As with most fields, an adverse economic climate produces more response to job vacancy advertisements. In the medical and healthcare profession, this is not necessarily a bonus. The healthcare field is consistently faced with a shortage of trained staff to meet the continuously rising demand. However, the field requires a very specific range of skills, qualifications and experiences which makes many aspects of Healthcare recruiting a challenge.
Field Specific Healthcare Recruiting
The major challenge of healthcare recruiting is the sheer diversity within the medical field. Each specific field and even location can impact the desired skills, experience and personality of the most suitable candidate. This can stretch many in house human resources teams, which are also dealing with everyday personnel issues, yet comprehensive knowledge is needed to ensure that the candidate best suited to the role is recruited.
Many healthcare organizations are turning to external recruitment specialists for this very reason. Specialist recruiters have a great deal of experience in the medical field and understand the requirements and demands fully. This allows them to assess the suitability of candidates through pre-screening before they are presented to proceed further within the recruitment process. Pre-screening can be used to establish that the applicants possess the basic qualifications and requirements which are essential in the appropriate candidate. This method can improve the efficiency and speed of the recruitment process to ensure the vacancy is filled quickly with a candidate who is likely to thrive within the role and the organization.
Other Tools of Specialist Recruiters
Specialist recruiters have access to a number of recruitment tools which utilize the developments in modern technology. An excellent example of this is the use of video interviewing. This allows candidates from all over the world to present themselves for an initial interview without the constraints of travel or time zone differences. Video interviewing also allows the candidate to showcase their skills and personality which are not often seen with a traditional written application. Although applicants may have the skills and qualifications on paper, they may not be suited to a certain environment or organization. The analysis of a video interview allows the recruiter to assess the personality and demeanor of the applicant to judge their suitability. An example of this is the need for rural practitioners.
Throughout the country almost twenty percent of the population lives in rural areas, but there is always a high demand for medical and healthcare professionals. While many applicants appear suitable during conventional healthcare recruiting processes, specific questions can be posed during video interviewing to judge whether the applicant is prepared and willing to adjust to the different challenges which a rural practice entails. This can be a very cost effective method of ensuring that the applicants who make it through to a face to face formal interview are not only qualified but enthusiastic about the particular environment in which the role is based.
Costs of Poor Healthcare Recruitment Processes
With the demand for healthcare professionals set to dramatically increase, the pressure to make good recruitment decisions is becoming extremely intense. As with all professions, there is a significant financial cost to recruiting unsuitable candidates. This not only includes the additional costs of the recruitment process and loss of efficiency when the role is once again left vacant, but there is also damage to the public relations of the institution.
With the demand for healthcare professionals far outstripping the current supply, good public relations becomes essential. Each institution is looking to attract the best candidates into their employ. High staff turnover rates give the impression that the institution is not a good work environment and the increased recruitment costs compromises other areas of the institution.
The healthcare field is consistently understaffed which means that there is tremendous pressure to ensure that correct recruitment decisions are made. Outsourcing this task to an external specialist agency can significantly reduce short and long term costs and ensure that only the best candidates are presented for final formal interview, saving time, resources and cost.
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Recruitment Rocket
The Challenges of Healthcare Recruiting
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