As a healthcare manager, you know that, ideally, recruitment isn’t rushed or put to the bottom of your priority list. But generally, when you need a new team member, you’re busy!!
This can make it hard to give the process the time it deserves. With all this in mind, we’ve collated some tips to speed up the process and help you recruit the best person for your healthcare business.
These articles might be helpful too:
- Successful Recruitment & Selection 1 - Developing the PD
- Successful Recruitment & Selection 2 - Shortlisting & Interview Questions
- Successful Recruitment & Selection 3 - Interviews & Reference Checks
- Successful Recruitment & Selection Checklist - Download
Now, onto those tips to help you hire the right person…
Know who & what you’re looking for
Ensure you’ve identified your ideal candidate's experience, qualities and attributes - those that will enable them to perform the role’s tasks. Our position description template will help you capture the details of the role. As well as guiding your hiring process, this document can be used throughout the employment relationship to drive accountability for the role responsibilities.
Stand out from the crowd
When competing in the job market, you need to differentiate your role from your competitors. You want your offering to stand out from the crowd, so it captures job seekers’ attention and enables you to attract a good pool of applicants.
So, consider what makes your practice and this role different, and highlight these elements to show how your practice is the one to work for. This includes things like flexibility, remuneration/benefits, opportunities for future growth, and a really friendly and supportive team.
Organisational Culture
In addition to questions that uncover relevant skills and experience, when interviewing candidates for the advertised job, it’s important to include questions that determine whether their values align with those of your business. Raising such questions at this time also drives discussion early on around expectations and makes these known from the outset, so your new team members understand what will be expected from them and their work. Where values align, your new team members will enhance rather than disrupt the organisational culture you’ve created and form good relationships with the rest of your team.
Use a variety of advertising mediums and platforms
When looking at where to advertise your job opening, it’s a good idea to avoid putting all your eggs in one basket. Choosing a few platforms on which to advertise will create greater breadth and reach for your role. Options include posting on Indeed and SEEK, plus sharing on Facebook – your page and sharing to relevant groups, LinkedIn, and university/college/community pages to reach broader audiences. Depending on the role and ensuring that the medium/s used are appropriate, other options include promoting to your existing team members, on local noticeboards, and in your practice newsletter.
Be thorough
When reviewing candidates’ resumes and cover letters, it’s a good idea to note questions about items requiring clarification – for example, gaps in their employment history, an indication of ‘job-hopping’ etc., and ensure these are included with your standard interview questions.
Ensure your interview process gives you and your candidates adequate opportunity to get to know one another. An effective approach is to progress them through an initial screening phone call, a Zoom interview, reference checks and an in-person interview. This enables you to build the picture and rapport needed to make a considered decision and hire the best person possible to join your team.
Check out the in-depth recruitment resources linked at the top, and happy recruiting!
The Augmentum team provides a broad range of consultancy and management services, supporting healthcare business owners and decision-makers in many key areas, such as strategy development and action planning, building effective foundations and teams, keeping your finger on the pulse, and driving growth and success.
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