Internal recruitment, when done properly, can result in cost savings, increased efficiency, and capable and motivated staff. By following the strategies outlined above, employers can ensure that their internal recruitment processes are successful and cost-effective.
In today’s highly competitive healthcare sector, agency success has become increasingly reliant on attracting and retaining the highest calibre of employees. With the complexity and paperwork involved in healthcare recruitment systems especially the need to understand booking processes on multiple and often un-fit-for-purpose systems, experienced staff are essential. With the right internal recruitment process, companies are able to find suitable candidates while controlling the costs associated with external hiring.
Without skilled and knowledgeable staff, healthcare agencies spend a small fortune on training new employees with knowledge about frameworks, contracts, master vends, neutral vends, healthcare language, skills and additional certifications per speciality, and realistically, that process can take months to put in place. For this reason, it is essential for employers in the healthcare recruitment field to identify the candidates who are best suited for the positions they are recruiting for.
When done right, internal recruitment has many benefits. By selecting employees who are already familiar with the healthcare recruitment market, agencies can ensure a faster rate of employee integration, increased motivation and productivity, as well as a smoother transition into new roles.
Identifying the Right Candidates
One of the most important steps in internal recruitment is identifying the right candidates. It is essential to ensure that the chosen employees have the necessary experiences, qualifications and skills to successfully fulfil the role they are being hired for. This can obviously be achieved by having a thorough review of the candidate’s CV, conducting interviews and obtaining references but there are definitely certain questions that are always worth asking.
To make sure the recruitment process is a positive experience for both the employees and the employer, employers should ensure that they clearly communicate their expectations for the position. This will help to ensure that the candidate understands the job description and is fully prepared for the job to which they are being hired. Employers should also provide feedback on a regular basis throughout the recruitment process to ensure that the candidate is feeling comfortable and confident in their potential new role. I have interviewed multiple employees looking to move because they have been recruited into a position which was mis-sold to them and they have ended up being disenfranchised by the business as a whole.
Provision of Training and Development
Training and development are essential for employees to reach their full potential in their role. The provision of training and development opportunities to employees provides them with an opportunity to build and refine their skill set and become specialists in their field. Not only does this result in improved productivity for the organisation, but it also allows the employee to take on more responsibility and progression within their career.
It is also important to create a suitable environment for training and development. Employees should have access to the necessary resources and guidance needed to effectively learn the new skills and knowledge. Providing regular feedback and recognition will also ensure that the training and development program is successful.
Retaining Internal Staff
Retaining internal staff is paramount to the success of any organisation. By maintaining a team of skilled and knowledgeable employees, companies can benefit from cost savings, increased efficiency and a culture of trust and loyalty that ensures sustained success. It is also important to create a positive work environment to ensure that staff are content in their roles and motivated to meet the company’s objectives.
There are several ways that employers can ensure that they retain their internal staff. It is important to provide competitive salaries and favourable working conditions, COVID has taught businesses that hybrid and remote working does not mean employees are sitting in the pub garden every day, and as a parent myself has given opportunity to balance parenting and career, minimising the 'mum-guilt' in simple things like being able to do the school run. Employers should also appreciate and recognise their employees' hard work and contribution, consistency can be as valuable to a business as 'an every so often top biller'.
It is also important to provide employees with flexible working arrangements to meet their personal needs. Employers should also ensure that their staff have access to the necessary resources to perform their roles. This might include modern equipment or the latest software applications.
Conclusion
Effective internal recruitment is essential for success in the healthcare sector. By carefully identifying and selecting the right candidates, providing suitable training and development opportunities, and creating a positive work environment employers are able to ensure the success of their recruitment strategy. Through this process, employers are also able to save costs associated with external hiring and create sustained success through retaining and developing their existing staff.
In conclusion, internal recruitment, when done properly, can result in cost savings, increased efficiency, and capable and motivated staff. By following the strategies outlined above, employers can ensure that their internal recruitment processes are successful and cost-effective.
