Kaye/Bassman's Jason Johnson Quoted in Monster Website Article, "Are Multiple Mini-Interviews Useful in Healthcare Recruiting?"

FOR IMMEDIATE RELEASE:

Kaye/Bassman's Jason Johnson Quoted in Monster Website Article, "Are Multiple Mini-Interviews Useful in Healthcare Recruiting?"

Dallas, Texas, 10/21/2011:

In early summer, before layoffs began sweeping across Wall Street, billboard-sized photos of employees were plastered on the walls, pillars and elevator banks of Credit Suisse Group AG's offices in the United States and abroad.
The museum-quality prints, depicting workers from administrative assistants to senior executives, were emblazoned with motivational words like "Proactive" and "Partner." By mid-July, however, the photos disappeared and the Swiss banking giant began laying off 2,000 employees.
Security guards prevented employees from taking cell-phone pictures as the posters were stripped away, according to one employee who was present.
"It sent an entirely wrong message," said an employee, who was not authorized to speak publicly. "Management literally threw away that kind of money on something so trivial, while planning to cut thousands of jobs."
A bank spokeswoman declined to comment on the internal campaign or the employee's comments.
Credit Suisse's timing illustrates the unanticipated dangers of rampant job-cutting, which tend to run in cycles on Wall Street. Employee morale often plummets at a time when survivors are asked to pick up more responsibility and customer relations can suffer as service and relationships deteriorate.
What's more, layoffs inartfully constructed can come across to shareholders as Band-Aid solutions that at best temporarily cut expenses and at worst pare away reserves of talented people.
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"They finished cutting the fat and now they're into the muscle and bone," said Tim White, a managing partner who specializes in wealth management at the recruiting firm Kaye/Bassman International in Dallas.
Acronyms are part and parcel to the healthcare industry -- MRIs, EEGs, CBCs -- and then there are MMIs.  MMI isn’t a new-fangled medical test -- it’s actually a multiple-mini-interview. 

MMIs are being used by a growing number of top medical schools in their interview process to select the next generation of physicians.The hope is that this methodology will yield physicians who are team players and better able to communicate and connect with healthcare practitioners and patients. Studies have identified miscommunication as one of the leading causes of medical errors.Interviewing as Speed DatingA recent article in the NY Times compared the process of MMIs to speed dating. The analogy is apt. In fact, MMIs differ from the typical interview process in some fundamental ways. Here’s how it works: applicants spend a brief period of time with interviewers and move to the next interview room when the signal is given. The interviewers then assess candidates on their ability to think on their feet and work well in teams.

Jason Johnson, managing partner of the Texas-based recruiting firm Kaye/Bassman International
, believes this approach to hiring produces higher quality candidates both with physicians, mid-level practitioners and their ancillary staff.  “MMI’s give the candidate two or more first impressions, as many people may not put their best foot forward when nervous.”

He has seen MMI’s being effectively used to staff positions in teaching hospitals. While MMI’s may be all the rage in medical schools, is this methodology ready for prime time in healthcare recruiting

Read the full story.

About Kaye/Bassman
Founded in 1981, Kaye/Bassman has grown to become the largest single-site executive search and recruitment firm in the United States with the simple mission of impacting companies and enhancing careers by providing the finest in professional, executive, technical and scientific search. Kaye/Bassman provides strategic recruiting and executive search solutions in over 20 industry practice areas including construction recruiting, healthcare recruiting, banking executive search, energy recruitment and many more.  Next Level Recruiting Training, a recruiting training organization, Next Level Exchange, a recruiting training best practices information exchange, and Next Level Marketing Communications are also Kaye/Bassman companies.

For additional information or a sample copy, contact:
Darren McDougal
Kaye/Bassman International
(972) 931.5242
(972) 931.9683
This e-mail address is being protected from spambots. You need JavaScript enabled to view it

Source:  http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/interviewing-candidates/interviewing-techniques.aspx
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