As we previously discussed, accreditation guidelines are there to help your ASC improve quality, safety, and efficiency. However, staying on top of certifications can be time-consuming. Some specific digital solutions can help.
Getting top talent in the door of your ASC is among the most critical priorities. However, the landscape of recruitment is changing. A recent survey found that 20% of ASC leaders planned to retire in the next three years. And replacing these leaders is becoming harder and harder, as many young surgeons are recruited directly after residency to large practices or hospitals. What can you do to recruit and retain top talent?
As healthcare evolves daily, some crucial challenges remain for ASCs. What does the 2020 landscape hold? Consider these key challenges and what to do about them.
In these dark days of closed facilities and furloughed/terminated staff, it is easy to get caught up in how unfair, unforeseen, and terribly depressing this situation has been for ambulatory surgery centers and the world.
Anyone reading this has been hired to do a job, has hired others, or both. It is soooo expensive to find the right person, with the right skills, and the right fit for the position and your company culture. If you are the person hiring someone, typically all you have available to you is his or her resume for screening. Then after you identify half a dozen (if you are lucky) you have the process of screening them via a phone interview and then an on-site interview. Tedious, time consuming, and expensive! And...if you are the person looking to be hired, it is sometimes the roll of the dice if you will get the attention of the hiring manager.
Nurses at every level of the care continuum must be leaders. Showing leadership doesn’t only help your department run smoothly, but it also improves communication and patient outcomes. This post explores four strategies every nurse can use to can show leadership qualities—no matter your title.