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" THE RIGHT MAN , IN THE RIGHT PLACE AT THE RIGHT TIME CAN MAKE MILLIONS"
-by Sunday Times
WHAT IS RECRUITMENT?
In human resource management, “recruitment” is the process of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. It can also be defined as the “process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”.
It is one whole process, with a full life cycle, that begins with identification of the needs of the healthcare organizations and hospitals with respect to the job, and ends with the introduction of the employee to the organization.
When HCS speak of the recruitment process, we immediately think of activities such as the analysis of the requirements of a specific job, attracting candidates to apply for that job, screening the applicants and selecting among them, hiring the chosen candidates to become new employees of the organization, and integrating them into the structure.
The main reason why the recruitment process is implemented is to find a candidate who is best qualified for the position within the organization, and who will help them towards attaining organizational goals.
HCS RECRUITMENT PROCESS
Hospitals and Healthcare providers, depending on their structure, bed size and specific needs, may have special procedures that they integrate into their recruitment process. For purposes of discussion, however, we will take a look at the general approach of a recruitment process, one that is used by most organizations or companies across the globe and various industries.
HCS believes that recruitment begins when the job description is already in place and the hiring managers begin the process of actually looking for candidates suiting the job description.
However, organizations have a more holistic approach; the process begins way earlier than that. Prior to the recruitment process, the organizations first identify the vacancy and evaluate the need for that position. Will the organization suffer if that vacancy is not filled up? Is there really a need for that open position to be occupied by someone? If the answer is affirmative, then organizations proceed to the recruitment.
Step 1: Conduct a job analysis
Basically, this step will allow the human resources manager, hiring manager, and other members of management on what the new employee will be required to do in the position that is currently open for filling up. This has to be done in a systematic manner, which is what the job analysis is for.
According to human resource managers, the position or job description is the “core of a successful recruitment process”. After all, it is the main tool used in developing assessment tests and interview questions for the applicants.
a. Build a job description.
Before anything else, the hospitals must first know exactly what it needs, or who it needs. It could be that the organization deemed a need for a job that is not included in the current roster of jobs. Hence, the need to create a new one.
Job analysis involves identification of the activities of the job, and the attributes that are needed for it. These are the main parts that will make up the job description. This part has to be done right, since the job description will also be used in the job advertisement when it is time to source out talents for HCS
The job description generally includes the following:
b. Review the job description.
Once the job description has been created, it is a good idea to review it for accuracy, and to assess whether it is current or not. Also, in cases where job descriptions are already in place, there is a need to revisit them and check their accuracy and applicability with respect to the current status quotient. What if the job description is already outdated? A review will reveal the need to update the job description, for current applicability.
There are three positive outcomes from conducting a review of the job description:
These are the basic requirements that applicants are required to have in order to be considered for the position. These are required for the employee to be able to accomplish the essential functions of the job. Therefore, they should be relevant and directly relate to the identified duties and responsibilities of the position.
The hospitals may also opt to include other preferred qualifications that they are looking for, on top of the minimum or basic qualifications especially for doctors and nurses with specialities and technicians with different instruments depending on the experience range.
d. Define a salary range.
The job must belong to a salary range that is deemed commensurate to the duties and responsibilities that come with the position. Aside from complying with legislation (such as laws on minimum wages and other compensation required by law), the organization should also base this on prevailing industry rates.
For example, if the position is of a Resident Medical Officer, then the salary range should be within the same range that other hospitals are offering in healthcare industry depending on experience, shift timing and location.
Step 2: Sourcing of talent
This is the stage where the organization will let it be known to everyone that there is an open position, and that they are looking for someone to fill it up.
Step 3: Screening of applicants
This is probably the most important part of the recruitment process, that requires the most amount of work. This is where the applicants’ skills and personalities are going to be tested and evaluated, to ascertain, whether they are a good fit for the job and its description.
Step 4: Finalisation of the job offer
The last step of the previous phase involves the selection of the best candidate out of the pool of applicants. It is now time for the organisation to offer the job to the selected applicant.
Step 5: Introduction and induction of the new employee
The moment that the applicant accepted the job offer, he has officially gone from being an applicant to an employee of the organization. The induction process will now begin.
Usually, the beginning of the induction process is marked by the signing of the employment contract, along with a welcome package or warm welcome given to the new employee. The date for the first day that the employee will have to report for work and start working in the hospitals will be determined and communicated to the newly hired employee.
However, it doesn’t end there. The employee will still have to undergo pre-employment screening, which often includes background and reference checks. When all these pre-employment information have been verified, the employee will now be introduced to the respective department.
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