All About Healthcare Staffing |
Posted: August 8, 2017 |
Staffing is a career field in itself and requires quite a bit of effort to find qualified candidates. A lot of the time, doctors, surgeons, and another senior level clinical staff are content in their current positions and aren't actively looking for work. Due to this slight difficulty, staffing agencies like 360healthcarestaffing.com have to take a strategic approach when scouting out candidates and finding the perfect fit for the open positions. When looking for health care personnel, you have to use all the appropriate digital channels to reach out. LinkedIn, Facebook, and Twitter is some of the most popular sites to find potential employees. Anytime there are events, tradeshows, or other activities that healthcare staff may frequent; staffing agencies will attend and set up a booth and scout for candidates by networking and exchanging information to follow up later. Once they set their eyes on a potential candidate, they approach that candidate as they would a sales approach. Recruiting and scouting are all about sales; you have to make the individual who is already in a stable, secure job feel like they are missing a huge opportunity if they don't work for your company. This "recruiting pitches" can't be all about the talk either, you have to have something tangible to show them; benefits packet, publications, press releases – whatever it is that you are using to sell the individual on the business you want them to work for. For example, if a hospital is looking for a new cardiologist, so they employ a staffing agency to help them, the recruiter from that staffing agency will look for relevant events in the area as well as appropriate social media channels. If the recruiter attends a trade show or research event on something cardiac related, attends the show, and meets cardiologists, they are going to bring relevant information with them. You won't sell a cardiologist on a hospital that has reduced cardiology ratings but a world renowned OBGYN unit. If the cardiology at the hospital is less than stellar, they will use this as leverage to attain candidates that may want to reinvent the cardiology sector of the hospital. Each candidate has a different personality and is willing (and not willing) to accept employment under all circumstances. Every healthcare recruiter and staffing agency knows that candidates in this arena can be difficult to snag, but when they do, they tend to be long term employees. Employees are, after all, what keeps health care organizations running.
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