Post Medical Job

Do you have a permanent (full-time or part-time) opening for a high-quality medical specialist? Click Here to post More »

Post Your Resume Here

Are you a healthcare professional working long 12 -14 hour days, too many weekends and holidays, or traveling too far from home? Are you not home for dinner usually or not able to spend enough quality time with your family More »

About US

NSI Healthcare Recruiters is one of the most trusted and reliable recruitment and placement services available to medical professionals in the USA. NSI has been in business for over 29 years and has assisted many healthcare providers in locating and hiring qualified medical professionals. More »

Contact Us

Candidates: Because our posted healthcare jobs are filled quickly we ask that you contact us for the latest updates. Employers: Please post your job here for affordable placement service. More »

Health-Care-Recruiter.com

We at Health-Care-Recruiter.com pride ourselves on the highest quality, personalized-service that medical facilities and medical job applicants alike have come to expect from us. pride ourselves on the highest quality, personalized-service that medical facilities and medical job applicants alike have come to expect from us. More »

 

Daily Archives: August 13, 2013

Human Resources Recruiting

In these tough economic times, all companies are faced with the decisions on how to streamline costs yet increase productivity. Unfortunately Human Resources departments are usually one of the first casualties. Many HR departments now have less staff but there are higher expectations on bringing in the best candidates possible. So what is the future for Human Resources recruiting?

 

Outsource

 

There are many specialist recruitment agencies which are able to handle various aspects of the recruitment process. The key to effective outsourcing is to focus on tasks which your department lacks for either the staff resources or technological tools.

 

Many tasks such as pre-screening of candidates can be easily outsourced. This allows for the suitability of applicants to be effectively evaluated before they proceed further in the recruitment process. Pre-screening can be tailored to suit the particular role or company and can encompass skills and qualification verification, criminal and credit history checks and personal detail confirmation. This can be done through various checking facilities and open or closed format questionnaires. This ensures that when the formal interview stage is reached, the applicant pool is varied and filled with candidates who are not only qualified for the role but also well suited to it. This can speed up the recruitment process and ensure that valuable HR resources are not wasted skimming through resumes. Outsourcing the Pre-screening allows unsuitable applicants to be filtered out of the recruitment process without compromising the quality of the applicants proceeding further.

 

In many cases, HR department resources are so stretched that potentially great candidates are overlooked simply because their resume was not eye-catching. Pre-screening ensures that all applicants’ suitability is assessed for the basic knowledge, skills, qualification and personality needed to fulfill the role.

 

Utilize Human Resources Recruiting Tools

 

The developments in modern technology can be easily utilized for the recruitment process. Tools such as video interviewing are becoming more commonplace in Human Resources recruiting. Video interviewing allows for efficient time management, since applicants can be interviewed simultaneously. The questions are tailored and predetermined to suit the specific role and company. These questions are then posed to applicants for them to submit their video responses.

 

This provides an excellent recruitment tool. The interviews usually take place in the applicant’s own environment so they are relaxed and comfortable. This allows the applicant to showcase their talents, skills and knowledge. It also has proven to be more convenient, allowing the applicant to record their interview at a time suitable for them around their work schedule, family commitments and other obligations. There is also a huge amount of benefits for the recruiter. The video recordings can be viewed by any decision makers at a convenient time. They also provide a fuller perspective on the applicant, since you can see body language and non-visual cues without the applicant being distracted by unfamiliar surroundings and trying to judge the interviewer’s mood. Video interviews also open up the possibility of recruiting from further afield, since geography and time distances become irrelevant. This allows for candidates who are potentially the best suited to the role and the company is able to apply without the inconvenience and cost of travelling to multiple interviews and meetings.

 

There are a number of other recruitment tools which can provide a more efficient recruitment solution. If these tools are not readily accessible, the particular task could be outsourced to a specialist with access to the resources or tools to complete that aspect of the recruitment process.

 

Efficiency and Effectiveness

 

The key to contemporary HR recruitment is to ensure the efficiency and effectiveness of the process. Recruitment can be a costly procedure which can have a long term impact on the company if the incorrect candidate is recruited. This is the main reason why many HR departments look to specialists for assistance.

 

Specialist agencies can provide industry knowledge for the specific field in which the role is based. This can be invaluable for a HR department who is expected to be a jack of all trades. This insider knowledge can not only source suitable candidates but ensure that the applicant pool proceeding to formal interview not only possesses the skills and qualifications needed for the role, but has the attitude and personality to allow them to flourish in the environment.

