Passive Recruitment - Comparison of Healthcare recruitment methods - Part 2

Passive Recruitment - Comparison of Healthcare recruitment methods - Part 2 -

In the previous article, I discussed several key recruiting methods. I think there are two major categories of recruitment techniques - passive and active recruitment recruitment. In the previous article, we compared a mixture of active and passive popular techniques :. E-mail, direct mail, job sites on the Internet and newspaper ads

It is important to pre-plan a recruitment sequence. As mentioned above, there is no better way to recruit. You must evaluate your program and determine the techniques that reach your target audience. Below, I have defined active and passive techniques. Most clinics will have to consider a mix of both types to achieve success

Part 2 of this series will deal with passive techniques. while Part 3 will discuss active techniques. First, let's define and list some passive and active techniques.

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.

active recruitment

active recruitment requires a higher level of ongoing activity by the recruiter / employer. active recruitment methods include things such as :. incentive programs for employees, postcard mailers, cold calling, current employment programs, student internships, open days (requires a lot of preparation work), scholarships, and using recruiters outside

passive recruitment methods include:

display Internet job Board

These job boards are suitable for advertising to a national audience. We do not recommend non-health care sites such as Monster.com; since the publication of those will often create tracks of someone without health care qualification. There are some companies that guarantee your job board placement on dozens of different sites. While many job sites may seem like a lot; I think by posting on a few selected sites is the key necessity. You must be sure you are marketing heavily in sites that specialize in the health care community. For therapists, we recommend JobsTherapy.com, PTJobs.com and professional associations (LDAO, APTA, ASHA) for therapists. There are a multitude of nursing sites, but these are not as dominant

Newspaper Ad

Ads in newspaper work, sometimes for nursing. but they rarely work for therapists. These are probably best used by hospitals to nursing, and support staff, in urban areas

Journal Ad

advertising effective reviews can be very expensive. because they require recurring advertisements larger. They work if you repeat the big announcements for months to build your brand. Large companies often publish and strong.

Writing articles

Keeping your name in the professional community will build your professional reputation. This is the passive recruitment and can repay in time, with people who want to work for the experts.

employee incentive programs

It is good to have your employees recommend colleagues ... assuming they recommend someone you love.

Social media sites

Social media is relatively new and many people are trying to understand an affordable approach to recruitment. At this point, I think they are positive for promoting your name to the employees of friends. I also believe that these sites are useful as a link to show people more about your business and opening. Use QR codes and other methods to enable research of tech-savvy candidates out direct mail to find your social media page.

Employee Incentive Programs

If you have a good organization, your employees can be a great resource to their friends. Incentive programs can be tailored to your needs and those of your staff. They can be directly related to recruitment (as referral bonus or a signing bonus) and staff development / brand (such as training programs and training). Tailor and mixing programs; and announce them in your recruitment documents.

Final Thoughts

Passive techniques are effective but tend to be less aggressive in recruitment. I want to consider recruiting be similar to clinical practice. You evaluate your patient, use the clinician knowledge base, determine a treatment program, and then use a mixture of home program techniques for active treatment. Recruitment is similar, you must evaluate your program, what tools you have, then set up a mixture of techniques.

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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

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