As one of the largest employers in North Texas, Texas Health is blessed to have a large pool of applicants knocking on our door — more than 150,000 each year.
To care for our growing population, we must attract talented, highly skilled and compassionate employees who can deliver quality, reliable and affordable care. Hiring candidates who fit best within our culture is key to improving patient satisfaction and health outcomes. It also helps us retain institutional knowledge and reduce hiring and development costs.
Finding the Right People
Joining our family is a calling. We seek like-minded people who embody our values, treat each other with dignity and respect, practice integrity, and are passionate about delivering excellent care.
We use a variety of leading hiring practices to identify what types of people we should hire and retain. Our pre-employment assessment allows us to identify candidates who are the best fit with our organization – and eliminate those who are not. Our data reveal a correlation between patient satisfaction scores and how our employees score on our culture assessment during the hiring process.
Our employees are our best brand ambassadors, and we rely heavily on their networks to bring us people with the right skills and cultural fit. We provide monetary incentives for their referrals. Whenever possible, we also try to promote from within because our employees have already proven themselves and know our company and culture. This shows that we care about their career progression, and it boosts morale and productivity.
Our sourcing team proactively searches for applicants year-round to prevent shortages of essential positions. We engage employees and employment agencies to solicit referrals as well.
For positions that have higher turnover, such as housekeeping or food services, we examine historical hiring data to determine the number of staff needed. This allows us to hire extra people to replace those who may not complete the employment process. While this may temporarily leave us overstaffed, it helps us avoid overextending employees and reduce overtime costs.
To increase the pipeline of qualified health professionals, we collaborate with local high school and university administrators to engage students about the benefits of a career in health care. We also offer scholarships and reimburse tuition.
We implemented a new applicant tracking system that makes it easier for job candidates, recruiters and hiring managers to navigate the recruitment process. The tool automates the submittal of job requests, manages the application and approval process, and includes real-time dashboards that allow hiring teams to track offers that have been extended and accepted.
One of our hiring priorities was to increase the number of primary care doctors affiliated with Texas Health Physicians Group to expand primary care services in North Texas. By year-end, we had hired 47 physicians.