 

The HR department can still maintain a huge input in all aspects of the recruiting process, providing details on company culture, role requirements and skills needed, while leaving the time consuming aspects to a specialist.

 

The pressure on Human Resources departments to recruit the right candidate has increased significantly. All companies are aware of the long term costs recruiting an unsuitable candidate can have including decreased staff morale, higher staff turnover and impact on overall productivity. It therefore makes economic sense for the Human Resources recruiting procedure to utilize specialist agencies to outsource aspects of the process. This will ensure that the role is filled quickly and efficiently with the candidate best suited to the role, to allow an immediate impact on productivity and potential development. While this involves additional short term costs, the immediate and long term benefits can be beyond measure. 






Powered by WPeMatico

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

Can Video Interview Software Boost Your Brand?

With certain specialist skill sets becoming greater in demand, there is a building struggle for talent which is set to become very fierce. They key to overcoming this challenge is by selling your company brand not just an individual post. Many savvy applicants now know what they want and this is no longer limited to a simple payment package. This change in attitudes has meant that applicants are no longer looking at merely the functions of a role but the actual company or organization where they want to put their skills to use.  Boosting the profile and brand of your organization provides a stronger foundation for attracting desirable candidates and persuading them into your employ.

 

The Importance of Company Brand

 

The maintenance of brand integrity can be as important as an advertising campaign. Your brand must reflect the realistic company including activities, internal policies and processes to stand up to research and scrutiny.  This will add to the image which job seekers are presented with about the company and ensure that the stories spoken about you reflect what you do and what people know about you.  If this realism fails to be maintained it can cause irreparable damage to your reputation.

 

Nurturing your company brand can maximize its potential for creating a positive image for both customers and prospective employees. This seeks to promote the intention that desirable candidates will want to work for your company because the reputation and brand is so strong. These positive public relations can be used during the recruitment process to drive up demand for a vacant position and ensure that the best of the best potential candidates are vying for the opportunity to apply.

 

Improving Communication with Video Interview Software

 

Video interview software can promote great communication with prospective applicants. By its use, it communicates a willingness to streamline the recruitment process and make the interview process easier for the applicant. Video interviews will also supply the applicants with enough information for them to complete preliminary research. They will then be able to independently explore the company’s reputation and brand.

 

Careful setting of the questions can also highlight the quality of the company and why applicants should want to work for your company, encouraging suitably qualified candidates to pursue the recruitment process.

 

Simply because the video interview process is so much quicker than conventional recruitment processes, the communication flow is automatically improved. Candidates have no need to wait weeks to hear the outcome of an interview, feedback can be presented almost immediately and further discussions can take place. This keeps the most suitable candidates in the communications loop and reduces the risk that you will lose out to a competing job offer from another company.

 

Video interview software has a multitude of uses and the savviest companies are seeking to use it to its full potential.  This may be a simple case of streamlining recruitment costs to using the tools and techniques to promote the company and advertise the desirability of the company.

 

Any company in doubt about the power of their brand should consider the impact of IBM in the 1980’s. Their powerful promotion and branding had not only existing candidates queuing for the chance to apply for vacancies, but college students actively seeking out computer courses in the hopes of future employment with the company. Imagine what power a brand could have with today’s technological advances. Using video interview software could merely be your company’s first step to building a proactive image which has potential applicants queuing out of the virtual door for any vacancy you may have. 






Powered by WPeMatico

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

Why Video Interview Software Specialists Provide the Best Recruitment Service

Since video interviewing has become increasingly popular, there are many new companies offering online recruitment services which claim to provide the same service as professional recruitment services. In many cases, this is not so. There are a number of reasons why video interview software specialists can provide the best overall recruitment service.

 

Video Interview Software Specialists Have Specialist Skills

 

The recruitment process must be done correctly to provide great results. This requires knowledge about the need and operations of organizations. These specialists have the skills and experience to guide you on which questions should be asked during a video interview and can assist with reviewing the results.

 

They also have access to a number of resources that non specialists do not. These include safe and secure video interview software, databases and network contacts to maximize the impact of your recruitment campaign.  They usually have industry knowledge which can be used to target your interview invitations to desirable candidates who may not actually be seeking a new position, but would be ideally suited to your vacant role.

