One of the responsibilities given to HR practitioners is that of recruiting workers. Therefore, as a HR practitioner working for a healthcare company, you may be required to recruit staff on behalf of the company from time to time. So that is a challenge you have to be ready for. And you have to remember that your success as a HR practitioner in the healthcare field will be determined, to some extent, by how well you handle the recruitment aspect. If you are able to consistently hire good workers on behalf of the healthcare company you are working for, you will be regarded as a successful HR practitioner. Conversely, if all the people you hire turn out to be unreliable employees, you will be regarded as an unsuccessful/failed HR practitioner. As a matter of fact, if it becomes clear that you are unable to get the recruitment aspect right, you may not last long in the HR position. If you are on a contract (as most HR practitioners are nowadays), you may find the healthcare company you work for being unwilling to renew your contract, once it expires. So it is very important for you to get the recruitment bit right.
In this article, we will be exploring some of the key things you need to do, if you want to get healthcare staff recruitment right. And without any further ado, if you want to get healthcare staff recruitment right, you need to:
Start by developing a profile of the ‘perfect’ healthcare worker you are looking for
Regardless of the position you are recruiting for, the most important thing is to start with the end in mind. So you start by asking yourself what the best candidate for the job would look like. What sort of person are you looking for? To aid you in this regard, it would be a good idea to first create a job description for the role. So you ask yourself the question as to what the person to be hired would be expected to do on a day to day basis. This would then help you in creating a profile of the perfect job candidate for the role. This profile would be typically made up of at least three components: qualifications, experience and personality. So you embark on the recruitment process with a clear idea of the type of qualifications you are looking for. And you also embark on the recruitment process with a clear idea of the level of experience you are looking for. Further, you deal with the issue of personality – and try to have a clear mental picture of the type of person you want to hire.
With regard to personality, you realize that there are some positions that, for instance, require individuals with the happy-go-lucky/hyper personalities. Then there are other positions that require sober, level-headed individuals. And one of the worst mistakes you can make is that of hiring an individual with a personality-type that is ill-suited to the position you are hiring for. Turning back to the issue of qualifications, you may also need to deal with the question of where exactly the qualifications were earned. There are, for instance, situations where you may want urbane individuals, who earned their qualifications in big-city colleges. And there other situations where you may want rustic individuals, who earned their qualifications in laid-back rural colleges… And with regard to the experience, there are situations where you want old hands, with decades of experience under their belts. Then there are other situations where you may want people with fresh ideas – say, folks who have just left college, with internship as their only ‘experience’.
The most important thing here is to ensure that you have a lucid mental picture of the job candidate you are looking for. In all things, you are more likely to be successful if, in the first place, you clearly know what you are looking for.
Figure out what the best way to get your ‘perfect’ job candidate is
Once you have a clear idea of the type of job candidate you are looking for, the next important question will be as to what is the best way to get such a candidate. See, there are some types of people whom you’d be better off head-hunting. There are others whom you’d be better off advertising for – with the intention of getting interested candidates to apply. Once they apply, you would go ahead to shortlist, interview and ultimately recruit the best. There are yet other positions where you’d be better off engaging a recruitment consultancy to find the right people on your behalf. At yet another level, you find yet other positions for which you’d be better off simply asking the employees you already have to bring in their friends and acquaintances… It all depends on the role you are recruiting for and the type of employee you are looking for.
Undertake an objective recruitment process
Whatever the nature of staff you are looking for, and regardless of how you opt to go about the recruitment, the most important thing is objectivity. So you need to ensure that there is ascertainable objectivity in the recruitment process. If you have two applicants for one position, you need to have an objective reason as to why you opted for candidate ‘A’ as opposed to candidate ‘B’. A piece of advice that is commonly given in this regard is to have an objective criterion on the basis of which you’d be awarding points to the applicants/candidates. So you can have a system where, for instance, you award a maximum of 25 points. Those would be (a maximum of) 5 points for qualifications, 5 points for experience, 5 points for personality, 5 points for age and 5 points for aptitude. Then, as you go through the applicants’ credentials, and as you interview the applicants, you award points accordingly. Then at the end of the process, and without any sort of subjective consideration, the applicant with the highest number of points gets the job.
Ensure that the newly recruited healthcare workers are well oriented
It is possible for workers who are otherwise excellent to perform poorly due to poor orientation. You therefore need to view the orientation as an integral part of the broader recruitment process. And you need to see to it that the on-boarding is not done as a mere formality, but rather that it is taken with the seriousness it deserves. You need to ensure that the newly recruited employees are made aware of all things they need to be aware of, before they are deployed. Otherwise you may find your new worker(s) flopping, in spite of you doing all other aspects of recruitment right.