Home / Employer / Recruiter Tips / The Best Hospitals to Work For in 2017

The Best Hospitals to Work For in 2017

We already know that doctors, nurses and other healthcare workers play a crucial role in keeping us healthy. But thanks to dramatically increasing demand for people with the skills and experience to look after us when we’re sick, these professionals are poised to become even more highly valued.

What’s behind this surging demand? It’s largely fueled by overwhelming numbers of aging Baby Boomers, whose healthcare needs will continue to increase as they get further into their golden years. Unfortunately, there aren’t enough healthcare workers to meet this demand, with some experts predicting a shortage of 90,000 doctors by 2025 and others anticipating a shortfall in nurses that could prove at least as challenging.

And unlike other industries that can potentially address greater demand with automation, the healthcare industry is filled with roles that rely on empathy and advanced motor skills, making it challenging – if not impossible – to automate these jobs.

So if you’re a qualified healthcare professional, your employment outlook is bright. And for those with the right qualifications, hospitals offer many great opportunities. But which offer the best work experiences? Our data science team examined the 15 million employee reviews in our database and crunched the numbers for U.S. hospitals to find out the answers. Let’s take a look at the results, and see what they found.

Research hospitals dominate the top 10

“We have seen a significant shortage of healthcare professionals in the U.S. for years,” says Indeed Senior Vice President Paul D’Arcy. “With rapid growth in demand for nurses and doctors, and a much slower growth in supply, many professionals with these highly technical skills are finding the job market to be in their favor.”

But which hospital comes out top? 

Top 10 hospitals to work for in 2017

Earning the #1 spot on the list, Massachusetts General Hospital is the teaching hospital of Harvard Medical School and a biomedical research facility located in the West End neighborhood of Boston, Massachusetts. Another teaching hospital – Montefiore Medical Center – claims the #4 ranking and serves as the teaching hospital of the Albert Einstein College of Medicine in the Bronx, New York.

In fact, university hospitals have a particularly strong showing in the top 10, with the University of Michigan Health System at #6, Yale New Haven Health at #7 and Stanford Health Care at #10. And the top three also includes two highly regarded not-for-profit hospitals, with Baptist Health at #2 and Houston Methodist at #3 — the latter of which also includes a research institute among its facilities.

Florida and Texas each have two hospitals in the top 10. However, when we look at the top 25 (scroll to the bottom to see the longer list), we see that great hospitals can be found in cities spread across the United States and encompass a range of specialties and types of organizations. In other words, medical professionals have a variety of options and opportunities to find a great hospital that’s also a good fit.

So what do these top hospitals have in common?

“Many of the employee reviews at these top-ranked institutions note ‘inspiring’ and ‘diverse’ workplaces with top tier research teams and opportunities for advancement. ” explains Paul D’Arcy.

Keep reading to learn more about how the top hospitals stand out from the rest.

The best of the best: what they’re doing right

1.Massachusetts General Hospital

HQ: Boston, Massachusetts
No. of employees: 10,000+

The third oldest general hospital in the United States, Massachusetts General Hospital specializes in AIDS, cardiovascular research, cancer and human genetics.

Because Massachusetts General Hospital is an academic institution, one employee notes that the pay may not be as strong as it is at other organizations. Still, employees point to great benefits, diversity and strong opportunities for growth and advancement.

In addition to topping the overall list, Massachusetts General Hospital also ranks #1 in the individual rankings for best management and work/life balance.

“It was such a joy to work among the best and learn from the best,” says one employee. “The vast majority of staff at all levels are open and giving of their time and expertise.”

2. Baptist Health South Florida

HQ: South Miami, Florida
No. of employees: 10,000+

The second largest employer in the state of Florida, Baptist Health South Florida is a non-profit organization that specializes in surgical, diagnostic and urgent care services.

The hospital’s management is described as “very knowledgeable and competent,” while one reviewer points to a “diversity of cultures and personalities” that makes Baptist Health “an interesting place to learn.”

“We have access to learning tools, technical support, and guidance. Leadership is always available to listen and work to improve processes,” says one reviewer.

Not only do employees have great things to say about the work environment, but the hospital earned the second highest ranking for work/life balance.

