Hiring in medical jobs can be overwhelming. With patient health, safety, and satisfaction to think about, not to mention workplace culture and reputation, it’s imperative to search for qualified nursing and allied health professionals quickly without wasting money, valuable time, and resources within the process.
We’ve 6 tried and true tips to help you within the hiring process and assist you to search for the perfect candidate for a medical job.
1. Read the resume, don’t just filter it.
While filtering for keywords associated with a vacant healthcare position is a helpful starting point for identifying qualified candidates, it shouldn’t be the only step when reviewing a resume. Taking more time to keep your own eyes as a hiring manager on a resume will prepare you for conducting subsequent steps of the hiring process.
These are specifics gleaned from a resume that is more difficult to uncover from a software filter or a fast skim, and they should dictate the kinds of questions you invite in the interview.
2. Tailor the interview questions.
An expedience interviewer will have an inventory of prepared questions that are asked of all candidates, but also have a subset specific to every prospect. This allows you as the hiring manager to uncover aspects of a candidate’s character and competencies that may otherwise be lost in the formality of a traditional interview.
It’s also imperative that the interviewer be comfortable in his role and at ease. A lack of confidence as the leader of the conversation will cause the interviewer to focus on himself and his performance rather than the candidate. This step can be the most challenging aspect for companies when it comes to the hiring process because most businesses do not hire on a weekly, monthly, or even quarterly basis. It’s the hope that employees will have longevity together with your company. This suggests that the majority of interviews are conducted by HR personnel who may have the ability to screen applicants but not the expertise that comes with interviewing candidates frequently.
3. Set realistic workplace expectations.
Another crucial aspect of the candidate screening process that can very easily be overlooked is establishing workplace expectations. The hiring process is primarily focused on whether a candidate is a perfect fit for a medical facility. However, it’s often not considered if a medical facility is the right place for a prospective employee.
A medical staffing agency helps bridge this gap between employer and applicant. With a keen ear to listen to the needs of a healthcare manager and the recruitment expertise to surface qualified candidates for every position, a medical staffing agency could be your company’s biggest asset in the hiring process to ensure every placement is the right fit for your workplace culture.
4. Talk to former colleagues.
With so much personal data readily available on the internet, some companies have started to skip contacting references. Don’t make that mistake, especially when it involves the health and safety of your patients. So much can be gathered from a quick conversation with a former colleague about a few healthcare professional’s temperaments and competencies.
If candidates offer references, compare the provided list with their work history. Are there references from more recent employers? It’s also beneficial to contact former places of employment to make sure that the candidate is in the best standing and eligible for rehire.
5. Review the background thoroughly.
We all know it’s standard practice to conduct background checks, drug screening, and medical licensing checks. But some companies use the most basic background screening services to benefit their bottom line. In addition, prospective employers should verify all medical certifications and licenses are up-to-date and that the candidate is in good standing with no disciplinary actions on record.
When you partner with a medical staffing agency, they take on this expense for you. Comprehensive background checks instill another layer of assurance within the people you trust to care for your patients.
6. Prioritize assessments.
Assessment software is a luxury that isn’t cost-effective for most healthcare agencies to get unless they hire on a frequent basis. Reputable medical staffing agencies, on the opposite hand, should be in a constant state of recruiting, so adding this kind of benefit to their list of client offerings should be standard.
Healthcare assessment software allows employers to verify candidate's skills and proficiencies in the recruitment process. Test results can then be used to help in the hiring decision. From area-specific nursing competency exams to testing candidate's knowledge about patient safety practices, recognizing abuse situations, or even their basic understanding of pharmacology, assessments take your quality check standards to the next level.
Partnering with a Medical Staffing Agency
Hiring quality healthcare candidates take time, resources, and expertise, which can keep a strain on your in-house personnel. Medical staffing agencies are entities fully dedicated to recruiting and job placement, serving as an experienced liaison for all of your hiring needs. The top-quality staffing agency will have a strong database of potential candidates, a streamlined hiring process, well-established industry relationships, and competitive benefits for travel allied health professionals.
