By Ashlee Visel, BBA
There are over ninety open positions and only three months to recruit. This may feel like an impossible task, but is it? Trying to expand a business is challenging, but when that business is medical, the task becomes even more daunting due to the necessary DBS checks and the nature and type of candidates required. Having the right tools and plan can turn this fantasy into a reality.
1. Aces in Place
Placing the appropriate people in the proper jobs will allow for the recruiting process to be streamlined and effective. For example: putting the best salesperson on the task of selling the positions and the company, allowing the most creative person create the advertisements for job fairs to draw in crowds etc. These roles all play an important part in the bigger picture of recruiting, because having experienced employees executing these tasks will draw candidates in.
2. Employee Referral Programs
Create a strong program to reward employees for assisting with the talent. Incentivize the referral program. Give employees the ability to help build their own team. This will assist in employee engagement and buy in. Allowing employees to be a part of the solution will create a positive morale and instill a sense of pride.
3. Complete and Accurate Job Descriptions
Having complete and accurate job descriptions will allow t the candidates to understand the details of the position and what it may entail. The job description is what draws the applicants, providing a strong selling point will assist in the search. Use relatable and relevant wording and phrases to appeal to the targeted applicants. Be specific, vague job descriptions will keep job seekers guessing, this may deter strong candidates. Finally, it is vital that the job description is realistic regarding the requirements and salary.
4. Conduct Assessments
Technical jobs like Medical Assistant or RN require a specific set of skills and education. Conducting skills-based assessments to confirm the applicant’s knowledge, skills, and abilities. Ensure that the candidate is only tested on what they need to know in order to be successful in the position. For example. having a RN show you how to complete a billing inquiry would not qualify as a job-related assessment.
5. Don’t Delay
Be responsive. Once a candidate is interviewed, it is critical to follow up within a day or two to keep them interested. Even if a decision has not been made, reach out to let them know the company is still interested. If an offer is made, make the start date within thirty days. Offering a position more than one month before they would start could result in a candidate losing interest and accepting a position with another company.
6. Be Transparent
Be up front and honest with the candidate. If the individual feels led on, they will not be loyal. Tell the candidate during the process what the plans are for the start date, and what they can expect during onboarding. Expansion onboarding will typically differ from standard processes in some ways. This may consist of a larger orientation group and more group training than what would typically be done. The information on when, where, and how the orientation will take place and what to expect is vital to the expansion being successful.
7. Social Media
Post updates on social media about the expansion and how it is coming along. Update the public on the expansion process for the organization, this includes opening dates, staffing updates, and job fairs. Social media is one of the most impactful resources in today’s recruiting processes. An organization can be extremely successful with recruitment efforts if the social media platforms, like LinkedIn, are properly utilized.
The items that were discussed are those that recruiters may have a difficult time with. While the recruitment process can be overwhelming, following a strategic plan for each position is beneficial to employing the most qualified. Even with a historically low unemployment rate, recruitment efforts can make this number not be detrimental to the process. Using the tools mentioned above will assist in creating a seamless process. A smooth and organized method will make the candidate experience positive and the recruiter experience successful.
Ashlee Visel is currently a Human Resources Business Partner for a multinational health business group in Orlando, FL. She started her career in HR as a Human Resources Assistant for a nationwide law firm. Ashlee has her Bachelor’s degree in Human Resources Management and is currently pursuing her Master’s Degree in Human Resources at Rollins College. When she’s not studying or working Ashlee likes to spend time with her three children and husband.