Recruitment Strategy or Method | External or Internal | Appropriateness for Health Care | Referrals from current employees. Employee referral is an internal recruitment method employed by organization to identify potential candidates from their existing employees' social network. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. As a reward, the employer typically pays the referring employee a referral bonus. Recruiting candidates using employee referral is widely acknowledged as being the most cost effective and efficient recruitment method to recruit candidates and as such, employers of all sizes, across all industries are trying to increase the volume of recruits through this channel. Some organizations offer incentives to their employees for successful referrals. Employee referrals can be an effective recruitment tool, because employees have a good sense of what it takes to be a successful worker and member of the organization. Employees can essentially be used as an organization’s personal headhunters because they are often well-connected to qualified talent through their professional association. Employees referrals can save the company in recruitment expenditures. According to "Employee Referrals – Your Go To Strategy For 2014 " (2014),” Advanced programs result in referrals reaching nearly 50% of all hires and they can receive as many as 8 referrals for each open job. These advanced programs can produce the highest quality, the fastest hires and even lower-cost hires than other sources. The keys to dramatically improving your results include understanding how to motivate your employees and managers to produce high-quality referrals, how to proactively seek out referrals, how to assign referrals and how to expand program coverage to increase referrals.” | Internal | According to "Employee Referral Programs" (2011), (“Numerous studies have shown that hiring people referred by current employees tend to yield better results than want ads, employment agencies, and Web pages. Such referrals have the longest tenure and highest satisfaction of all newly hired employees. Among the reasons for these better results is that current employees understand the needs and culture of your practice so they tend to refer people who will be a good fit. Employee referral programs are especially effective in the case of highly specialized positions such as coder that might be difficult to fill through conventional channels. People tend to associate with others in their professions, which gives them access to those with specialized talents.”) Make it clear that the same high standards and selection process will be used to evaluate job applicants recommended by staff members. Stating this policy upfront helps avoid any obligation you may feel to hire someone you don't consider the best choice for your practice. To avoid under-qualified candidates, requests for employee referrals should be specific, including the mandatory qualifications and experience that an above-average candidate should have. A new employee's performance may not be measurable in only 90 days. In such cases, it may be prudent to offer a series of installment payments for referral bonuses, based upon retention of the referred employee through several milestones.”) | Former employees: A firm may decide to recruit employees who previously worked for the organization. Typically, these are people who were laid off, although they may also have worked seasonally (during summer vacations or tax season, for example). Forming an online alumni network could be a simple and cost-effective way to maintain a hiring pool of competitive candidates.15 Furthermore, a network of former employees can be a source of employee referrals because they are familiar with the company, its culture, and its values. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient. | | According to Anne Berkowitch, CEO of Select Minds, there are several crucial reasons why businesses should consider rehiring. The first is that the cost-per-hire is typically decreased. You already know the candidate, so you don't have to worry about hiring a third party recruiter."It's a much more informed decision on both parts," she says. "The alum knows the company. The company knows the alum, so the hiring decision is made with a lot more information than what is captured on a resume."Because the returning recruit already knows what she or he is signing up for, Berkowitch says the retention rate is also significantly higher. Former employees who have left the company and want to come back have likely seen that the grass isn't always greener on the other side. Even if their departure from the company wasn't voluntary, they're already familiar with both the corporate culture and the job description. In fact they are less likely to leave once they've been brought back.Another key factor in considering bringing back a former employee is that the on-boarding process is much quicker. In fact, Berkowitch says her clients have reported that "time to contribution" for rehires is half that of external recruits. | | | | Internet Advertising and Career Sites. The Hauer (2004) website on the Internet, most job boards have posting packages that help bring down your cost per position if you purchase in larger quantities. Online, a single job posting that runs for at least 30 days if not longer, costs anywhere from $99 to $250. Most online recruitment companies allow unlimited space in their job description categories, allowing you to be more specific about the type of person you are looking to hire. This also provides more space for you to sell your organization to potential job seekers. The more information a candidate has about your organization before they apply the better. It can be difficult for these “passive” candidates to apply for positions not posted online as their present employers fill their time during traditional business hours. Increases ease of communication between the job seeker