3. Houston Methodist

HQ: Houston, Texas
No. of employees: 5,001-10,000

One of the most comprehensive teaching hospitals in the U.S., Houston Methodist has gained worldwide recognition in cardiovascular surgery, cancer, epilepsy treatment and organ transplantation.

While employees point to the company’s excellent salaries, quarterly bonuses, strong benefits, and tuition reimbursement, they seem to be most excited to talk about its positive work environment.

Employees say they’re happy to come to work and describe a family feel among coworkers, making it no surprise that the hospital has the second highest rating for company culture.

“It’s hard to imagine that in this fast-pace world we live, that anything can seem constant and safe, but that’s exactly how I feel about my job,” says one employee.

4. Montefiore Medical Center

HQ: New York City, New York
No. of employees: 10,000+

Located in the Bronx, New York, Montefiore Medical Center is committed to healing, teaching, discovering and advancing the health of the communities it serves.  

“Despite the fact that this is an extremely large organization, you feel like you are working for a tightly knit family,” one reviewer says. Other employees praise the company’s great pay, diversity and professionalism.

The hospital ranks second for management, with employees praising the inclusive management style that is respectful of employees’ rights.

5. Texas Children’s Hospital

HQ: Houston, Texas
No. of employees: 5,001 – 10,000

The largest children’s hospital in the U.S., Texas Children’s Hospital aims to create a healthier future for children and women by leading in patient care, education and research.

Not only is Texas Children’s Hospital consistently ranked as one of the top children’s hospitals in the country, but it performed exceptionally well in Indeed’s individual rankings, coming in first for culture, second in compensation and third for work/life balance.

While employees point to the hospital’s excellent benefits, tuition assistance and multiple opportunities for career advancement, it’s the positive culture that they rave about.

“The culture of the company is amazing,” one employee says. “Everyone loves to put a smile on the children’s faces!”

top hospitals to work at in 2017

For a deeper dive into employee reviews, salaries and job openings at the best hospitals in the USA, click the banner below.

Methodology: Indeed has over 15 million company reviews. Indeed compiled this list by including hospitals with at least 50 reviews. These hospitals are the most highly rated for overall employee experience.

Click Here For Original Source Of The Article

Ads by WOW Trk

About Mildred Blankson

I am a Human Resource Professional with a Masters Degree in Human Resource Management. I have several years of experience in Human Resources and i hope this blog will be a great resource in helping you find the perfect job or candidate that you seek.

Check Also

How to Leverage Company Benefits to Recruit and Retain Top Talent

One-third of organizations have increased their overall benefit offerings in 2016, according to a research report compiled by the Society for Human Resource Management (SHRM). As recruiting and retaining top talent continue to become increasingly difficult for employers, robust benefit packages play a key role. When salaries and perks (think: free lunch) are nearly equal from company to company, employees are likely to opt for the company that offers the best benefits and greatest opportunities.

Medical and financial benefits aside, employees are looking for lifestyle and career benefits. SHRM reported that the top reason employers increased benefits in 2016 was to remain competitive in the marketplace—and the three biggest focus areas for change were in the health (22%), wellness (24%), and professional and career development (16%) categories. Robust benefit packages that include career development, health and wellness, and flexible working options provide a platform for employers to stand out. Nearly one-third of employees look for external positions because they desire “overall better benefits,” second only to higher compensation.

The type of benefits you offer speaks volumes on how you treat and support employees, which always manifests by way of your external employer brand. It’s not enough to say “we have great benefits,” because “great benefits” are now table stakes. Companies have mastered the art of talking about perks, from catered lunches to team building activities. Failure to talk about the real support and development opportunities you offer to employees might translate to missed opportunities. So how can hiring managers and recruiters promote employee benefits to help with recruiting and retention?

#1: Kick “industry standard” out of your vocabulary

When recruiters and hiring managers list their company’s benefits and summarize with the catch-all phrase, we offer “industry standard” benefits, it’s not enough. When all else—compensation, vacation days, and perks—are even, offering a standard benefits package won’t help your company standout enough to secure commitment from a top employee. Even though it might be tempting to default to a quick response, it pays to provide more detail about the benefits your company offers, in length, during the interview process.

