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For Week 2, please select 1 of 3 questions below and reply with your response by: Tuesday, February 19th at 11:59 pm ET. (Please note: if you’re feeling like an overachiever, feel free to answer more than one question):
1) How did you decide on the workforce needed to address SDoH?
2) Do you have specific question(s) or a skill test to screen applicants? If so, provide an example of a question used.
3) What are the pros and cons for recruiting by word and mouth or people you/staff know?-
1. How did you decide on the workforce needed to address SDoH?
BMS has been addressing SDOH needs for the community through discrete programming throughout the organization. However, we are now in the process of determining what that the workforce would look like. Through this LC2 we hope to gain more clarify on what this workforce would look like.
2) Do you have specific question(s) or a skill test to screen applicants? If so, provide an example of a question used.
Currently for our Patient Navigator, Case Manager, Health Homes or Social Worker positions we provide case studies and scenarios and have candidates answer how they would address these situations accordingly. We also have SDOH codes that we utilize with Health Homes (see attached).
3) What are the pros and cons for recruiting by word and mouth or people you/staff know?
Pros: Being able to recruit candidates who are equipped to work in the communities that BMS serves in. Also being familiar with candidates’ work from prior work experiences and being knowledgeable about their potential and transition into the organization.
Con: Has not yield many high performing candidates, conflict of interest and difficult for people to manage with personal connection. -
1. We decided on the workforce needed to address SDoH by looking at who patients often feel most comfortable with at the clinic. This varies from clinic to clinic! Some use Application Assisters (enrollment workers), others use Community Health Workers (CHWs), Social Workers (LCSWs) and even providers (one of our clinics use a Dietician to screen and navigate for health related social issues. Whichever the case, it is important that SDoH staff have existing relationships with the patient.
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Q1) How did you decide on the workforce needed to address SDoH?
For La Clinica it was a decision based on what staff and department both had capacity to additional work of collecting and cataloging SDoH data from patients and what staff had existing training do collect SDoH information from patients in a culturally competent manner. This led to our Community Health Education (CHE) department staff to take this on. Within our organization geographically, this has been dictated also by funding constraints. We have been fortunate to receive grants that have required specific SDoH data collection in certain service areas. This has focused our SDoH collection work at certain sites only at this point. Similar to many other responders though, a lot of care team staff collect bits of SDoH information from patients at various points, be it registration when we collect financial and insurance information or regular visits as part of medical, substance abuse, and behavioral health screens.
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3) What are the pros and cons for recruiting by word and mouth or people you/staff know? Recruiting by word of mouth or people we know pros are: We would know whether or not the person has the right skill set for the position we are trying to fill. The con: If we hire the person and it doesn’t work out it could cause workplace drama or bad feelings.
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We’ve had some real drama with hiring people who are friends with people already on staff. Many time boundaries are blurred and it is hard to separate professional responsibilities from personal feelings. Especially if a friend is supervising a friend, they seem to either not hold them accountable or are too hard so it doesn’t appear they are showing favorites.
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1) How did you decide on the workforce needed to address SDoH?
In our state of Pennsylvania, we current are engaged in a patient centered medical home (PCMH) learning network of community health centers across the state. There have been several topics that range from care coordination and hospital follow up, community health workers, and SDoHs at our reoccurring learning meetings. This initiative is being pushed by the state onto MCOs to drive more value based care, and has shifted several incentive program and added requirements to screen for SDoH onto CHC such as mine. More recently at a conference with the network, we are expected this year to begin coding ICD codes for SDoHs. We’ve begun efforts it screen by implementing the PRAPARE screening tool in our enrollment tablets, and plan to add these codes in our EHR soon as well.
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1) How did you decide on the workforce needed to address SDoH?
-To address the SDoH, the TAPM BHC team had decided to hire a BH Care Coordinator. Their role is to assist clients in getting connected to the appropriate resources and to follow up on their progress and well-being.
2) Do you have specific question(s) or a skill test to screen applicants? If so, provide an example of a question used.
– An appropriate question would be how well they are able to network with others and agencies. Often, referrals are made outside of the agency. By having rapport with agencies, it could ensure a more seamless process for the clients.
3) What are the pros and cons for recruiting by word and mouth or people you/staff know?
-Pros: The staff may know whether someone is right for the job and the culture. They would know, or have a general idea, of the person’s skill set and work ethic
-Cons: It could potentially hinder diversity. Instead of the job being open to the public where people from different areas of expertise and backgrounds could have a chance to enhance the company/service, it could be limited to people that are familiar to one another. It could also introduce clique dynamics which could result in unnecessary drama. -
2) Do you have specific question(s) or a skill test to screen applicants? If so, provide an example of a question used.
Although we do have a specific team that steers our CCHH/SDOH initiative, we recognize that we cannot make a true impact if we do not focus these specific screening tools throughout all our interviews for every position. Our SDOH focus is part of who we are. The way we would explain that we are an FQHC and our history, we let all staff and potential staff know we are also community-centered. Essentially, we make it clear that it’s “part of the job,” everyone’s job, to make sure we provide true health in our community. “What does being community-centered mean to you?” -
1) How did you decide on the workforce needed to address SDoH?
