Company overview

Learn more about how our vast array of solutions and best-in-class technologies are powerfully serving the healthcare workforce. 

Our brands

They say you can’t choose your family – but we did. We think you will, too. Our family of companies can tackle problems of any size, big or small. 

Our role in healthcare

Learn more about how we use our unrivaled staffing experience, best-in-class technology, and strategic consultation to help your organization succeed.

Executive leadership

Meet our team of executive leaders who are guiding our efforts to make life better for providers, patients, and healthcare organizations. 

Core values

See how our core values guide all our business decisions and drive us to find new ways to make life better for those we serve in the healthcare industry.

Community impact

Learn more about how we give back to communities both near and far through fundraisers, team activities, medical missions, and more. 

Solutions overview

See how we’re delivering customized workforce solutions that are doing right by our healthcare partners and improving how healthcare is done. 


Check out our suite of high-tech solutions that perfectly complement our high-touch approach to a future-ready workforce. 

Strategic consultation

We’re experts in exactly one healthcare staffing solution: yours. Partner with our experts to build a workforce strategy tailored specifically to you. 


See how our experts draw from the industry’s largest locums database to deliver customized solutions such as locum tenens, permanent placement, and telehealth.

Advanced practice

Get insights into how our team of APP-specific experts use in-house credentialing and licensing to deliver the right candidate to your facility.

Allied health

Learn more about the process we use to connect your organization with qualified therapists, technicians, technologists, assistants, and more.


Find out what makes our nurse staffing truly stand out in the industry, and how we’re constantly looking for new ways to make the process smoother.


Tap into the nation’s largest network and deepest specialty bench of multi-state license providers to keep your virtual care strategies on track.


Visit our blog to get workforce insights, catch the latest company updates, and hear important stories from within the healthcare industry.


Get industry insights, workforce strategies, and more from our resource section. Each video, article, and tool has been created with your success in mind. 

Careers overview

Get the details on how a career at CHG fast-tracks your success and lets you play a role in helping 25 million patients receive care each year.

View jobs


Get all the details about our various locations nationwide. We have expanded our operations to better serve the needs of the healthcare community.


Browse our benefit and wellness programs and learn how our team handpicks the best options to support you as a whole person.

Diversity, equity, and inclusion

Learn about the DEI goals we’re embracing to make our company¬–and healthcare industry at large–a better home for everyone.

Learning and development

See how our award-winning team of trainers can help you develop new skills and pursue the career path that makes you feel the most alive.

Employee stories

Check out stories from our people’s lives that highlight how CHG supports personal growth and helps you make a positive impact in the world.


Learn more about how our commitment to workplace flexibility puts you in the best position to be happy, comfortable, and effective.

Talent network

Visit our Talent network page to apply for a job, communicate with our talent acquisition team, or refer someone else for a job at CHG.

Recruiting process

Learn more about our hiring process and how we seek out the best opportunities for you to make an immediate impact.

Culture fit or culture add? How to hire employees who enhance your culture

It’s no longer good enough to offer employees a paycheck and health benefits. If you want to attract and retain top talent, you need to create a workplace culture that’s engaging and meaningful.

But it takes more than just creating and investing in a culture for it to succeed. You need to hire employees who will be champions of your culture and contribute to its long-term growth and success.

To achieve this, you need to make culture the first priority in your hiring process — even ahead of functional and technical skills.

Define your core values

Hiring for culture starts with defining your organization’s purpose and beliefs. At CHG Healthcare, our core values — continuous improvement, integrity and ethics, quality and professionalism, growth, and putting people first — have helped us create a fun and engaging culture in which employees feel free to be themselves and are passionate about the work they do. As a result, we have an employee engagement rate of 91 percent and a turnover rate of 14.5 percent — far below the industry average.

Once you’ve established your core values, look for people who reflect these values and can flourish within your organization’s culture. At CHG, we believe you can train employees for job skills, but you can’t train them to have the belief system that defines your culture.

Encourage employee referrals

One of the best resources for finding job candidates that fit within your culture is to ask current employees for referrals. Your people understand what it takes to succeed at your company and have the most to lose if a new hire doesn’t fit within the team’s culture. Emphasize the importance of culture with your employees and then incentivize them to refer potential job candidates that not only have the job skills, but will also thrive within your organization’s culture. One of the things we are most proud of is that 70 percent of our new hires in 2016 were employee referrals.

Ask culture-related interview questions

Hiring new employees who not only fit your culture, but also enhance it, can be tricky. A great way to narrow down job candidates is to ask interview questions that test their emotional IQ and give you insight into whether or not the candidate reflects your core values.

Here are some of the interview questions we use in our hiring process to help us determine if a job candidate shares our belief system:

Putting people first. CHG’s defining core value is putting people first. That means we consider the thoughts and feelings of others before acting and take care of each other and our communities. To find out if people share this belief we ask them these types of questions:

  1. Tell me about a time when you helped a coworker or direct report improve or be more successful.
  2. Tell me about a time when you didn’t get along with a coworker. How did you handle it? What were the results?
  3. Tell me about a time when you put a coworker or the interest of the company before yourself.  Why did you do it?

Integrity and ethics. We’re in the relationship business, and people need to know they can trust us. No matter how good you are at your job, if you can’t do business the right way, CHG is not the place for you. Here are some of the questions we ask to make sure job candidates will act ethically:

  1. Tell me about a time you stood up for something you believed in.
  2. Tell me about a time when you did not agree with something you were asked to do. How did you handle it?
  3. Who are your role models and why?

Quality and professionalism. We place healthcare professionals in jobs across the country. To ensure they provide patients with the highest quality of care, we hold ourselves to rigorous standards. That means we look for job candidates that take accountability for their actions and follow through on their commitments. Here are some of the questions that help us determine if candidates have this quality:

  1. In your last position, how was quality measured?
  2. How do you measure your true success at work?
  3. Describe when you worked the hardest and felt the greatest sense of accomplishment.

Continuous improvement and growth. We’re a company that cares about growth, so getting better every day is a big part of our culture. To help us determine if a job candidate will respond positively to feedback and actively seek ways to improve, we ask these questions:

  1. What are the goals you’ve set for yourself this year? How have your goals changed from last year?
  2. Tell me about a time you had to change your mind or way of doing things in order to improve.
  3. Tell me about a time you received critical feedback from a supervisor. How did you make improvements and what was the result?

It’s up to you to decide what you want your culture to be, but your employees play a crucial role in its success and growth. Hiring a job candidate without screening for culture could lead to lower engagement and job dissatisfaction of both the employee and his or her teammates, often leading to increased employee turnover.

Instead, set your culture and employees up for success by making culture a key element of your hiring process.

This article originally appeared on Glassdoor.

About the author

Kevin Ricklefs

As senior vice president of talent management at CHG Healthcare, Kevin Ricklefs oversees the “people” aspects of the company, including attracting new talent, training and developing employees, providing benefits, planning celebrations, and being there on the bittersweet day when beloved employees retire. Since joining CHG in 1999, Kevin has played a key role in creating the people-centric culture that Fortune magazine recognized on its list of the “100 Best Companies to Work For” each of the past eight years.

See all articles from this author

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