Recruitment for medical practices would be much easier if the hiring was as simple as going to the drive-thru window at McDonalds. "Hold the onions and extra pickles" would be my request so that the person behind me can easily place an order on measures to "hold the mustard." After a few mouthfuls, discovering a mistake, I just throw the burger or scrape the onions off the bread.
The professional staff recruitment is never as easy as placing an order and choosing the candidates menu. Finding that first applicant can be a chore and rarely do we have the luxury of several candidates. The recruitment Secret is to create an atmosphere where your ideal candidate you can find at the right time.
I work with many practices to enhance or create a recruitment event. For a single effort, or even a running program, I try to create a state of mind based on my "recruitment Five R". These "Five R" for a recruitment event are :. "Right Start", "good person", "Message Right", "Right Time" and "good product"
"Start Right"
Recruiting the best employees for your practice rarely happens by accident. To begin the process, I return to my roots and clinics begin with a critical evaluation of practice. Set your practice to determine which part appropriate. Evaluate and write your practical strengths and weaknesses. For the section of the evaluation objectives, capture a picture of what type of person would complement or improve your practice. For the treatment component, you develop an action plan.
Just as it happens with an assessment and patient goals, you set a plan for each patient and to achieve many goals that seem unrealistic. On the way, you will evaluate the candidates and plan as you reach for optimal results. It is essential that you place this assessment on paper and be honest with the process. This assessment is your starting point; you'll see how this assessment is used throughout the recruitment process with the "Five R".
"right person"
Each practice is to try to match the perfect staff for their unique needs. This plan is hampered by the limited supply of candidates; combined with a competitive market. It's incredible; but great matches can be made when looking for a good game plan.
One advantage in the medical field is that clinicians have credentials with standardized training. While this may provide a level of technical competence; it obviously can not miss the personality, skills and work ethic that might correspond to your unique practice.
To find the right person, I build from the clinical evaluation model described above. You probably will not find a partner that is a perfect match; However, the exercise of evaluating the practice sets a standard for judging the hiring criteria and recruitment management. Keep your practical assessment for the interview process. Carry the list in your pocket so you can quickly reference your outlets during a unexpected telephone survey or in-person interview. This assessment list gives you something to reference and focus during the actual interview process.
Prepare in advance for the interview with your assessment and keep a written plan with you. Some employers as structured interview questions and some prefer the open questions. Remember the candidate is nervous and bad interview or they might be a braggart accomplished (not necessarily a bad trait to practical situations ... if the earth with truth). Direct interviewing around your evaluation points and take notes only after completing the interview. Maintain eye contact and stay engaged during the interview.
"good message"
When shopping, I like listening to the sales person, observing the presentation of the store, and playback of ads package. A strong commercial approach may include a smooth presentation, starting points intriguing, truth, professionalism, enthusiasm, truth, knowledge, and a little scene for emphasis. You'll notice I listed twice truth because I believe in all points and keep the truth resting on my shoulder all the time.
I had an initial telephone interview with a hospital administrator that I will never forget. . He started our conversation with, "I refuse to pay such high salaries therapists want" Wow, that was a terrible starting point for an interview; Needless to say, I did not take the job
I personally have never used the salary as a decisive point in a job and was offended with his opening statement. This administrator should have read some of my articles or let someone else do the rental Although I believe in truth. presentation and staging in recruitment is essential
Present the facts, but use a positive light to create a positive recruitment event If the salary is going to be.. weakness; stating salary is just and our services are exceptional might be an option (Sounds like a typical hospital the administrator of my personal example could have used.) If your existing staff has limited experience; then you might need to focus on continuing education and peer review. Do not hide your weaknesses, but to determine a way to improve in your ads, interviews and publications. Never assume your candidate has not heard of your weaknesses; your job is to treat and work to improve them when possible.
Presentation is critical. In our recruitment company, one of our tools is to help the owner or effective advertising manager for postcard mailers, Internet ads, and cold calls. We offer several recruitment tools for practices that want to hire nurses and therapists. These tools include direct mail, cold calls, internet jobs, recruitment software, consulting and best industry professionals lists. We continue to develop new tools to give results "professional quality" that customers need.
