The Healthcare Efficiency Revolution by Ziv Gil

Author:Ziv Gil
Language: eng
Format: epub
ISBN: 9783030612320
Publisher: Springer International Publishing

4.9 Wait for It…but Sometimes Don’t

Equally, when someone leaves or retires, and a replacement needs to be hired, or when the department expands and additional personnel are required, it’s vital to avoid becoming heavily reliant on in-house recruitment. That can be tantamount to in-breeding. It carries the risk of there being too many similar perspectives and opinions under the same roof. There should always be a healthy mix of internal and external hires.

And when personnel need to be hired, the process must be done right. Bad (or at least less than optimal) recruitment can sometimes be more disruptive than leaving a position vacant. For key medical staff, such as surgeons, managers may be better off to satisfy themselves that they’ll need to take up some of the departmental slack personally and/or reduce some of the volume of cases being handled by the department. This will buy the time necessary to wait until the right person can be recruited. This might be a delay of months; in rare instances, even years. However, in the latter circumstance, a strategic decision will almost always be made. For example, in an ENT department, it might be natural to want to replace an exiting laryngologist with another laryngologist. But what if a good fit can’t be found? Maybe this will present a good opportunity to develop the department’s capacities in otology or some other field. The department adapts, accordingly, restructures its growth and development planning to suit this new reality and moves on.

This type of flexible thinking can be highly advantageous. It can bring new vitality to a department and its personnel, taking them in directions they didn’t know they wanted to go. As touched upon in Chap. 1, this can also be achievable when an exceptional person comes along, but there’s no immediate position needing to be filled. And here we may define “exceptional” in many ways. An individual might have unique talents or an interesting background. The person could even be exceptional for being unexceptional, save for the fact that they show tremendous promise as a stellar fit for the team. In any of these scenarios, if it appears this will be quite a catch and management can maneuver things, accordingly, a place should be found for this individual and the hire made. This won’t happen often, but managers should be prepared for the possibility.

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