5 Tips to Hire High-Skilled Healthcare Staff

Iustin Ghergu
The Job Lobby
Published in
8 min readMay 25, 2022

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If you’re part of a healthcare organisation, you probably want to get the best people to work alongside you.

Well, you can strive to get as many people as you can to interview and fill out your positions fast, but working smart has always presented advantages.

The reason why you want the best people — which are also the best fit for your organisation — is because they will boost productivity and outcomes. Each person is important and has a vital output towards the companies’ performance.

In this article, we’ll browse through some tips that you can implement in your recruitment process in order to maximise results and get yourself the best hires.

Let’s go:

  1. Use Social Media

Even though this one might seem the hardest to implement, it yields tremendous results, because it’s a more personal and direct way of reaching the people you want to work with.

You might worry that you don’t have a big enough following and that it might hurt your brand.

Social media channels are the way brands interact in 2022. And every brand has to start somewhere.

Also, being in the medical sector, you probably have a lot of things that give you credibility and so-called authority in your domain.

Nice looking office buidings, staff, tidy offices, new tools, new services. The purpose of social media is reminding people that you are active and reachable.

Implementing social media might change the way you do business and acquire customers.

But this post is not about using social media to your advantage.

It’s a post meant to remind you that people spend a huge amount of time on these platforms (especially instagram, here in the UK).

And all this attention can be leveraged and used to your advantage!

A “We’re Hiring” post Is much more impactful if it’s local.

Add some “call to actions” — tell people to send an email with their CV. Tell them to simply call you on your phone and you’ll take it from there. Tell them to drop by your office. Tell them what you want from them. Otherwise they won’t act.

It’s also very important to mention groups. (such as Facebook groups).

People are navigating these groups in search of opportunities like the one you are trying to promote.

Post on groups that are relevant to the medical sector. You will target a more specific audience this way — rather than just posting for everyone.

Don’t just scratch the surface of making your new job opening public.

Harness the power of social media!

Assess Candidate’s Soft Skills

There are certain criteria that you, as the hiring company, always keep an eye out for.

But what about the more non-technical aspects of your candidate?

There are certain aspects that will make or break the whole team chemistry or customer experience within your organisation. You will have to decide how important these aspects are.

Usually, they are extremely important!

So, keep a lookout for them.

Non-Technical Qualities

- Good communication skils

- Approachability

- Patience & Attentiveness

- Interpersonal skills

- Persistence

- Quality of work

- Commitment

Ask Questions

The best way to gauge how they would act in certain situations, is to understand how they dealt with those types of situations in the past.

Sure, some things you can notice from the interview — how well they speak for themselves and are able to speak coherently and convincingly, how well they argument their opinions, and of course, how well they know their craft and put it into words.

We are assessing the medical sector here.

Things happen.

Emergencies can happen anytime.

Unavoidable and uncomfortable situations will have to be dealt with, and you will need good people by your side who can help you hold the team together and respond at maximum efficiency to stressful situations.

Ask them about a time when they went through a stressful situation where they were challenged but have persisted and delivered. Ask them what would they do now. Put them on the spot.

Get to know them!

You want to be able to visualise a future with them in the team. And it has to be a bright (and accurate) future.

How do they deal with patients? Are they easy to talk to? Will they be helpful? Will they care? Will they look for shortcuts?

How well will they get along with other members? Ask them how they dealt with difficult colleagues in the past.

Are they proud of their work?

Why did they get into this industry anyway? Are they committed to quality? Is it clear to them what your expectations are?

And if you are a good fit — how do they see this career at your company? Will they ever go the extra mile, do they view this job as long-term?

Will they stick around?

Offer Smart Benefits and Incentives

Your ideal employees will be committed to excellence and will have some motivation behind their work. It’s what makes them driven and hold themselves accountable.

However, their other needs such as sustaining a certain lifestyle and supporting their families will always be a priority. And their efforts must be met with proper payment.

