AtlantiCare Leader Handbook

Behavior based interviews, which include questions about specific experiences or hypothetical scenarios, are used to best understand how suitable the candidate is for the role. All legal hiring aspects are followed so no discrimination or unfair hiring decisions are made. Various strategies are used by TAP to create candidate pools, as well as pipelines for positions that are routinely available. Techniques can include school partnerships, community organizations, internal talent development programs, database searches, advertising strategies, employee referral programs, industry associations, etc. Hiring managers play a valuable role in working with HR to plan these strategies. When a vacancy is expected it is best to submit the job requisition for recruitment as soon as possible to minimize the amount of time a position is vacant. The recruitment process typically takes weeks, sometimes even months for hard to find skill sets. And when the candidate is finally selected it still takes a week or so to clear the background check, and then they likely need to give a couple of weeks of notice before they can leave their current employer. We encourage regular communication between the hiring manager and the TAP so everyone is on the same page at all times and has the same expectations. A steady and thoughtful process that results in a strong hire is always better than a rushed process that results in employee relations issues and turnover down the road. Leader Expectation(s): There are many legal considerations involved in recruitment and selection. Because of that, AtlantiCare requires that the TAP lead the process. Please do not find your own candidates to interview, don’t discuss pay, and never extend an offer of employment to an internal or external candidate. Allow all candidate communications to go through the TAP. If you are an inexperienced interviewer your TAP will be happy to provide advice on how to open up a conversation, examples of interview questions to ask, and examples of illegal interview questions, and will probably even offer to interview along with you until you are comfortable. Give HR all interview notes, as they are legally discoverable and fall under the record retention policy. Provide timely and detailed feedback of your interviews to the TAP so they can disposition weaker candidates and keep strong candidates engaged until interviews are complete. Once a hire is made please reach out to them before they start so you can welcome them to the team and review any logistics they may need such as scrub color, where and when to meet, parking instructions, etc. Also be sure to plan ahead for their first days in their department so they can be welcomed and have a proper orientation and ramp up plan. Talent Development AtlantiCare is committed to offering programs for Talent Management for Workforce of the Future. This is an organizational focus on developing employee skills, knowledge, and competencies. Learning and development opportunities are provided for employees to improve performance and advance their careers. It is a strategy and a focus to retain the top performers within the organization and meet organizational goals and outcomes. Talent Management is for ALL employees, not just top performers, although there are special programs for those individuals.

Employee Investment Program (EIP) & Tuition Manager This program promotes and empowers qualified staff wishing to further their education by providing tuition assistance. This program is for highly performing/engaged staff only. It is not a benefit that everyone qualifies for. Instead, it is designed as a true investment by AtlantiCare in their future and in return the employee commits to staying employed with AtlantiCare for a minimum period of time. Tuition Manager is the system used to track and manage all information related to the EIP Program. If you and/or your staff are going through the program, you will utilize this system. To login, use your AtlantiCare Network ID and go here (The Starfish > Apps and Resources > Tuition Manager).

Expanding Your Healthcare Career Opportunities (ECHO) ECHO is an on-the-job learning and career development system. ECHO taps into the potential of mid-level employees and puts them on an allied health, clinical, or management pathway.

GROWS Leadership Mentoring Program

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