If you have been an employee for some time you will know that the staff turnover rate can be exceptionally high or non-existent showing that the staff is happy where they work and enjoy their environment, but new employees are a great way to bring in fresh ideas and energy.

Too often as a boss or manager, we get complacent, stuck in our ways and routines, and don’t realize that the monotony of the day-to-day schedule could be to our disadvantage if left for too long. Workers become lazy taking shortcuts they know will work and go unnoticed, tasks are completed less effectively and efficiently and when you work in a hospital environment where precision is everything this is a risk you don’t want to take. Bringing in new eyes, refreshing opinions can bring things back on track.

Playing your part.

It is easy enough to say you want and are looking for new staff, but are there ways and methods to do so effectively, yes. Let’s look at some top tips that recruiters or top management have used and methods that proved successful.

  • Advertisement. A strong ad can get the attention of the people that matter the most, it could be current staff looking for a new position or promotion, or a friend who knows a great candidate suitable to the job requirements. Make the details clear and precise, but be open to discussion.

See some great ideas here with the help and explanation of diagrams and a more in-depth breakdown of the process to help you get the process started.

  • Job Boards. This may seem like an ‘old school’ approach but it gets the job done, right? We have all walked past a job board and paused for a moment looking at what is available on the market, wondering if it is time for a change and whether you would be the best candidate for that job. Just be sure your advert stands apart from the rest.
  • Referrals. This is one option to keep in mind. While many bosses don’t enjoy the fact of more than one family member being employed or friends who may take advantage of a situation there are scenarios where it could work for you. Your current staff member will understand that their job and reputation are on the line should their recommendation not work out.
  • Competition. Checking out the competition is and always has been part of the working world, knowing what your competitors are offering for a similar position or in terms of salary will help make your position that much more desirable or you could make changes that could be more appealing to potential candidates.

Knowing where or how to find the right staff is not as daunting as you may have thought, with the help of current top management staff and a reliable and professional healthcare recruiter your staff quota will soon be at full strength and you can breathe easy again.

What to look for.

You have done the leg work, put the adverts and flyers in positions and made the news heard, you have interest, and applications are pouring in. now you need to ensure that the right person is found for the job and knowing what you want and what to look for will help you to narrow down your search.

Naturally, you need someone who is well-versed in the healthcare and medical industry, a person who genuinely wants the best for patients and their health, and who has ideally been in a medical environment for years. To learn more you can click this link https://carrington.edu/blog/top-10-soft-skills-needed-health-care/ and read an interesting article on the topic, it is always better to know more than less.

Personality plays a larger role than we realize and could be the difference in the way patients feel under their care, pair this with patience and customer service and you will know you have made the right choice.

At the endof the day, as the old saying goes, you should go with your gut. When interviewing and talking to applicants you can get a feeling as to whether this could be the start of a good working relationship, if you don’t get this then you are best to keep looking. After all, the right fit will work for everyone, both you and them and most importantly the hospital.

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