 

Generic Agencies are Simpler

 

Simpler does not always mean more effective. A hit and miss approach to recruiting can compromise the entire recruitment campaign. Using inappropriate techniques, technologies or systems can compromise the future reputation of the company. It could also impede the progress of the recruitment process, slowing it down with delays which can lose desirable applicants along the way. With the nature of the internet, failures and bad news can spread quickly through close knit networks which can tarnish your reputation and your desirability as a potential employer.

 

With certain specialist skill sets becoming very in demand, the last thing that you want your potential employees to think is that your company is less than competent or unprofessional. Recruitment agencies which lack the insider knowledge and skills for your industry can actually cause a multitude of complications during their simpler process.

 

Specialist Services Provide a Full Service

 

Experience and expertise is recruitment should not be underrated. Being tempted by shortcuts in the process may have short and long term repercussions. Recruitment problems cannot be solved overnight, however with access to the right tools and techniques, you may be able to streamline the process and improve the methods in which you process applicants.

 

Since many companies are seeking to cut costs and reduce inefficiency, it is prudent to outsource aspects of the recruitment process to a service that have the expertise to deal with it efficiently and effectively. A specialist service is more capable of attracting a greater number of suitable applicants which will dramatically increase the chances of finding the best possible candidate for the role. They have the tools and technology to source talent and provide a greater diversity of hiring options

 

Although specialist services may seem a little more expensive, a professional service is always worth the extra cost. Ensuring you recruit the best possible candidate from a pool of highly suitable applicants will increase your chances of a candidate who provides a good fit to the role, team and company. This will reduce costs in the short and longer term by increasing productivity, boosting staff morale, improving staff retention rate and bolstering your company culture. This can provide strength within the company to shoulder any economic changes and move forward towards business goals. The cost of making a poor recruiting decision is one that few companies can stand to bear. By limiting your recruitment options through poor practice, you are increasing your chances of making a recruitment mistake and wasting a huge amount of company resources. 






Powered by WPeMatico

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

Frequently Asked Questions about Video Interview Software

With video interviewing software becoming a more commonly used resource, many companies are now curious to learn more. Here are just a few of the most frequently asked questions.

 

Is Video Interview Software Really More Efficient?

 

The simple answer is yes, but for a number of reasons. As all recruiters and HR professionals know, an interview is really the best way to judge the suitability of a candidate for the role. However, time and budget restraints usually mean that the number of written applicants who are invited to an interview is a very small percentage. Video interview software allows any number of interviews to be conducted simultaneously. This saves on time and money and allows for a greater spectrum of applicants to be interviewed. This permits even those who may struggle to differentiate themselves with a written application can showcase their skills and talent.

 

Video interviewing also allows for candidates outside of the area to apply for the role. This person may be the candidate best suited to the role, but with current work schedule and family commitments would be unable to travel for a more conventional recruitment process. The interview can be completed at a convenient time for them in a relaxed and comfortable environment to allow their personality to shine.

 

Is the Software Safe and Secure?

 

Just as security is important in conventional in-person interviews, it is also important that confidentiality and safety are maintained within the video interviewing process. In many cases the software has been encrypted to provide secure transfer of information. The recordings made are usually available as view only file which prevents the modifying or altering of content.

 

It is important to check the verification of security information. Reputable companies will be happy to provide reassurance about the safety and security of their software.

 

Do Applicants Really Like Video Interviews?

 

Many companies are surprised to learn that applicants do genuinely prefer video interviewing. Since they can be completed in a familiar environment at a convenient time which doesn’t impact on current work commitments or family demands, more candidates are willing to complete a video interview. They also tend to feel less stressed and are better able to respond to the questions without worrying about the non-verbal cues and body language of an in-person interviewer.

 

This allows the applicant to truly showcase their talents, skills, knowledge and personality. They also feel confident that since each applicant is being asked the same questions, the recruitment process is more of a level playing field with no recruiter bias.

 

The applicants are also not at risk of the expense and inconvenience of travelling to an in-person interview on the off chance they may be recruited for the role. This means that more people are applying for the positions offering potential employers a more diverse pool of candidates to select from.

 

Video interview software has revolutionized the recruitment industry. With fewer HR professionals expected to improve the recruitment process and ensure they hire the right candidate for the role, this development has been a huge success.  The efficiency and effectiveness of the process allows for more streamlined recruitment while offering better suited candidates. This saves company resources in the short time and can have a huge impact on staff retention rate, productivity and overall staff morale.

