Why efficient recruitment processes will increase your chances of appointing
In today’s shortage market, every minute and candidate counts. Whether you’re taking on a part-time employee to meet new demand or replacing an experienced team member who’s retiring, finding great people takes work and an effective approach.
In this article, we’ll share why effective recruitment is so important to your practice and what you can do to increase your chances of appointing. The market moves extremely fast, so the shorter, and more efficient the process the less likely you are to lose out on Clinicians who may opt to work within neighbouring practices.
So, what is efficient recruitment?
Efficient recruitment means more than hiring a person for the job. A fast and efficient recruitment process can reduce costs, enhance a practice’s reputation from a candidate perspective and ensure that the very best Clinicians are identified. Additionally, it will engage them and bring them into the practice as soon as possible.
Within the fast-moving world of primary care, time and budget constraints, a lack of targeted talent management skills and demanding pressures from other parts of the practice can mean that hiring managers are often stuck in a situation in which the process becomes long, drawn-out and disengaging for candidates.
The following, are the main reasons why candidates may drop out of a hiring exercise:
- The organisation/practice takes too long to get meetings organised due to a lack of availability, thereby creating an impression of disorganisation and a lack of commitment to the process.
- The organisation/practice takes too long to make decisions/send requested info promptly thereby creating an impression of disorganisation and a lack of decision-making ability (which people will assume, if it happens in one vital area of the business (i.e. hiring), happens across the board).
- The candidate, whilst interested in the job, begins to get the impression that they’re not going to be offered the job, or they’re not the preferred candidate; therefore, in order to minimise the anticipated disappointment, they tell themselves they didn’t really want the job in the first place (thereby substantially reducing the chances of acceptance if they are ultimately offered the job).
Avoid the risk of a candidate falling out of the recruitment process
- Make sure that meetings are organised promptly! Ensure that candidates reach each next stage of the process at roughly the same time.
- Get initial meetings organised as closely together as possible demonstrating your desire to meet them.
- Get back to people quickly after initial meetings! Provide them with feedback and a decision on whether you want to see them again.
- Get second meetings organised as soon as possible after the initial meetings and as closely together as possible.
- Make sure that all decisions regarding offers are made as soon as possible! Don’t keep candidates ‘on hold’ for any longer than is absolutely necessary.
- Get job offers/draft contracts sent in writing as quickly as possible.
What now?
It’s imperative to act speedily! Keep the momentum and if the above points are adhered to you will definitely maximise your chances of recruiting.
We have more tips for recruiting, in our guide here.
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