Overcoming Barriers

Promising Solutions To Common Challenges

 

Challenge Solution
The high volume of applications prevents individuals from making it past the initial screening process Connect hiring managers directly with applicants participating in training programs

Examples: University Hospitals, University of Colorado Anschutz Medical Campus, West Philadelphia Skills Initiative, New Haven Works’ “Meet & Greet”

Blanket policies prevent the hire of formerly incarcerated applicants

 

Develop capacity of human resource staff to understand categories of criminal backgrounds so they can match applicants to departments where there are no legal barriers

Examples: Johns Hopkins University and Health System

Staff are unable to take advantage of training opportunities due to time constraints Provide financial and scheduling support to managers to allow for release time

Examples: Johns Hopkins University and Health System

Employee demographics do not match the demographics of the surrounding community, or specific demographics may be underrepresented due to historical trends in employment and institutional barriers to employment Focus on a particular underserved population, or partner with intermediaries who do; Create specific cohorts focused on these underrepresented populations

 

Examples: EMS Corps, University Hospitals, University of Colorado Anschutz Medical Campus

Due to the high volume of applicants, recruiters and hiring managers may only be able to look at résumés, but this does not provide candidates with enough space to demonstrate skills acquired during pre-employment training Provide supplemental application materials, including evaluation data from program staff, to demonstrate candidate performance

Examples: West Philadelphia Skills Initiative, Partners HealthCare

Staff are unable to take advantage of tuition reimbursement because of the upfront costs Change tuition reimbursement to tuition advancement for employees making below a certain wage threshold

Examples: Partners HealthCare, University Hospitals, TriHealth, Mercy Health

Healthcare system or hospital is too small to warrant a local hiring pipeline effort—there are not enough open positions to make a training worthwhile Partner with other institutions, or a workforce intermediary that works with other anchors with similar employment needs. These can even be outside the healthcare sector, such as partnering around facilities or maintenance positions

Examples: West Philadelphia Skills Initiative, Johns Hopkins University and Health System, University of Colorado Anschutz Medical Campus, University Hospitals