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How to attract the best people to your practice
Many GP practices and indeed businesses view the whole recruitment process as something akin to Forrest Gump’s box of chocolates in that you never really know what you are going to get. So the question is how do you attract the purple triangles to your practice and leave the coffee creams where they belong?
Defining your perfect criteria
When it comes to defining the skills and qualifications you are looking for in your next employee be as specific as you possibly can for each role. This criteria should be a blend of both traits and quantified measures based on the role available, whether you’re looking for a new receptionist or GP partner. Here are few questions you should be asking yourself;
- Does your employee really need a degree or will a college based equivalent suffice?
- How many years’ experience do you realistically expect them to have?
- Are you willing to take on somebody without experience for a lower salary and train them up to your standards?
- What computer programmes do you want the applicants to be proficient in?
- Are there any kind of physical demands attached to the position?
- What personality traits will see them fit in with your current workplace culture?
Answer these questions honestly and you will already have the basic premise for your ideal candidate.
Selecting your recruitment method
Even though you should always post jobs online in order to reach the largest audience this may not be enough to attract the calibre of candidate you are seeking. Never fear there are lots of other recruitment resources available for you to tap into. If you are looking for a university graduate then in many instances you can go straight to the source; a careers fair. Many campuses across the country host careers fairs and your practice can book a booth or attend as a networking exercise. Prospective applicants can have a chat with you, give you their CV’s and give you a valuable chance opportunity to employ early screening as you can put a face to that CV.
These agencies do what they say on the tin and are employed by you to find that perfect candidate for your vacancy. They remove a lot of the burden of recruitment from your shoulders as they have screened all the applicants before sending potential winners in your direction. As recruitment agencies have easy access to a vast range of CV’s so you are almost guaranteed to find someone who matches your predetermined criteria. Agencies are also invaluable if you want your recruitment confidential and discreet.
The downside is that agencies are seen by some as a cost, however the cost of a poor hire can be considerably greater. Do your research well and make sure your recruitment agency partner understand the ethos of your practice in the same way you do. Recruitment agencies are great at doing the initial whittling down for you, saving you hours of time looking through irrelevant CV’s. You can concentrate on the interview and selection process. Of course recruitment agencies can do the initial interviews for you to see if candidates have core competencies; it’s always recommended in the latter stages you’re involved in the interview process.
Closer to Home
Have you considered the possibility that your ideal candidate may already be working within your practice. Recruiting internally can save you both time and energy. As the applicant already has experience of how the practice works the worry about them fitting in is instantly removed. What better way of helping someone further their career than giving them a hand to get onto the next rung of the ladder?