 

More and more companies are looking for access to this specialized recruitment tool which can maximize recruitment potential and allow the best suited candidate, regardless of geographic location and current availability to be hired. This increase in speed of recruitment ensures that the most desirable candidates are not lost to faster recruiting companies and ensures a boost in productivity as quickly as possible. 






Powered by WPeMatico

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

Why Video Interviewing Will Soon Be Mainstream

Most businesses and companies are being forced to streamline expenses and improve efficiency to develop the ability to thrive in the changing demands of the economy. Human resources and recruitment is no exception. Typical human resource departments function with fewer resources and yet they are expected to produce a higher caliber of recruitment results. This is why many recruitment specialists are taking advantage in the developments of modern technology and changing the format of recruitment processes and tools.

 

Why Video Interviewing is Gaining Popularity

 

The developments in cell phones, computers and tablet devices have allowed a greater number of people access to high quality recording devices. This enables applicants to complete video interviews at a convenient time which slots into their family demands and commitments of their current work schedule.

 

In addition, software is becoming significantly cheaper and with the developments in internet connections and speeds is readily accessible to a great many people regardless of their geographic location.

 

The Main Reasons Why Video Interviewing is Becoming Mainstream

 

In the past recruitment was focused on sourcing talent and candidates. With the breakthroughs in technology and the prominence of social media, more applicants are accessible regardless of their geographical location. Video interviewing allows these applicants the chance to apply with a level playing field. Where these candidates would have had the inconvenience and expense of travelling which may have made them reluctant to apply for different opportunities, they can now present themselves fully. This means that any business can access to the most skilled and suitable candidates for the role.

 

More businesses are also taking advantage of team collaboration. This allows the people with the best suited skill sets to work together regardless of their location. It is estimated that in the next decade the average number of employees who work remotely or on a mobile basis will have increased by almost fifty percent. This change in the way organizations function cannot be effectively supported with conventional recruitment methods, but would thrive with video interviewing.

 

Video interviewing is also extremely cost effective. Due to the nature of pre-selecting questions, recruiters can effectively interview multiple candidates simultaneously. It can also significantly speed up the recruitment process ensuring that the vacancy is filled not only quickly but effectively.

 

Video Interviewing has been proven to supply more suitable candidates. Since the process allows candidates to showcase their skills, knowledge and personality, it makes it easier for recruiters to judge how suited they are to the role and corporate culture. This increases the chances that the candidate will be a good fit to the work environment and have a positive effect on productivity and staff morale.

 

Applicant Benefits

 

Video interviewing also presents a number of benefits for applicants. Since digital video equipment has become more readily available and video submissions have become a common occurrence on social media, the majority of candidates feel very comfortable with using video. They can have the convenience of not having to schedule interviews and avoid the cost of travelling to different locations for interviews.

 

They are also aware that all candidates will be judged on a level playing field. The interviews are completed in a comfortable environment which allows the candidate to relax and allow their talents and skill sets to be showcased. They can concentrate on answering the set questions rather than trying to judge the non-verbal cues of the interviewer.

 

Video interviewing is becoming ever more popular and looks set to become the mainstream norm of recruiting. The flexibility it provides allows for thorough interviewing and the recordings can be kept on file to be reviewed again to assist in making the final decisions. It provides a collaborative recruitment effort which allows all decision makers to view the interview without scheduling conflicts and compromising on work load demands. 





Powered by WPeMatico

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

Not Yet Video Interviewing? It's Easier Than You Think!

Video interviewing is fast becoming an established and essential component of the modern recruitment process. It utilizes the developments in modern technology which have allowed the majority of applicants’ access to digital recording devices incorporated into cell phone, tablet devices, digital cameras and laptop computers.

 

Why Video Interview

 

Video interviewing presents a more cost effective yet thorough interviewing tool. It is not restricted by geographical location or differences in time zone since the candidates can complete their interview at a convenient time which suits their family commitments and existing work schedule. Video interviewing also offers a deeper insight from more conventional alternatives such as telephone interviewing since the candidates non-verbal signals and body language can be seen. The pre-determined questions are flexible enough to allow the candidate to showcase their skill set, abilities and knowledge and provide the company with a truer insight into their personality. This can make assessment easier as candidates can be judged by all members of a recruitment panel to view how suitable and prepared they are to adapt to the company culture.

