Recruitment Program

Sample generic health care supplier enlisting image It is imperative to cave in an all-encompassing recruitment policy for your organization. Sample recruitment policy To fail a long-range recruitment plan organize a recruiting memorandum based upon the historical picture and demand for each major health care discipline and implement the plan within the organization. A goal should be developed for each discipline (dentist, ancillary, hygienist, assistant). Sample goal To recruit (number) dentists this grade based on resignations, terminations, attrition or growth.Strategies, structure, and current activities are main(prenominal) to the process. Sample strategies To concentrate our efforts on health care professionals who are complete breeding programs, government obligations or legions service. To anticipate the competition by contacting prospects early. To have a continuous, course of study-round schedule. Sample structure The official recruiting stave for program) entrust sire (Name of teaching institution/ (Month and date) of each calendar year. both recruiting efforts within the institution will be coordinated through the humans resources/personnel department/coordinator or his or her designed.The organizations recruitment committee will review the recruiting objectives no later than February 1 of each year. Sample of ongoing activities everlasting(a) follow-up action with healthcare professionals who have interviewed. Schedule settle visits for healthcare professionals from previous recruiting efforts. Obtain legal contracts for healthcare professionals who will commence practice. Recruitment committee will meet at least every quarter to review plan of action and develop strategies for implementation. Attend as many a(prenominal) in-state health professional recruitment fairs as possible.Sample annual recruitment plan Quarterly Activities JANUARY MARCH Survey active aesculapian staff to experience Provider needs/practices needing assistance Need for new practices in the community. position second recruitment earns to practicing dentists (first garner sent in October). amass statistics from January medical staff survey. wee-wee for initial provider/practice assessments. Complete follow-up action on providers who have completed site visits in December and January. Establish funding limits for calendar year from finance department. Prepare opportunity descriptions.Update printed recruitment materials. station residency programs and contact program directors/advisors. unwrap recruitment conferences and exhibit possibilities. Meet with the provider recruitment committee to develop this years campaign and their involvement (for example, interviews). Fine-tune the campaign with their input. take up initial provider/practice assessments to clarify provider recruitment needs in solvent to January medical staff survey. Mail second recruitment letter to near years graduating students/professionals (first let ter mailed in October). APRIL JUNEBegin preparation for dental consonant indoctrinate trade seminar (seminar about how to market practices and what to expect in recruiting). Meet with administrator to demo recruitment priorities. Send third recruitment letter to next years graduating dental students. Semi-annual dental/provider manpower recruitment committee meeting. Assist impudently recruited providers by facilitating their arrival and transition. JULY SEPTEMBER Register a hunting with the DANNA and opposite placement services. Contact dentists in government service (National wellness/Lillian Health Service Corps).Write other healthcare administrators in the region regarding a search for a healthcare provider for the community. Contact state licenser board for name of provider licensees and send letters to. Inform pharmaceutical and medical supply vendors of provider searches. Contact military installations in region for names of providers expiration service and ask abou t opportunities to communicate with them. Contact medical military strength associations to obtain information on meetings, publications and placement services. Identify provider recruitment opportunity fairs for the coming year.Dental school opportunity fair. Request dental school alumni affairs office to publicize opportunities. Post employment opportunities/vacancies with state health department, dental training programs and state primary-care associations. Obtain available provider electronic computer lists for mailing to next years graduating students. Visit dental training programs. Contact military dentists younger than 45 years. Send fourth recruiting letter to graduating students (in final year). Conduct consumer research to further identify need for dental providers.Write and place field urinal ads for November and December to target practicing dentists. OCTOBER DECEMBER Continue dental provider training program visits. Meet with administrator to establish recruiting p riorities for the coming calendar year and prepare for next months provider recruitment committee meeting. Send letter of introduction to next years graduating dental students (second letter to be sent in March). Contact academic dentists younger than 45 years. Mail letter to practicing dentists (second letter to be sent in January). Semi-annual provider recruitment committee meeting.Prepare medical staff survey to identify provider manpower needs and issues. appurtenance 1 Graphic Summary of the Recruitment Process 1 . readiness for recruitment 2. Prospects 3. Suspects 4. Applicants 5. Candidates 6. Finalists 7. Hired Develop health professional plan Identify new candidate Provide description of opportunity (sees) Provider sends C.V. In-depth cry interview Complete interviewing process Regular communication before lucre date Prepare practice assessment Targeted direct mail hold in interest/needs of providers C.V. screened according to criteria Prepare for site visitFinalize co ntract negotiations lord orientation make role of current professional staff viewing at professional assemblies Follow-up with requested information Candidate tracking & referral placement Provide examination copy of contract Hospital privileges Determine salary and benefits Advertise Personal follow-up with candidate Develop in-house recruitment system Marketing introduction to professional sites Candidate tracking and referral system Develop promotional materials Direct contacts (cold calls) Reference & credential check tipple specimen contract Determine selection criteria