At our clinic we have Pt advocates that help patients get the resources they needs.
2) Do you have specific question(s) or a skill test to screen applicants? If so, provide an example of a question used.
I am unsure.
3) What are the pros and cons for recruiting by word and mouth or people you/staff know?
I feel the pros are that coworkers will refer someone they know can work as a team.
Cons are it may be to close to one and make others feel left out. -
3) What are the pros and cons for recruiting by word of mouth or people you/staff know?
The pros of hiring by word of mouth are finding people that were not job hunting, but in hearing about an opening realize the job would be a good fit for them. Also when you hire people that you or your staff know, generally they take pride in their job and want to do good as a reflection on the person they knew. Of course there are those times that people do not do well and it can cause stress and tension among the staff. -
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1) How did you decide on the workforce needed to address SDoH?
We are still working to develop a way to decide on who to recruit. While we have a general understanding of what staff may be needed to ensure that we meet patient needs, we are still gathering data on the amount of work and number of staff needed.
2) Do you have specific question(s) or a skill test to screen applicants? If so, provide an example of a question used.
For all positions, our HR department conducts a phone screening to ensure that applicants meet basic job requirements. Each department manager/director has their own set of questions that they ask prospective applicants. When I hire community resource staff, I always ask about their basic knowledge of resources and to provide concrete examples of times that they have connected patients to resources and discuss any barriers they had to overcome in the process.
3) What are the pros and cons for recruiting by word and mouth or people you/staff know?
I think in more rural areas, like at Wood River Health Services, word of mouth is beneficial because many people from other areas of the state are not willing to commute to our location. Word of mouth in our area helps to connect with people in the local community who are also well versed in the resources and challenges of a rural community health center. A con to this could be that not all applicants may meet the job requirements and their could be confusion around the role based on what people are stating about the position. -
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1) How did you decide on the workforce needed to address SDoH?
2) Do you have specific question(s) or a skill test to screen applicants? If so, provide an example of a question used.
3) What are the pros and cons for recruiting by word and mouth or people you/staff know?As a Call Center Agent these don’t apply to my role. But always looking to learn.
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What are the pros and cons for recruiting by word and mouth or people you/staff know?
Credibility, the dissemination of messages about our company from our client’s interactions with provider’s and staff is a major advantage. Communication along with listening to our clients is key to providing them the tools needed to help create healthy change in their lives. Much of this communication takes place informally as family and friends share their experiences with our staff during a visit.
A con could be that word of mouth could be a major drawback if our client encounters a bad experience and begins to share it as well. With the use of the internet and social media upset individuals have a large audience they can vent to. -
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1) How did you decide on the workforce needed to address SDoH?
By looking at the data collected and speaking to clinic staff on what SDoH needs the most focus that we can help with.
2) Do you have specific question(s) or a skill test to screen applicants? If so, provide an example of a question used.
What do you know about SDoH?
3) What are the pros and cons for recruiting by word and mouth or people you/staff know?
The staff knows them but you don’t know how they will be with the staff or their work ethic. -
3. What are the pros and cons for recruiting by word and mouth or people you/staff know?
I would argue the pros and cons for recruiting by word of mouth/people you know may differ depending on the position your organization is recruiting for. We’ve had great success recruiting Patient Navigators/CHWs from the surrounding community. For example, one of our patient navigators for cancer screening is a middle aged woman, who is incredibly well respected in our community. This is a population we’ve had trouble getting in for screening. Due to her status in the community, this patient navigator is able to persuade certain community members to come in for cancer screening even when our providers cannot. On the flip side, we have not had as much success with recruiting other support staff (e.g., medical assistants, front desk) by word of mouth, because more often than not, we see a negative effect on workplace dynamics. There is an increase in complaints of favoritism from supervising staff toward specific employees and “cliquish” behavior. At the end of the day, you should not hire the person who is most convenient for the job, but rather the “right person at the right time” for your patient population.
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3) What are the pros and cons for recruiting by word and mouth or people you/staff know?
Pros – It is fairly easy to find candidates for some of the languages that we’re in need for when staff help us recruit through word of mouth; by going through their community.
Con – Sometimes, the candidates that are referred do not have other qualifying (required) skills, other than the desired language ability. -
1) How did you decide on the workforce needed to address SDoH? TAPM has hired two Behavioral Health Care Manager’s who will be assisting with addressing the SDOH. Our role is to connect the pts with the resources to help meet the needs. We are researching to stay abreast on local resources that can benefit our pts. We will follow up with pts to ensure that their needs were met.
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3) What are the pros and cons for recruiting by word and mouth or people you/staff know?
Recruiting and hiring staff based on word of mouth or through referrals of current staff should result in better outcomes related to staff satisfaction, performance, and retention. Good staff tend to recommend good people, or at least people with similar work ethics. -
This is late… but better late than never
1) How did you decide on the workforce needed to address SDoH?
We knew up front that we wanted to add folks to our existing clinical BH team that could “speak our language” and had a basic understanding of social work principals (not necessarily gleaned from a formal education). We felt this was important because of the population we work with which is very complex and with a high number of needs. We needed folks to join our team who could set strong boundaries when needed, help patients without “doing for them,” and were passionate about the work we are conducting. -
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