 

The video interviews can be completed at a comfortable and relaxed location for the candidate which allows them to concentrate more on answering the questions posed rather than be distracted by the body language of the interviewer or the office surroundings. The interview recordings can be kept on file to be viewed by different decision makers and re-watched before final selection.

 

How Video Interviewing Works

 

The process is kept quite simple. The questions can be created as a collaborated effort from decision makers in all areas of the company. Specialist recruitment agencies can also provide advice and guidance as to what questions should be asked and what information you are looking for from the applicants.

 

The applications are screened to judge which candidates should be selected for video interview. The beauty of video interviewing is that interviews can be conducted simultaneously so it creates a larger recruitment pool for review.

 

The video interviews can either be conducted live at a mutually convenient time and location, or completed by the candidate in their own environment at a time to suit their own schedule.

 

The interviews normally consist of between ten and fifteen questions. The applicant is given a set period of time for responses and in some cases can pause the interview if needed.

 

The applicants treat the interview as if it were a formal face to face interview. They are briefed on the role and given the opportunity to conduct their own research. Each candidate then addresses the answers to the questions at the screen, allowing their personality, skills and knowledge to be fully demonstrated.

 

Candidate Benefits to Video Interviewing

 

As video interviewing has become more commonplace, more and more applicants are voicing their support. This form of interviewing allows candidates to feel more relaxed and confident and they feel that all the applicants will be judged equally. For many applicants who find that formal applications fail to allow flexibility, a video interview allows the candidate to shine.

 

Video interviewing also considerably reduces the length of time the recruitment process takes to fill a vacancy. This ensures that candidates are given the opportunity to keep their options open and not accept other employment offers, as they know they will be advised of the interview outcome quickly. This keeps the best and most skilled applicants enthusiastic about the role and organization. Specialist recruitment agencies are also able to use this format to facilitate the flow of feedback and actively promote the role and company.

 

Video Interviewing is easier and far less costly than you would imagine. Specialist recruitment agencies can complete the process quickly and effectively ensuring that the best suited candidate is placed in the role as soon as possible. This represents a huge saving in the short term, and a large impact in the longer term with improved productivity and efficiency, reduced staff turnover rate and improved staff morale. 






Powered by WPeMatico

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

How Video Interviewing Can Help Recruiters

With modern day businesses under pressure to streamline expenses and improve efficiency, many human resource departments are needing to operate with fewer resources yet have a greater demand to find the right candidate with the correct skill set, knowledge and personality to fit into the company culture. Many recruiters are trying to diversify recruiting techniques to improve the effectiveness and efficiency of the overall process. Video interviewing is one such tool.

 

Why Video Interviewing?

 

Video interviewing has become extremely popular and is now a common element of many companies’ recruitment processes. It provides an extremely efficient use of resources allowing recruiters to simultaneously interview multiple candidates with the interviews available for assessment and review at a convenient time.

 

Since the average cost of traditional recruitment processes are estimated to be between $1500 and $5000 per vacancy and a timeframe of forty five days is the average to fill the vacancy, video interviewing presents a huge saving of time and resources.

 

Video interviewing takes a fraction of the time of conventional face to face or telephone interviewing. The pre-determined questions can be created through team collaboration to allow for all decision makers to have their key issues addressed.

 

Other Benefits to Recruiters

 

Video interviewing also allows a wider candidate pool to qualify for final assessment. In the past geographical location and differences in time zone presented a huge recruitment challenge. This is not the case with video interviewing. Candidates can complete their interviews at a convenient time which is suited to their current employment demands and family commitments. They do not incur the inconvenience and costs associated with travelling and therefore candidates with the correct skill sets and experience are more likely to apply.

 

Video interviewing also allows the candidates to showcase their true skills, knowledge and personality. Many applicants find traditional recruitment methods cold and lacking the flexibility to highlight their suitability for the role and organization. The video submissions can be held on file to allow all members of the recruitment panel or decision makers to view the interviews without scheduling conflicts. They also provide the recruitment team with an invaluable insight into the personality, body language and non-vocal signals which can reflect suitability for the corporate culture.

 

Real World Benefits of Video Interviewing

 

In addition to improving the efficiency and speed of the recruitment process, which can prevent desirable candidates from accepting other employment offers before decisions have been made, video interviewing also allows a more rounded approach to recruiting.

