Hire for Fit
The Onboarding process begins as soon as a vacancy occurs. The perceptions created by the organization and the department, the manner in which the interviews are conducted, and the processes for selection are all critical elements in choosing the best candidate for your vacant position. Careful consideration given during the “Hire for Fit” stage will help to ensure that you are hiring employees who not only support the mission, vision, and values of UVA Medical Center but also help us to achieve top performance.
Available Resources & Tools
- UVA Medical Center Hiring Process
Research has shown that over 70% of hospital new hire turnover occurs as a result of poor fit, not technical ability. Improved hiring processes have been designed to increase collaboration during the selection process for the hiring manager, the recruitment team, but most importantly, the new hire.
- Hiring the Best: Recruitment & Hiring Manager Partnership (Not
A four-part guide for hiring managers that covers the UVAMC recruitment strategy, standards and expectations, the process for sourcing candidates, and best practices for internal communications.
- UVA Medical Center Expectations Agreement
UVA Medical Center’s mission, vision, and specific behaviors that demonstrate the R.I.S.E. values. A form to guide discussions and gain commitment during the one-on-one New Employee Meetings.
- Required Interview Training
- In order to participate in the interview process, all hiring managers and designees (i.e., Peer Interviewers, Physicians, etc.) must complete EOP's University Staff Hiring Official Training. Individuals in a management job class (supervisor and above with the exception of some Lead job titles) will be auto-enrolled on a 24-month cycle in the Learning Management System to complete the course. Any designees not in a management job class will need to self-enroll in the training on a 24-month cycle in the Learning Management System. Note: The course will show in the My Recertifications/Renewals section of NetLearning as a reminder but will not auto-enroll a user that is not in the management job class in the course.
- Leaders participating in an Executive Level (Associate Chief and above) Search Committee must also complete EOP's Search Committee Training. This training is not an auto-enrollment.
- To enroll, simply log on to the LMS and search for "Equal Opportunity Program (EOP) University Hiring Training". This will take you to a page where you select which course you want to complete.
- Applicant Tracking System Training
- Hiring the Best: Recruitment & Hiring Manager Partnership (Not available yet)
- Behavioral-Based Interviewing
Past experiences and behaviors are the best predictor of future performance. Behavioral-based interviewing helps to uncover specific examples of how a candidate has performed in similar situations in the past.
Assessment Tool (Training Manual)
A detailed overview of the applicant assessment tool, a pre-employment assessment that identifies the best candidates in terms of customer service, retention, and job performance.
- Applicant Assessment
A brief overview for hiring managers that explains the Staff Assessment tool and its role in the interview process.
- Behavioral-Based Interview Questions
A repository of behavioral-based interview questions organized by competency.
- Leadership Interviewing
An evaluation form for recording and documenting interviews at the formal leadership level (Assistant Nurse Manager and above).
- Applicant Assessment Tool (Training Manual)
- Peer Interviewing
Including members of the work group in the hiring process (peer interviewing) helps to increase buy-in from the existing employees and gain support for the new employee. It is best practice to conduct peer interviews for all positions.
A detailed explanation of each step in the peer interviewing process.
- Preparing for the Peer
A checklist to help hiring managers prepare for the peer interview.
- Training PPT for Peer Interviewers
A Powerpoint to help educate those selected as peer interviewers.
- Decision Matrix
An evaluation form for recording and documenting peer interviews.
- Required Peer Interview Training
- Peer Interviewing Expectations
- Job Shadowing
Job shadowing allows a prospective employee the chance to observe and ask questions about the job before a formal offer is made. This provides the candidate with an opportunity to see firsthand what the position really entails and it gives the team a chance to see how the candidate reacts in the environment.
A detailed explanation of each step in the job shadowing process.
- Preparing for Job Shadow Checklist
A checklist to help hiring managers prepare for the job shadow.
- Observation Form for Job Shadow
A form for recording and documenting the areas, skills, and questions discussed with the candidate during the job shadow.
- Job Shadow Agreement
Candidates shadowing in patient care areas must complete this form. A copy must be saved as part of the interview documentation.
- Job Shadowing Expectations