Learn why medical labs shoot themselves in the foot when advertising and interviewing candidate!
Probably the single most publicized trend in laboratory medicine is the shortage of medical technologists (MTs), clinical laboratory scientists (CLS), and medical laboratory technologists (MLTs). This shortage prevents many clinical laboratory managers from keeping their laboratories staffed at authorized levels.
Equally publicized is the looming mass exodus of Baby Boomers from clinical laboratory positions as they hit retirement age. The oldest Baby Boomers, born in 1946, are turning 63 this year! They are already eligible for early Social Security benefits and just 24 months from turning 65-the age when full Social Security and Medicare benefits are available to them.
This means the med tech recruiting and retention clock is ticking against every clinical laboratory director, administrator, and manager. The demographic time bomb has only 24 months before it explodes with devastating impact on the staffing levels of medical laboratories in the United States and other developed countries.
These are compelling reasons why every clinical laboratory manager should be proactive at boosting the effectiveness of his/her lab at: 1) recruiting skilled MTs, CLS, and MLTs; and 2) retaining the most productive employees within the laboratory. Success at both elements-recruiting and retention-is essential if the laboratory is to fulfill its mission of serving the parent hospital or health system.
At Avera McKennan Hospital in Sioux Falls, South Dakota, the clinical laboratory has been quite successful at both recruiting and retention. Its Director of Laboratory Services, Leo Serrano, FACHE, CLSup(NCA), explained that the successful techniques and secrets that are effective at his clinical laboratory can be put to work in any laboratory organization. “We structured our staffing effort around three essential principles,” offered Serrano. “They are:
“One, you need to match the applicant to both the position and the culture of your laboratory! The newly-recruited med tech brings enthusiasm and new capabilities to your laboratory. You want those attributes to be accepted, supported, and enhanced by existing staff members. That reinforces the productivity and collaboration within the lab, while encouraging the new med tech to immediately make useful contributions.
“Two, hire for attitude, then train the med tech for the specific skill sets needed. Medical technologists have already proved they can learn and master complex science and skills. But it is nigh on impossible to teach attitude. You select for attitude when you interview to fill those open positions.
“Three, how the new medical technologist is treated is critical for retention. Assign every new staff member a mentor or ‘coach’ to show them around the laboratory. Take care that the veterans in your laboratory treat the new hires as professionals and don’t ignore them or given them the cold shoulder. A welcoming department is an invaluable part of your effective retention program.”
Serrano will be sharing these insights and other effective techniques for hiring high-quality medical technologists and improving the retention rates for the laboratory staff, at the upcoming audio conference titled, “Staff Your Lab with Top Performers: How to Recruit and Retain the Best Med Techs.” It will take place on April 16, 2009 at 1 PM EST, 12 PM, CST, 11 AM MST, 10 AM PST.
Adding the perspective of the medical technologist recruiter on this special audio conference call will be Peggy McKee, Owner and Senior Recruiter at PHC Consulting of Celina, Texas. You’ll learn up-to-the-minute trends on med tech compensation packages and recruiting incentives, along with valuable recommendations on how to advertise, screen, and interview top candidates.
This audio conference is the perfect resource for laboratories that want to stretch their recruiting dollar while attracting the best med techs in their market. It is essential for any laboratory struggling to stay fully staffed at authorized levels. Even better, your lab’s entire management team can listen with you to this important audio conference. Reserve your participation in this highly valuable audio conference by registering today at http://www.darkreport.com/Audio/4.16.09/audio-register.htm
Spending too much money to recruit med techs?
HOW TO REGISTER:
2. Call toll free: 800-560-6363.
Registrations accepted until Thursday, April 16, 2009, noon EDT.
Cancellations before 5:00 p.m. EST on Monday, April 13, 2009 may receive a full refund less a $25 service charge.
Your audio conference registration includes:
- A site license to attend the conference (invite as many people as you can fit around your speakerphone at no extra charge)
- Downloadable PowerPoint presentations from our speakers that you can distribute to anyone listening at your location.
- A full transcript emailed to you soon after the conference
- The opportunity to connect directly with our speaker during the audience Q&A session
The Dark Report: April 16 audio conference overview