 

Since poor decisions and faults in the recruitment process have been attributed to eighty percent of staff turnover rates, video interview submissions allow a truer picture of the candidate. This can ensure that there is no memory bias as the interviews can be viewed as many times as necessary before a final decision is reached. The candidates can be shortlisted and ranked for suitability and all relevant parties can collaborate on the decision making process with first hand viewing of the interview.

 

Video interviewing allows for candidates to conduct their interviews in a comfortable and relaxed interview which means they are more focused on their answers to the questions posed rather than trying to engender a rapport. This provides a truer picture of the genuine candidate and how suitable they are for the role, department and organization.

 

Video interviewing takes advantage of the developments in modern technology. Since the majority of candidates have access to some form of digital recorder from web cams, cell phones, tablet devices or laptop computers, they provide a uniform series of submission which allows all the candidates to be evaluated on a level playing field.

 

While video interviewing can reduce short term costs of recruiting, it can have a huge impact on long term costs; increasing productivity, reducing staff turnover rates and boosting staff morale. This simple and effective process can completely transform the recruitment process as you know it.





Powered by WPeMatico

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

A Lesson In Personalized Customer Service: elance and Fabio Rosati

Like many people, I have tinkered around on elance from time to time; sometimes looking for suppliers, and sometimes looking for clients.

The one issue I have with large marketplaces like these is that it can feel rather impersonal. You don’t know who you are meeting, and they don’t really know anything about you.

Being a web entrepreneur myself, I firmly believe that even with online offerings (and maybe even more so than with offline businesses), it is imperative to do your best to get to know the client so that they know you aren’t simply a machine.

So on Friday, when I received what was obviously a form email from elance apologizing for a minor outage (full disclosure – I hadn’t noticed the outage), I was more than a little disappointed that even though the email was signed Fabio Rosati, CEO of elance, it came in the shape of a form letter – which was obviously written by someone other than the CEO.

In an act of minor futility, I hit reply on my smart phone and wrote… ‘I will accept your apology if you can personally guarantee me you wrote every word of the email you sent me.’

Then I hit send.

I put the phone back in my pocket and went back to my conversation with colleagues, feeling rather vindicated. As with most people, I peek at my smartphone every once and a while. When I took it out a few minutes later, I noticed I had another email from the same account.

When I checked the message, it simply read… ‘I did!’

Nice one Fabio. Apology accepted.

Powered by WPeMatico

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

Tips for Choosing Executive Healthcare Recruiters

With the demand for healthcare professionals on the increase, many institutions are struggling to fulfill their recruiting needs. Hiring executive healthcare recruiters can be a fantastic method of improving pace and effectiveness of the recruitment process. The best recruiters can be a huge asset and can ensure the smooth running of the process, making it easier for the hiring panel or human resources department to find and hire the best suited candidate for their vacant roles.

 

Building a good working relationship with these recruiters can provide a boon to the institutions recruitment achievements for many years. However, selecting the wrong agency can be a waste of precious resources including time and money. So, how do you make the right choice in hiring a healthcare recruiter?

 

Question the methods of the Executive Healthcare Recruiters

 

It is important to question the recruitment methods and tools the executive healthcare recruiters use to fill vacant positions. There are a variety of different methods and approaches and you need to be sure that you find an agency which uses the methods you feel are most appropriate. Ask how they will find candidates for you. Many agencies use very basic methods such as internet advertisement and searches but although this can be an effective approach, it fails to include some of the best and most qualified potential candidates who are not actively looking to change position.

 

The best recruiters use multiple approaches to source candidates for your institution. They may employ internet research techniques but will also search through their extensive network to locate those candidates who are actively looking for work and those who could be interested.

 

The majority of agencies will also agree to pre-screen and conduct preliminary interviewing. This can eliminate any obviously unsuitable applicants and ensure that only those applicants who show the most promise and possess the relevant experience, knowledge and skills proceed through the recruitment process. The agency can also assess the personality of each applicant to assess their suitability for the particular demands of the specific environment of the role. For example, although on paper many applicants are suitable for rural practices and institutions, only a select few would be suitable for the different approach and atmosphere the environment demands.