It’s not just payment we are discussing here, but an incentive system that will make them strive to hit better targets and constantly improve.

The unwanted scenario is them hitting a plateau because they don’t have a reason to do better — and from then on, they’d rather not put effort in.

Your job opening is much more than that. It is their future and will dictate how they will live their upcoming years and what they will do.

Therefore, what we recommend is:

  1. Reward good work

Don’t just take it for granted. Think long-term!

Give people reasons to stick with you. Celebrate successes together. Make them feel that their contribution is a win for everybody. Because that’s how it should be.

  • Think about their experience

I’m not referring here to past experience, but the job experience.

What will it be like being in the company for 1 year?

Lay down their progression roadmap (and their incentives) so they can plan themselves how to get there as smoothly as possible — they might surprise you with their resourcefulness and performance when they can see a clear path to progressing.

  • Keep in contact with them

People will be people. They will have up and downs. The best way to help them through (and increase their efficiency at their job) is to become involved.

You can’t always keep your eyes on a dozen things at once. But it is your responsibility to make sure that all the parts of the machine are well-oiled and that there are no internal conflicts, lack of motivation, glass ceilings or any other specific issues that are stopping your company from being remarkable — issues which are usually easy to solve.

Be Aware of Skills Gap

In the medical sector, people need a set of skills to do their jobs properly.

But, however, they don’t operate in isolation.

And for working at full efficiency there are certain checkboxes an employee needs to fill.

We discussed earlier about required soft skills. Hard skills and job-specific skills are the ones that I’d like to draw attention on now.

Just like in other industries, some skills are very specific to the job and most processes are customised to the companies’ workflow. So candidates still need to learn different aspects and methodologies. And adapt to them.

Of course, a training program should set them on the right course. But it doesn’t always suffice.

Some ways to make sure that your new-comers are on the right track are:

- pairing them with different members of staff in order to absorb knowledge and skills off them.

- having frequent assessments, reviews and trainings — it’s so much easier to detect issues early than to try to change habits later

- experiment with a variety of tasks — don’t restrict their activity to one specific thing but give them a glimpse of the big picture whenever possible. This one is to be taken with a grain of salt, as you don’t want to overwhelm your new-comer

- give them research tasks whenever possible. Giving people the chance to use their own thinking capacities stimulates them to do their job better than merely being given instructions. Of course, this doesn’t apply to everyone or to every situation, but when it does, people will surprise you with their resourcefulness and ingenuity. And better yet, it will be beneficial for the whole organisation.

Use a Recruitment Agency

So, you don’t have enough available time and resources to allocate on making your in-house recruitment top notch?

Hire a recruitment agency!

They have experience and teams of people dedicated to one sole task: getting you the best people they can find.

However, there are no two agencies alike.

Their results will not be identical either.

So try to get to know them better and develop a professional relationship.

Show them that you are dedicated to using them in the long run.

The best thing you can do at this point is to find an agency that is a good fit for your company.

It’s important to get along with the people there and make sure that you are on the same page.

Make sure that they understand what you are looking for and will protect your interests.

It all comes down to people in the end, and when you delegate such a vital part of your business to a third party, you should do all you can to make sure that your recruitment processes are in safe hands.

Visit them.

Invite them over. Call often, just to get updates on their progress.

You are still working together with them.

Delegating doesn’t mean you can now ignore it all and expect that things will go flawlessly.

It usually doesn’t anywhere else either.

Conclusion

Never forget one thing. The colleagues you work alongside with will make or break your organisation. People don’t just need tasks, they need a solid strategy and team mates they can count on.

As a team we are stronger, faster and more efficient.

We are more than just the sum of our parts.

And having the right people to share the workload with and accomplish goals is probably the most important part in leading an organisation.

— originally published on www.thejoblobby.com--

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Iustin Ghergu
The Job Lobby

I write about Future Tech and Society🤖⚡ Twitter: @Iustin_G