| Six Essentials for a Successful Recruiting Relationship with One Source Health Careers
1. An Efficient Hiring Process ‐ We expect that you will do everything in your power to prevent unnecessary delays in the hiring process since health care candidates have a 14‐day shelf life in the current environment.
2. Timely Interviews ‐ Interviews should be scheduled within a 7‐day window since candidates have other options and may be considering other offers.
3. Direct Communication ‐ We will need access to the hiring manager and do not feel it unreasonable that phone calls or emails be returned within 24 hours
4. Immediate Feedback ‐ We expect feedback on candidate interviews within 24 hours including specific reasons for rejecting the candidate or moving them on to the next stage. Unless we receive clear feedback we will not be able to hit your target profile.
5. No Direct Competition ‐ That you will not directly compete with us in such a way that candidates represented by us are put at a disadvantage as this is counter‐productive.
6. Recruiting Efforts ‐ In health care the job is no longer the commodity, the candidate is. This means that our candidates will have many options. It is up to you to demonstrate to them that you are the best option for them.
Mistakes Clients Frequently Make that Impact Candidate Experience and Hiring Success:
• Making compensation a front burner issue ‐ That is like talking about marriage on the first date. Why not get to know them BEFORE you quantify their value? We will not present candidates to you that grossly exceed your stated salary parameters.
• Forgetting that they need to "recruit" the candidate ‐ Most of our candidates will have several opportunities they are considering. They are not unemployed and have choices as to where they work. It is up to you to demonstrate that yours is the best choice.
• Insulting the Candidate ‐ They may be a rookie, but a BSN staff nurse with three years of experience in a specialty will not take kindly to being told that they are a beginner.
• Keeping the Candidate in the Dark ‐ Your intentions and process should be transparent. An obtuse process will communicate to the candidate that withholding information is the management style of the organization.
• Starting the Interview in HR ‐ While HR paperwork is an essential part of the process, no car salesman would take a potential buyer to the finance department as soon as they step on the lot. Let them see the unit and meet the team. Then, fill out the paperwork.
• Not training managers and their teams to be part of the recruiting process ‐ Many a potential hire is tanked by a disinterested or rude manager. People don't leave companies. They leave managers. They will choose to work where they feel immediately valued. Remind managers that if they are not DAILY recruiting their people, they are the only ones who aren't.
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