In Part 2 Comparison of Healthcare recruitment, I contrasted the active and passive recruitment methods. Then I discussed passive recruitment techniques. In Part 3, I will discuss active recruitment techniques. While I class techniques such as active or passive; Please do not assume that one is superior to another. As with all recruitment needs, you must determine what combination of techniques would be best for your clinic
For consideration, we divide the recruitment of technical passive or active :.
Passive recruitment
passive recruitment requires a level of interaction from the recruiter / employer. passive recruitment methods include such things as: job boards on the Internet, newspaper ads, newspaper ads, status in the community (for example, hospitals are health care facilities visible), the expertise in community (you are recognized as a leader in the field), social websites (eg Facebook), and business newsletters. These were discussed in Part 2 of this series.
Active recruitment
active recruitment requires a higher level of ongoing activity by the recruiter / employer. active recruitment methods include things such as :. the employee incentive programs, postcard mailers, cold calling, current employment programs, student internships, open (requires a lot of preparation work), scholarships, and using recruiters outside
active recruitment methods include:
Postcard Mailers
Direct mail can be incredibly effective when used correctly. Current research on the effectiveness of direct mail in sales. Results occur when you build an effective message and target your audience. Simply mailing to the entire state can work; but may be too expensive. A major advantage of postcards is that a person should at least glance at the map, because they make a decision to read further or reject the card. Often a well designed postcard campaign will be sent to a friend or held for future use. My motto postcard is "right message - Right Person -. Right Time ". Typical success rate is 2-4 leads from a mailer well designed and 0 leads from a poorly designed
Mailers Letter
The letters are similar . to post cards, but have unique advantages and challenges the advantage with the letters is that they can include more information than a postcard; in addition, they are as most confidential An inherent problem with the letters. is that they can be thrown in the trash or open barely read. If you send recruitment information to people in their workplace, a letter can provide a confidential method of information to meet the staff. If you send information to people at home and keep the information confidential is not important
cold calling
I know that cold calls are stormy reputation. but they work. the the downside is that some of the tracks fall through, since the candidate takes no active movement to the job search. With the cards they take an active approach to calling the employer to submit employment interest. cold calls rarely work when performed by untrained recruiters; it takes a certain personality to learn how to sell on the phone. Generally, we see two son with 10 calling hours for outpatient and three for 10:00 with home health and nursing homes. I would recommend never robocalls and recent federal regulations limit their use.
Present as an expert
I often encourages facilities "position" their clinic as an "expert in the community." One way to do this is to provide service programs to their colleagues. It is time to develop professional programs in service; but the quality of therapists want to work with experts.
Open House
Sometimes an open house event works and sometimes flops. We tend to see better results in the North and some in Florida. In the central states, where the therapist density is lower, these events tend not to do as well. You must do a lot of preparation work to prepare for an open house. Advertise the event and consider giving prizes that people want to receive. Combining the event with an information session or visit a new service can be helpful. Read chapter on "Recruitment through the generations" for some helpful ideas. We do a lot of them with nurses across the country, but I think their higher success rate has to do with the density of nurses and a greater variety of jobs. Some ideas of customers - Shrimp Boil (worked) vs Free Food (nah), price iPod Door (worked) vs day at Spa Beauty (nah), and a new hospital tower (worked) vs. Meet our staff (nah).
outside Recruiters
Outside the recruitment services are expensive, but can work. Typically, they will ask an amount that is a percentage of salary offered. We work with numerous external recruiters; in fact, we find candidates they present. You have to keep recruiting firms accountable for what they do. (On a personal note, our company offers recruiters to make cold calls, but we are unique in the marketplace At HRT, we work on an hourly rate with zero investment expenses ..)
campaigns email
There are two types of email campaigns commonly used. The first is sending information to "internal list" of people who want to keep your openings. You build the list by things such as former employees, trade shows, and the opt-ins web site. Emailing this "internal list" can be effective and low cost. The second type of email campaign is an email blast using an "external list" of professionals. The response rate for these is extremely low (see "Comparison of methods of recruitment"). The rules for the creation of this second campaign is extended to meet the CAN-SPAM Act. With a public limited and low target response rate, I do not recommend you e-mail to "external lists"; however, we recommend that you build and use your "internal list"
Awards
The. scholarship programs can be very frustrating as a former hiring manager, few things upset me as much as when I interview a therapist, who took a purse. then the person proposed to empty the employer financing if I match their offer. scholarship programs often work better for large organizations, that for small programs (large organizations may have ongoing needs ;. whereas smaller organizations have intermittent needs) another fundamental problem with the scholarship programs is that students rarely know what type of practice, they want before they start school; they may want to enter a type of practice that the one who pays for their scholarship quite different.
Final Thoughts
Recruitment in health care can be a challenge with competitive recruitment market. Long ago, hospitals would advertise in the newspaper or wait for students to call them for jobs. Clinics have been able to recruit internal references and perhaps a newspaper ad. external recruiters would call hospitals and therapists break and discuss openings.
Times have changed and recruitment must be planned and professional to be effective. Future articles will discuss pre-planning for your recruitment event.
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Steve Passmore, DPT
Dr. Steve Passmore graduated as a physiotherapist in 1977 and has had a unique career from clinical, management, operational, counselor. In 02, he created Recruitment healthy dissemination tools and services targeted later. These companies specialize in recruiting and marketing tools for health care (mainly nurses and therapists). We helped facilities for rent hundreds of therapists and nurses each year.
For more information, contact Steve at spass@healthyrecruiting.com, visit our Web site at www.recruitingtherapy.com, or call 888-993-9675. Also available is an in-service training on the job for conferences and our book, "Recruiting health care: Unlocking methods and magic - 2nd Edition", available via Amazon in paper or Kindle version of
. Latest posts of Steve Passmore, DPT (see all)
- When should we use Email in recruitment - June 13, 2016
- active recruitment - care methods comparison health Recruitment - Part 3 - April 11, 2016
- Passive Recruitment - Comparison of health care methods Recruitment - Part 2 - March 28, 2016
- Compare health Methods recruitment - Part 1 - January 11, 2016
- recruiting between generations: Part 2 - recruitment plan - May 21, 2014
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