If you work in management within the medical industry, it’s likely that you’ll need to recruit new staff fairly regularly. As in any field, the way you approach the hiring process will either make your job easier or more difficult further down the line.
It is vital that you put as much effort as possible into recruiting the right person for the job. If you fail to do so, you’ll find yourself reissuing job adverts, sifting through applicants and holding interviews for the same position again and again. In the notoriously busy medical industry, this is a major waste of time.
In this article, we offer tips on how to avoid mistakes and find the perfect employee for any role.
1. Develop an Extremely Tight Person Specification
You’ll never be able to hire the right person if you don’t clarify your requirements. Be absolutely transparent about all requirements, including all of the duties that the chosen candidate will undertake.
Go into detail about any programmes and systems that they will be using, the skills and qualifications they will need and the level of proficiency required. It’s important to mention which of your requirements are mandatory and which are simply desirable.
You should also include details of any training that will be provided.
Find the balance between making the role appealing for applicants and being honest about the workload and the level of expertise required – you don’t want to scare people off, but you shouldn’t lull them into a false sense of security.
The more specific and honest the specification, the better the candidates you’ll receive.
2. Use a Specialist Recruiter
Of course, recruiting involves a lot of work, and you’ll probably have numerous other demands on your time. If you’re not confident that you will be able to give your full attention to the process, it’s a very good idea to outsource.
By using an expert recruitment company that focuses on the medical industry, you’ll be employing the services of specialists who have spent years developing watertight approaches in order to find the perfect candidate for the job.
The best companies will promise you that if the candidate they find is not a perfect fit after a certain length of time, they’ll work to hire someone different and take the costs upon themselves.
3. Consider Personalities Along With Skills
What sort of department will your new hire be joining? When you read cover letters or interview candidates, think of how they will fit in with the existing environment. How will they handle the workload? The processes? Their colleagues? Will they enjoy the job or find it boring or stressful?
Sometimes, the most successful hires may not have all of the relevant skills from the outset, but their interests and outlook may single them out from the others. If you’re happy to take a chance and hire an individual of this kind, you need to be willing to invest in the right training.
4. Take Stock of the Training Available
The sort of training you’re willing and able to offer should directly affect who you hire. If little to no training is involved, you’re going to need a self-starter with totally relevant qualifications and significant experience of using all of the tools involved in the job.
If you’re going to be offering a comprehensive grounding in all areas of the job, you can afford to be a little less specific and focus more on personalities and attitudes that will fit in well with the department in question.
5. Think About the Future of the Role and the Individual
What do they want out of the job? What will the job demand of them? What types of promotion are possible within the role or the department? Ideally, your new hire should have ambitions to advance within your company, making themselves a significant asset along the way.
If you prepare well, you’ll find that you won’t have to recruit as often. All staff members will be perfectly suited to their roles and comfortable within their environment, making them likely to stay around for longer.
For more advice on hiring techniques, or to look into specialist recruitment services, get in touch with Schward Recruit today.