 

Meet the Recruitment Team

 

It is also important to establish the roles each member of the recruitment team fulfills. For example, who will conduct the preliminary interviewing? Will it be done by one person or a team? Will the person who has completed the actual research of the candidates participate in the interviews? This can affect the efficiency of the recruitment process. It is unlikely that the person who secured your business will be the actual recruiter for candidates. You need to ensure that the entire team is fully briefed on the requirements and demands for the role and that only the best in executive healthcare recruiters is working for you.

 

Discuss the Timeframe and Payment

 

It is also important that you are aware of the timeframe needed and the costs involved. Reputable recruiters provide a transparent and comprehensive structure of fees which prevents any unpleasant surprises on arrival of the invoice. Experienced professionals will also have an accurate timeframe which allows for the sourcing and placement of the best suited candidates.

 

You must be comfortable with the timeframe and ensure you question it if you feel it is too long or too short. Any professional recruiter will be able to justify their timeframe and specify why it will take a certain period of time. This will give you an additional feeling of confidence that the agency can fulfill your recruiting requirements in the best possible amount of time.

 

These tips can be of assistance to ensure you hire the best recruitment professionals. This could potentially be the start of a long term working relationship, so you must be confident and comfortable with the approaches and methods used. Ensure you obtain references from other clients and candidates who have utilized their services. This will allow you access to all the relevant information to make a well informed choice.






Powered by WPeMatico

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

Finding the Right Candidate for Healthcare Jobs: Recruitment

Despite the underperforming economy, the demand for healthcare professionals is very high and set to increase further. Changes in healthcare policy and an aging population have meant that the healthcare industry has been left with a severe shortage of personnel to fill vacant healthcare jobs. This has created additional pressure on human resources of different institutions to ensure that they not only fill vacancies quickly, but with the best possible candidate.

 

Specialist Recruitment Agencies for Healthcare Jobs

 

Many institutions are turning to specialist recruitment agencies to improve the efficiency and effectiveness of the recruitment processes for healthcare jobs. Unlike in house recruitment teams which require a great deal of input from the specific department head or manager, specialist recruitment teams are familiar and experienced with the skill and qualification requirements required for the various roles. They are also familiar with the subtle nuances of knowledge and personality indicators which highlight those applicants who would be the best fit for the role.

 

Specialist agencies also have access to a wide range of tools which use the latest technological developments. These tools can be used to pre-screen applicants to eliminate those who lack the basic requirements for the role. They can also use other tools such as video interviewing to create a shortlist of applicants to proceed further in the recruitment process. This ensures that any candidate who reaches formal interview stage has already been assessed for skills, qualifications and suitability. This can save a great deal of time and resources. This suitability analysis can also help to improve the staff retention rate which increases staff morale, productivity and saves the additional costs associated with replacing a poor recruitment choice.

 

Building Public Relations

 

Building the public relations of an institution is also an essential element of the recruitment process. This is mainly because the demand to fill healthcare jobs far outstrips the current number of medical professionals in the field; therefore the institutions need to attract the best candidates to entice them into their employ. This can be done in much the same way that a new product is marketed. The institution needs to highlight its positive aspects to keep the best and most skilled candidates interested in working for them.

 

Specialist recruitment agencies have the skills, tools and experience to actively promote an institution to ensure maximum interest. They can generate an excellent public relations profile, not only with existing medical professionals but with those currently studying or considering studying a particular medical field. In much the same way that IBM generated a huge influx of students studying computing and aspiring to graduate and work for IBM.

 

Tailoring Benefits of Employment

 

Specialist recruitment agencies can also provide advice and guidance to tailor the benefits of the role. The modern healthcare professional is not only seeking adequate remuneration but a number of other benefits. Many professionals now have a wide variety of goals and requirements for their ideal role. This can vary from career progression to flexibility to allow a more balanced home and work life relationship.

 

These specialists can use a number of market research tools to highlight these demands and provide advice on suitably tailoring the benefits of the role. This can also be used as an excellent tool of recruitment, promoting those benefits which fit the profile of the best suited candidate. They can also facilitate the flow of feedback between the institution and the shortlisted applicants which can be essential in keeping the best candidates enthusiastic about the role and the institution.

 

Finding the right candidate for healthcare jobs can be an arduous and time consuming process. By outsourcing various aspects of this process, institutions can not only improve the speed and efficiency of the recruitment process but save valuable staff resources. This will significantly increase the chances of recruiting the best suited candidate for the specific role and reduce the rate of staff turnover. 

 





Powered by WPeMatico

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS