For many months now, hospitals across the nation have been feeling the pinch of nursing shortages, especially for specialty roles like neonatal nurse practitioners (NNPs). In the midst of these challenges, it may be helpful to reassess your talent acquisition strategy so that you’re appealing to the broadest possible pool of candidates. And, doing so may have an unexpected benefit: you could wind up recruiting candidates who add value to your company culture instead of simply fitting in with the culture that already exists. Here’s what you should know about hiring NNPs who add to your unit’s culture.
The Difference Between Culture Add & Culture Fit
Until recently, the preferred approach for hiring was finding candidates who fit in with an organization’s existing culture. While this was once perceived as the best way to hire, we’re beginning to see a shift. In fact, hiring with a culture-fit attitude could wind up limiting your hospital’s diversity and even cause you to overlook quality candidates.
Moreover, hiring NNPs whose backgrounds and viewpoints are different from those of your current staff could bring significant value. According to Forbes research, having a diverse workforce pays off: culturally diverse teams perform 60% better than average, which may be due to factors like more inclusive decision-making.
Indeed, while new NNPs may not align perfectly with your existing culture, that could be a good thing. After all, the goal of all healthcare organizations should be to grow, and diversity is a huge part of that. Plus, having a diverse workforce is especially important in healthcare. Research indicates that patients typically see better outcomes when they receive care from diverse teams. A culture-add approach to NNPs recruitment can ensure that parents whose babies are in the neonatal department feel comfortable that their needs are met.
It’s not just the patients and their families who benefit, though. You may also be able to reduce turnover when you start hiring with a culture-add approach. According to Deloitte research, workplace diversity typically results in higher retention rates. It can also lead to better employee engagement and satisfaction.
How to Hire with a Culture-Add Approach
When considering NNP candidates, start by looking at their qualities that could enhance your hospital’s culture. You can do so by asking more open-ended questions that can help to reveal character traits. For example, consider using scenario-based prompts to get an idea as to how NNPs would react in different situations. You can also ask them to describe specific experiences they’ve had, such as scenarios that didn’t go as planned and how they handled it. Candidates’ past performance and behaviors are usually strong indicators for what you can expect in the future.
Most importantly, listen attentively and keep an open mind. In doing so, you’ll be able to tune into candidates’ core values that can help to grow your unit, such as support for fellow nurses, the desire to provide the best level of care for patients, and the ability to work well in stressful situations.If you’re a clinical hiring manager or HR professional seeking NNP candidates for your hospital, turn to Ensearch. We’re the most trusted search firm in neonatal nurse practitioner recruiting, and every aspect of our search process is designed with your specific needs in mind. Start the process by scheduling a Comparative Needs Analysis online.
