Finding the right candidate is not easy. If you make a mistake, it can cost your organization time and money. Finding ways to minimize the wrong hire is important. Here are a few things to consider next time you’re looking for a candidate.
1. It all starts with the agency. Ideally, you should already have a group of agencies equipped to handle your needs. Will your needs be Per Diem or Long Term needs? A little of both? Are your needs clinical or non-clinical? Based on your organizations expectations, you will need to source out competent agencies that have strengths in these types and specialties.
2. Define the job before posting the need. Start with a job analysis, where you collect information about the necessary duties, responsibilities and skills. From here, you’ll develop a job description for the agency.
The details in the job description will be crucial so the agency can source out a great match.
Are you looking for specific clinical experience? Is the person expected to work off-hours or weekends? You should include details so the agency can hone in on good matches.
Make sure to get this job description to your agencies when you’re ready to post for the position.
3. Set up a meeting with key employees who will be involved in the recruiting process. Review the job description and discuss the workflow for managing this need from beginning to end. Who will review resumes? Who will conduct the interview? Identifying roles and responsibilities up front will create an efficient process and reduce confusion.
4. Develop effective interview questions. You will want to prepare questions that explore the actual job skills, experience and characteristics you have identified as essential for the position.
5. Evaluate the interview: Consider using these criteria to get a comprehensive assessment of the interview.
- Competent: Does the potential employee have the necessary skills, experiences and education to successfully complete the tasks you need performed?
- Capable: Will this person completes not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity?
- Compatible: Can this person get along with colleagues?
- Commitment: Are they serious about working at your facility or are they passing through?
- Character: Are they selfless and a team player?
- Culture: Do they have values that align with your organization: Workers who don’t reflect a company’s culture tend to be disruptive and difficult.
6. Compensation: Pay fairly. All things being equal, your great candidate will take the job that pays better.
7. Be responsive. If you find a great candidate, keep the lines of communication open with them and/or their agency. If they don’t hear from you they’re going to think you’re not interested and will place your great candidate somewhere else