And even more importantly than providing a laundry list of benefits (but kudos to you for that list!), explain how these benefits fit in with core company values. For example, if you offer flexible work arrangements and flexible hours, explain that these arrangements support your company’s value of work-life balance. If you provide a gym membership or showers at work, talk about how it enhances company culture or creates opportunities for employees to get the exercise they desire in a convenient way.. When recruits begin to see how your benefits support their shared values and interests, they’ll see the benefits you offer are much greater than “industry standard.”

Employers hoping to keep a competitive edge are offering more than the “industry standard” at every stage of the employee journey, including at severance – according to a recent study by RiseSmart. If you’re on the cutting edge of severance offerings, use those benefits to differentiate your company form the competition.

#2: Talk about goals in the recruiting and interview process

Before an employee is even hired, find out what they’re looking for in their employer and what their short and long term goals are. Ask questions like, “Where do you see yourself in 5 years?” and “How are you hoping your employer will support you along your career journey?” Employees, many of whom are seeking opportunities for career development and continuing education, need to know you plan to invest in their individual career goals.

A Career Builder survey found that 45% of employees, regardless of generation, plan to stay with their employer for less than two years. During their tenure, they expect to benefit and grow with each new role and and at each new company. It’s important to convey to prospective employees that you invest in each individual employee, regardless for how long they plan to stay in the role for which they are being hired.

#3: Amplify the employee voice

Remind employees early on that they have a voice to share about company culture and employee benefits. Glassdoor, for example, recommends employers invite new hires to reflect on their first few months at the company. Whether this leads to internal feedback or a public review, it can assist efforts aimed at creating a positive employer brand.

L’Oréal recently launched a #LifeatLoreal hashtag to encourage employees to share photos of their experiences at work. The campaign all stemmed from the idea that people would trust their peers on social media when it came to L'Oréal being a great place to work. Employees posted a wide variety of pictures, including snapshots of various benefits and perks in action—such as flex days and catered lunches. Encourage employees to share the experiences they enjoy the most on the social channel of their choice.

#4: Keep employees engaged with benefits

On average, salary is only about 70% of an employee’s total compensation. When employees don’t take advantage of the benefits offered by the company, it’s equivalent to leaving 30% of the total compensation package on the table. Employers who keep employees engaged with benefits are more likely to see benefits manifest as part of the employer brand. An employee is highly unlikely to leave a Glassdoor review that mentions a positive benefit if she has never actually utilized the benefit.

Try hosting monthly or quarterly Q&A sessions to discuss available benefits. When you roll out a particularly hefty benefit, such as a new 401K offering, or an update to parental leave policy, give employees ample opportunity to ask questions. You could also share success stories from employees who have taken advantage of a particularly niche benefit, such as an hour of free lawyer services, to showcase how the benefit is used and encourage other employees to check it out.

#5: Benefits are the forgotten negotiation tool

If you are a hiring manager or recruiter engaging with a candidate, think beyond salary, or equity. Everything is negotiable, from vacation days to health insurance choices. Savvy employees, especially as the war for talent continues to heat up, will use benefits as negotiation tools—but don’t shy away from doing the same thing on the employer side. It’s often easier to offer more benefits than to secure additional salary for an employee.

Don’t be afraid to talk about your full complement of benefits, including your severance benefits. Prospective employees may feel more comfortable about joining a company that will take care of them, in the event of a downsizing or restructuring event. You may want to consider offering perks like outplacement and career transition services to employees who leave voluntarily as well as those who are involuntary subjects of a layoff. Knowing that you are invested in their career, even after they leave, will help you create a workforce of dedicated, engaged, and satisfied employees.

The world is small and everyone is connected. When you invest in employees, it leads to a positive employer brand. In the new Employee Relationship Economy, former employees will someday become vendors, customers, brand evangelists, recruiting references, or even boomerang employees. In a world where the employee/employer relationship is no longer finite, it’s important to convey your full support for employees’ career endeavors at every stage of their career journeys -- beginning early in the recruiting and interview process.

In every recruiting conversation, highlight your dedication to each employee’s career. When you frame up your organization’s benefits in context of how they fit in with the employee’s journey, it’s easy for the candidate to see how your company would support his journey. Communication about employee benefits can go a long way in the recruiting process—and will have a direct impact on your employer brand. If you offer much more than “industry standard,” you should be screaming it from the rooftops. Your current and prospective employees deserve to understand just how committed you are to their personal and professional journey.

Leave a Reply

Your email address will not be published. Required fields are marked *