Direct Mail can be very effective in presenting your message to a majority of local candidates near your practice. Design is critical to the message map. You have six seconds to capture attention with direct mail. I use you a postcard, the points and the primary sales charts should be clear needs and address of the applicant (owner). Remember the six second rule with the staging and truth. You can design your own card or use the personnel of our company to create a message. Keep your practical assessment you create the message.
Cold calling is a proven method that we use in the local catchment area. Some candidates respond better to a written message (cards or letters) and some more phone calls. I do not recommend calls ro-bo. If you care to offer the best ... then take the time to talk in person.
Internet job cards give you a national coverage and can work well when someone is "actively" looking for a job. Use a professional to help create a message that meets the search results. Using job boards that relate to the particular health workers will usually give you the candidates who are authorized in health care; instead of someone who just cruise for a job.
Examine each word out with cold calls, social media, job boards on the Internet, and interviews. Future articles will focus on the different types of messages in more detail
"Right Time"
Trying to sell snow shovels in April is generally a bad perspective. but if you have a monster snowstorm, they'll steal your store shelves. I recruit for many years and I rarely see best time to recruit. I can see the general trends; but it is difficult to predict when there will be excess people looking for a job. Two national events in recent years has created a temporary excess of candidates (changes in the Medicare payment system for the administration of President Clinton cause mass layoffs and the economy crashing during the time of President Bush has caused many people who were previously part-time or retired to seek full-time employment, which led to an oversupply on the market) There are regional events that may create a surplus as a hospital layoff or schools producing too many therapists in a region. but these are typically regional and shorter-term.
I think there are some general trends that point to more optimal times to recruit.
If you are looking for temporary employees or part-time, the Christmas season can be a good time of year. If you plan a mailer, a great time to hit the houses are for family vacations. These are life changing time when families typically spend more time together and discuss their life and job satisfaction. It is the same for any life changing event (such as the end of the school year); it may be a good time to contact people by mail or calls. If you hear rumors of a dismissal or an imminent closure of plant, quickly hit the area with employment opportunities. If you know a life changing event or community change, recruit the region.
Usually your recruitment needs will take place on an unplanned / emergency basis. Every time you recruit can be effective; but you may need more aggressive during emergency periods. We recommend stronger tactics in recruiting in "time out" or when a first attempt fails. With difficult times, try methods such as "branding" your message with multiple recruitment methods (calls, cards, Internet, etc.) or repeat senders (sending identical cards at the same hearing every few weeks). You see "branding" used in the weekly grocery ads or political ads and is effective. A key in tough times is to put your best message, the best audience in many ways and times.
Obviously, the best time to hire is when someone is interested in a job. The problem is that there is no way of knowing when the best time will be original; so do not sit around waiting for the ideal moment. When you delay recruitment; you leave the money and growth potential on the table.
"good product"
Everyone is hiding the dirty dishes in the dishwasher when visitors drop by the house without notice. The person who is serious about cleaning, will clean after each meal because it is the best practice. If you have a small practice; start cleaning weaknesses as a continuous process and before starting recruitment. Quality people are going to quality practices.
No practice is perfect. Use the assessment discussed earlier to write your strengths and weaknesses; then use this as your "Quality improvement (QI) Tool". Address items selling points to the candidate you want to attract. I can not stress this next Item: practice you build and promote candidates must meet these needs that excite the candidate you want to hire. The owner of outlets that are important to him; but these points may not be so important to the person you are trying to attract. See your sales recruitment from the perspective of the customer (your potential rental)
Summary
Recruitment is a process that is partly based on luck. However, you can shift the odds in your favor. Create a recruitment program that attracts the type of candidate you want to hire.
Advertise your strengths practice sites as part of your recruitment event. Be aggressive and professional in recruitment.
In our company, we are consulting practices to improve their recruitment programs. We provide "professional" recruitment tools and promotion of the "Five R" in our approach. Our goal is to help develop best practices while making it affordable recruitment.
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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
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- 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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