and the recruiter, no longer is applying for a job such a long and tedious process. If you have a misprint on the Internet, you can go in and change it yourself – instantly. No more waiting for someone else to get it right. Instead of having to submit the position to several different newspapers, recruiters can enter the job posting into a centralized system and choose which job boards should receive the posting. Hauer, M. (2004). Why Use the internet For Recruitment. Retrieved from http://www.employeescreen.com/verifier/verifier_5_files/page537.htm | External | Internet advertising and career sites as a recruitment tools are appropriate for Health Care because online ads are relatively cheap, are more dynamic, and can often produce faster results than newspaper help-wanted ads. In the health care filed we want to reach as many people as possible in a very short time frame to fill vacant positions. When we use internet advertising we are expanding our network of individuals that may qualify for the job even if they are not in the same town or state that we are located in. Internet advertising and career sites are fairly cheaper than the other alternative ways of advertising. When we advertise on the internet we can give a full description of the job and the qualifications that are required to obtain the job rather than just giving a brief description of the job. Internet advertising also lets us accept resume’s on line and also applications. It is very convenient for the company as well as the individuals that are applying for the available positions. Internet advertising potentially takes out the manual filling out of an application. Internet advertising is one of the most appropriate methods of recruitment for the health care field; there are many advantages that internet advertising has over the other more common methods of advertising. | Employment AgenciesOrganizations use external contractors to help with recruitment and the screening for new individuals. The agency is typically paid an initial fee based on the salary offered to the new employee. The agencies are more effective when the selected candidate is a good fit due to their prior experiences and knowledge that they have. Employment AgenciesAn employment agency is a firm hired by a company to help with its staffing needs. Employment agencies find people to fill all kinds of jobs, from temporary to full-time, in a number of career fields. Whether a company needs a nurse, an administrative assistant, a manager or a carpenter, an employment agency can find the right employee.Both public and private employment agencies help place workers. In the United States, one of the major public employment agencies is the U.S. Department of Labor Employment and Training Administration. This agency provides job-seeking services and tools for workers through online resources and a network of offices around the country. It promotes public and private sector jobs by linking to national and state job banks.Private employment agencies also help place workers, particularly in the private sector. These employment agencies tend to specialize in one of three fields: personnel placement services, staffing services, also known as temporary help services executive search firms. All told, these companies put millions of people to work every day. In fact, in the temporary and contract industry, over two million people are employed by staffing companies every business day, and staffing companies hire 8.6 million temporary and contract employees every year" [American Staffing Association]. Jaracz (2014)Jaracz, J. (2014). How Employment Agencies Work. Retrieved from http://money.howstuffworks.com/business/getting-a-job/employment-agencies.htmAccording to "What Are The Benefits Of Staffing Agencies" (2014),"Staffing agencies perform recruitment and selection processes for organizations that don’t have the time, expertise or resources necessary to manage the employment processes. Some staffing agencies provide temporary workers, and others provide candidates for temp-to-hire arrangements. Regardless of the employment type, there are certain advantages to employers' use of staffing agencies, including expertise, cost, availability of workers and employee retention."What Are the Benefits of Staffing Agencies. (2014). Retrieved from http://smallbusiness.chron.com/benefits-staffing-agencies-11066.html | External | This has become an excellent source of job placement for individuals who are seeking employment in those fields. From extended block contracts, per diem shifts, to temporary to direct hire, It employs patient care attendants, nurses and other healthcare professionals with a variety of different skill sets. So, if there is a need for a nurse to fill the gap in a high level specialty unit within a hospital, physician office, school, long term facility or clinic, Interim can provide the appropriate staff. Interim nurses and other health care professionals have job flexibility to meet their individual needs while achieving a high level of value for each customer. According to "Expert Diagnosis Healthcare Staffing Solutions" (2014), “These clients rely on these agencies to provide them with the top-notch professional healthcare staffing and executives they need. They are serious about providing customized solutions, superior candidates, advanced reporting capabilities, and compliance mirroring. They’ll take the worry off your desk. The same exemplary service brings raves from our candidates. Never just a name with them they help the people who have dedicated their careers to helping others. It shows in everything we do. Most agencies offer temporary, temp-to-hire, and direct Hire placements. Executive recruiting, physician recruiting, physicians, and medical and healthcare staffing and managed vendor programs are also offered.” Expert Diagnosis Healthcare Staffing Solutions. (2014). Retrieved from http://www.allmedstaffing.com/all-medical-healthcare-staffing/ |