清单 (LEIE)，其次是查看联邦排除清单和州医疗补助清单 (36%) 或同时使用 OIG 的受访者LEIE 和总务管理局 (GSA) 奖励管理系统 (SAM)（以前的排除方列表系统 (EPLS)）（26%）。尽管高管们努力监督医务人员的纪律处分和不良行为，但美国没有单一可靠的政府制裁数据来源。一些受访者，尽管仍然是少数 (19%)，正在使用欺诈和滥用控制信息系统 (FACIS®) 进行筛选，这通常是一种更准确和全面的搜索。像这样的解决方案结合了来自联邦的制裁数据，州和地方机构合并到一个统一的数据库中。这种级别的可见性有助于合规主管避免在高风险员工成为问题之前雇用他们。面临如此多的风险——罚款、法律风险、品牌损害和筹款活动减少——令人惊讶的是，当涉及到被制裁、排除、禁止和纪律处分的医疗保健员工时，这么多组织在盲点中运作。
is a report based on survey respondents specific to that industry in the HireRight’s 2013 Employment Screening Benchmarking Survey. The Spotlight focuses on the hiring and screening practices in the health care industry and includes survey responses from managers and hiring professionals in hospital, acute care, primary care, long-term care, pharmaceutical, medical staffing and other organizations.
According to the Spotlight, competing for talent continues to be both the top business and talent management challenge. Over half of respondents (52%) said their top business challenge is finding, retaining, and developing quality talent. Furthermore, almost half of respondents (49%) said that their top talent management challenge is attracting and retaining experienced employees. A third of respondents (33%) agreed that employment screening programs and policies were the way to meet their competitive challenges and is the top key initiative planned in 2013. In the Spotlight, HR managers revealed the top five ways they leverage employment screening to help their organizations achieve a competitive advantage:
Improving the applicant experience helps employers win the war for talent.In the past year, nearly all respondents (89%) have either taken steps to improve their job applicants’ experience or are planning to do so. Applicant satisfaction may lead an applicant to choose one organization over another. Full-featured screening solutions that offer an applicant the ability to interact on their terms (smartphone, mobile, text, chat, or person), to see a status of a background report and all pending activities, to electronically sign documents, and to upload documents from any device provide control and visibility. A convenient means for the applicant to provide needed documentation and a consolidated view of all communications makes the process more efficient and improves turnaround time on verifications.
Faster employment screening helps employers compete for talent. The top two screening challenges faced by nearly half of respondents were getting timely screening results (47%) and reducing overall time to hire (44%). To increase efficiency, we’ve seen many employers outsourcing their processes to an expert screening provider, integrating screening with an applicant tracking system, and carefully reviewing and modifying screening procedures and policies that are causing delays.
Expanding employment and education and verifications is the second highest 2013 talent initiative according to nearly a third of respondents (32%). Checking applicants for these credentials is critical in order to ensure the selection of a qualified candidate. However this process can be time consuming. Turnaround time could be the difference in adding a valued member to the team, or losing a well qualified candidate to a competitor. Furthermore, improving foreign work/education history verifications will speed time to hire. Most respondents (81%) must verify this information or plan to do so. Over half (60%) of respondents use a background screening provider, followed by those who contact the verifying source (42%) and ask the candidate for documentation (32%). Verifying foreign work and education history can be time-consuming and difficult for a variety of reasons. Using a background screening provider that is skilled in global verifications may provide quality data much faster, which often expedites time to hire and mitigates the risk of an unqualified employee.
Evaluating drug/alcohol screening solutions is a top initiative for almost a quarter of respondents (24%). We’ve seen many organizations partnering with on-demand drug/alcohol screening providers that offer convenient collection sites, laboratory testing and analysis, as well as a Medical Review Officer (MRO) to support pre-employment and random programs. These drug/alcohol tests offer custom, compliance-focused solutions that are specific to each organization. A partnership with a proactive employment screening program brings solutions to organizations that help mitigate hiring risk as well as raise overall workforce quality. This relieves the burden off HR managers allowing them to do their jobs, and focus on attracting and retaining high-quality talent for their organization. And, top talent typically improves an organization’s patient care and boosts its brand.
Performing medical sanction checks that exceed government requirements mitigates the risk of employing ineligible employees. To check sanctions, more respondents (42%) use only the Office of Inspector General’s (OIG) List of Excluded Individuals/ Entities (LEIE), followed by those who check federal exclusion lists and state Medicaid lists (36%) or both the OIG LEIE and the General Services Administration (GSA) System for Award Management (SAM) (formerly Excluded Parties List System (EPLS)) (26%). Although executives work diligently to monitor medical staff for disciplinary and adverse actions, there is no single reliable government source for sanction data for the United States. Some respondents, albeit still a minority (19%), are screening with the Fraud and Abuse Control Information System (FACIS®), which is often a more accurate and comprehensive search. Solutions like this combine sanctions data from federal, state, and local agencies into a single, consolidated database. This level of visibility helps compliance executives avoid hiring high-risk staff before they can become a problem. With so much at stake—monetary fines, legal risks, brand damage, and reduced fundraising campaigns—it’s surprising to see so many organizations operating from a blind spot when it comes to sanctioned, excluded, debarred, and disciplined health care employees.
