
CATEGORY: Insights

Feb 05, 2025
Staffing Challenges: How to Build a Candidate Funnel for your Department
In December 2024, Pure Processing’s Voice of the Customer Committee met to discuss a topic that’s never out of style in sterile processing: staffing and staffing challenges. Our VOC members discussed many facets of staffing and retention, from how to train new employees, to how to enhance culture and boost retention, and lots in-between. One topic caught the attention of every VOC member; something that a vast majority sterile processing department in the country would benefit from: creating a funnel of candidates to fill their open positions. Creating Cohorts The key to creating a constant funnel of candidates for sterile processing departments is to create cohorts; groups of people that will train and learn together. By creating cohorts, you can deliver uniform information and training to all of them at once, reducing cost and efforts associated with individual training. The VOC members identified two primary ways to create a cohort. 1: Local schools High schools are often looking for ways to get their students more experience and exposure to various professions. SPD Managers can reach out to counselors and career centers at local schools to identify when career events might be held. Managers can attend these events to begin recruiting students that might be interested in working in a hospital. However, SPD Managers may not have the time, means, or authority to initiate a program like this in their own. Approaching the human resources department can begin opening doors and getting SPD Managers assistance in the creation of a program. There are certainly other positions that need to be filled throughout the facility, so having HR help you approach school counselors and career centers with a facility-wide approach can help demonstrate the benefits to both the facility and the school much more clearly. What do these high school student cohorts look like? One VOC member partnered with a co-op option for seniors at their school. These co-ops allowed the students to attend classes in the morning and spend the afternoons working in an occupational setting. Students would spend about 20 hours per week working in the facility. Over the course of the semester, they would learn valuable skills and processes associated with SPD. If they enjoyed the work, many would end up increasing their hours over the summer following their senior year, setting them up for full-time employment down the road. There are some things to consider, however. Another VOC member noted that there are certain OSHA guidelines that may restrict how and where students are able to work. It’s important to familiarize yourself with this information and ensure they’re doing work they’re legally able to. One VOC member expressed this thought regarding the limited scope of work students could do: “Sure, maybe they can’t work in decontamination; they might be a runner, or work in prep & pack. The important thing is that they’re getting exposure to instruments, exposure to processes. Exposure to sterile processing.” 2: Building your own cohort Other VOC members noted that you don’t need to partner with a high school in order to start building cohorts to create your candidate funnel. In fact, you don’t need to go further than your current facility! One VOC member currently operating an in-house cohort program explained his approach: “ I always start in the facility. Valets, dietary, maintenance staff, doesn’t matter. If I see someone in the hospital hustling and doing their current job well, I walk right up to them and ask them if they’re interested in making a change.” Another explained that they’re open to anyone, stating: “Start training people from Jiffy Lube!” It’s clear that these VOC members have confidence in their ability to mold people into excellent SPD candidates, but where does that confidence come from? Creating a great educational program for cohorts to participate in and “graduate” from. Here’s the general outline of one VOC member’s cohort training program: 24 weeks total 18 weeks with classes Three days in class Two days in clinicals in the area of the department they’re currently studying Six weeks getting their hours to sit for the exam Over the course of 24 weeks, this VOC member’s program can take someone that doesn’t have experience with sterile processing and get them through the CRCST handbook, well-versed in department processes, and the required of hours they need to sit for the CRCST exam. After those 24 weeks, a new cohort begins the program. Benefits of cohort-style recruiting One VOC member made an interesting observation on sterile processing career trends: “You’re not going to see this generation working 30 years in SPD anymore. You’re just not. Some will, but many will spend 4-6 years in SPD and then likely move on, either to another part of the hospital or into a different industry. That’s okay!” He explained that the key is for sterile processing departments to evolve with the needs and trends of the people they’re trying to hire. That means adapting and finding new ways to bring them in. Another member pointed out: “Right now there are managers across the country that just want to hire someone and throw them in decon. That’s the current model, and that’s not working.” It’s important to view new hires that lack sterile processing experience like students, rather than bodies contributing to productivity metrics. You may take a productivity hit on the front end, while spending the time getting cohorts of candidates off the ground, but putting this initial effort in helps avoid lost productivity associated with high turnover rates and distractions for experienced, high-performing team members. Tips from the Voice of the Customer Committee: Work with school counselors and career centers Recruit from within your facility Be aware of OSHA guidelines associated with younger employees Get HR in the loop and advocating for you Demonstrate the organizational benefits of cohort programs to admin to get buy-in Treat cohorts as students, not productivity robots Have a clear, enticing career ladder Recognize that you’re going to lose great teammates, it’s…
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