The Leaders in Risk Management & Compliance Executive Recruiting

Recruiting Exceptional Risk Managers within Healthcare

July 13, 2017

At Risk Talent, www.risktalent.com, we have seen a significant uptick in the number of risk professionals required by healthcare organizations. Demand far outweighs supply, and we don’t see that changing this decade. One of our clients recently discovered, from a JCAH review, that they were woefully understaffed with risk professionals, despite their recognition as one of the Country’s best hospitals in their care group.

Until recently, risk professionals at healthcare organizations have traditionally been focused on claims management. In the past few years that has changed, and hospitals are now required to specifically focus on enterprise and clinical risk management as well as patient safety as part of their day-to-day operations. Some healthcare organizations are now requiring that their risk professionals are also licensed healthcare providers, typically nurses, by profession.

So, how can healthcare organizations meet the growing demand for clinically-trained risk professionals? Here are a few tips:

1) If you have exceptional risk professionals on your team, make sure to take good care of them. Are they being paid market compensation? If not, you are sure to lose them, given the growing demand.

2) If you are looking to upgrade your risk team, rely as heavily as possible on employee referrals. It is always best to hire people who are already within the networks of your employees. If you need help developing your employee network, some firms that can help are Teamable and Workable. Or, check out this article on the components of an exceptional employee referral program. http://www.talenthq.com/2015/07/the-top-20-employee-referral-program-best-practices/

3) Make sure that your recruitment team pays special attention to candidates who have risk management skills, including certifications such as CPHRM, which is a special risk certification for healthcare professionals. Many times, qualify candidates apply on-line, and the recruiters miss the resumes. In most cases, you are paying for these applications, so make sure you review them, and act on them.

4) If your Applicant Tracking System doesn’t allow for easy MOBILE APPLY, you are missing out on 75% of candidates. There are simple and easy ways to work around your ATS limitations. Check out https://www.careersitecloud.com/ for an easy overlay to make your ATS mobile friendly.

5) Indeed.com and Resume Library offer vast resume libraries that are easily searchable. Encourage your in-house recruiters to search databases to find local and qualified clinical and enterprise risk management candidates.

6) Job Alerts – in 2017 many people set alerts to notify them about specific job/location combinations. For instance, someone might set a job alert to notify them when a risk director job in Chicago metro appears. Make sure you take advantage of job alert features.

7) Search – For critical roles, hiring a dedicated search partner is the best way to go. Risk Talent offers a wide variety of recruitment options, starting with electronic job posting management, to retained search.

At Risk Talent, we are always happy to share our knowledge with firms who are seeking exceptional risk and compliance talent. Feel free to contact us to start a conversation. Give us a call to pick our brains, and to get some free advice.

Risk Talent

Michael Woodrow

312.953.5123

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