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Align your candidate or employee relocation experience with your patient experience
In healthcare, you're hyper-focused on the patient experience, including providing a top-notch standard of care. But have you thought of it this way? How you treat your employees will directly impact how they treat their patients. Providing a "white-glove" experience, as UVM puts it, helps reduce relocation anxiety for your employees and also helps them to settle in quickly and get acclimated to their new location. Relocation assistance like dedicated consultants to answer questions and guide them through their move, and access to temporary housing or other necessities, shows your employees that you care about them just as much as your valued patients.
This also means aligning with your internal values and understanding that the relocation experience is a direct reflection of your organization. (Psst... it's also one of the first experiences your new employee will have with you as an employer). If a relocation goes south, the employee's focus will naturally be elsewhere while the issues get resolved. And worse, it sets a negative impression for the long-term employment experience. But, if you manage the relo experience properly, your new employee will be ready and free to focus on the work ahead of them once they're in their new destination.
As Katon Direct points out, in healthcare "the people are the product." A better candidate experiences, better relocation experiences and better onboarding experiences all lead to a better employee experience. This naturally creates a better patient experience.
Support partners who will relocate with the new employee
Remember that your new employee often isn't the only one moving for their new role. Many new hires have partners and dependents also making the move. Helping the whole family get settled in makes a major impact. Here are a few ways to help:
- Involve accompanying partners through an internally developed program at your organization. Look for other opportunities within your organization or network that might be a fit for them.
- Use local resources. Organizations such as the local Chamber of Commerce may have programs to help new families settle in, including opportunities to connect with community programs and broader area resources.
- Provide destination services like neighborhood intel, coworker insights, and even personalized area tours for the employee and their crew. The more info you can provide ahead of time the better, but at minimum provide these tools as soon as your new hire arrives in their destination to help them get settled.
Want more? Dive into the digital transformation of healthcare relocation and how to LEVEL UP your recruiting game!
A special thank you to our awesome panelists:
Becky Kapsalis; Director of Talent Acquisition at UVM (University of Vermont Medical) Health Network
Rachel Rautenberg; Recruiting Coordinator at Mayo Clinic
Anthony Gentile; Partner at Katon Direct