Successfully fulfilling staffing needs in the healthcare industry requires consideration of several factors that lead to finding the perfect hire. Tyler & Company has spent decades cultivating a process that results in placing candidates who are qualified to fill organizational vacancies and more importantly, are the right cultural fit. Tyler & Company has a proven track-record of success achieved through a collaborative approach to the recruitment process.
When a Tyler & Company client has a staffing need, a dedicated team is assembled to execute a customized process – from start to finish – to find your perfect candidate. The team will work with you to fully understand your needs and goals for the position and the organization, what you look for in a candidate, and a clear perspective of your organizational culture. Only then, can a comprehensive recruitment plan be created to assess and achieve your ideal candidate.
One of the most important assets that Tyler & Company professionals bring to talent search is our experience and overall understanding of the industry. Our leadership team has an extensive history of successful careers in all aspects of the healthcare industry, from nurses to hospital and health system CEOs/COOs. We understand the less-than-obvious factors that impact the success of a placement. Often overlooked, the role that organizational culture plays in the healthcare industry is extremely important in matching the right candidate with the right client. The culture of a large hospital is going to be different than that of a smaller hospital. When our client has identified a need in a smaller facility, we are going to assess candidates who have experience in small hospital environments. For example, smaller hospitals will often have a culture that feeds on personal internal relationships. Executives in this environment tend to develop a more well-rounded experience, whereas executives in larger hospital environments absorb more responsibility in a singular area.
Organizational culture also plays a key role in successful patient outcomes. According to a recent study from Yale School of Public Health, organizational culture has an impact on the survival rates of heart attack patients.
“We know that a positive hospital culture impacts acute myocardial infarction mortality rates,” explains Leslie Curry, Ph.D., M.P.H., Yale School of Public Health. “Now we can see that organizational culture can be changed in positive ways, often with very little expense to the hospital.” (D’Eugenio, 2017)
Another study linking the importance of hospital culture and quality of care was published by the Journal of the American College of Surgeons in 2014. The results evaluate how workplace culture impacts surgical outcomes and suggests that the combination of a safety- and teamwork-based culture and engaged hospital leadership plays a key role in producing high-quality surgical outcomes. (Fan BS, Pawlik MD MPH, Daniels PT MBA, Vernon BA RN, & and others, 2014).
Quality of care is not the only aspect of healthcare that is affected by an organization’s culture. It is important to understand the cultural differentiation between for-profit and non-profit hospitals and how it may impact long-term employee satisfaction. Much like candidates for large and small facilities, for-profit and non-profit hospitals tend to have very different cultures.
“I have extensive experience in both for-profit hospitals and non-profit hospitals and the differences between them can be stark,” explains Dennis Kain, Senior Vice President, Tyler & Company. “Surprisingly, I found the not-for-profit setting to be more political than the for-profit hospitals. External relationships with vendors and leadership became more pronounced and impacted decisions more than in a for-profit setting.”
Candidates that have worked solely in for-profit or non-profit settings must understand the differences between the two environments and be cognizant of the adjustments they will need to make. The most successful placements result when candidates with experience in a particular setting are matched with a similar setting. Already having an understanding of a for-profit or non-profit environment is critical for a seamless onboarding process.
As healthcare organizations focus on developing and improving their corporate culture, the individuals they hire should espouse the values and philosophies of the organization.
Tyler & Company maintains an industry-best database of healthcare talent and an expansive network of candidates, ensuring access to a diverse group of qualified professionals who can be evaluated based on experiences, qualifications and optimal cultural fit. Our process does not end once candidates are submitted for consideration. Instead, our commitment is to provide support through the interviews and negotiations, and offer post-hire contacts to ensure the long-term success of the client.
Clients that entrust Tyler & Company to help them fill critical leadership needs understand that our commitment is to source candidates that will best help them achieve their organizational mission. No matter what your timeline is, our team prioritizes your needs and maintains transparent, open lines of communication throughout the life-cycle of the process. Our reputation was built on a foundation of ethical, accountable and successful behavior, backed by the 97% of clients who highly recommend us to other business associates and choose to collaborate with us on future searches.
D’Eugenio, R. (2017). Hospital Organization Culture Impacts Patient Care. Yale School of Public Health.
Fan BS, C. J., Pawlik MD MPH, T., Daniels PT MBA, T., Vernon BA RN, N., & and others. (2014). Association of Safety Culture with Surgical Site Infection Outcomes.