Five Useless Hiring Practices to Get Rid Of

October 5th, 2016

As the medical industry continues to evolve, so do the hiring processes used to connect healthcare establishments with new employees. In fact, this changing routine of finding new workers isn’t limited to the medical world — all industries are revising their out of date HR methodologies. Because of this continued transformation, certain older practices are now considered obsolete.

With an eye towards making your medical office’s hiring efforts state of the art, here is a list of five useless hiring practices worth placing in the dustbin of history. Hopefully, this lets you streamline the entire process, ultimately making your workplace run more efficiently.

Not Prescreening Candidates

In a previous paper-laden era, HR personnel had to deal with a host of time-consuming tasks when parsing through a collection of candidates. In many cases, they would forego a detailed prescreening of applicants before deciding on whom to interview. Today’s social media-driven world allows a streamlining of this process; there is no longer any excuse for not vetting an applicant’s social networking accounts and conducting a phone screening.

Obsolete Interview Questions

Concerning the interview itself, certain time-honored questions just don’t apply in the modern era. This includes overly vague and broad queries like: “Tell me about yourself.” That kind of question isn’t specific enough to be useful and only ends up wasting valuable time.

Making an Interviewee fill out an Application Onsite

Speaking of a time-waster, making an interviewee fill out an application — paper or online — when they arrive for an interview reeks of obsolescence. Your medical office needs an application tracking system with all the candidate data stored for easy reference. Interview time needs to be focused on the interview itself.

The Gauntlet of Interviews

Subjecting a candidate to any more than two or three interviews only serves to clog up the entire process. The efficiency of your medical office suffers, as more of your team spends time conducting interviews instead of caring for patients. Lessening the number of interviews when hiring a new employee is vital!

Not Following up when the Hiring Decision is Made

A social media connected society means news travels fast. In the past, companies would sometimes fail to notify candidates who didn’t get the job. With your medical establishment’s reputation at stake, take the time to inform everyone who interviewed for a position when you make a final hiring decision.

If your medical organization needs additional insights on the hiring process, talk to the knowledgeable team at Pinnacle Workforce. As one of the country’s leading healthcare industry staffing agencies, we offer great candidates able to succeed in your office or hospital. Meet with us as soon as possible.

What to look for in Entry-Level Medical Candidates

September 26th, 2016

Finding talented new medical employees remains the lifeblood for most companies in the healthcare industry. The hiring process can be difficult, however, especially considering the costs incurred and the time spent. Making the wrong decision on a candidate requires your firm to repeat the entire process — expenses included!

In short, an informed choice is a necessity when considering entry-level medical candidates. Here are a few ideas on what to look for in potential employees new to the healthcare industry. Good luck during your hiring process!

Internships to go along with a Medical Degree

Sure, a great performance at school hints at the possibility of a talented medical professional in the future, but check a candidate’s résumé to see if they held an internship in additional to their schoolwork. Spending time as an intern gives a recent graduate the exposure to real world situations in a hospital or medical office that could prove invaluable when on the job.

Sharon Roth Maguire MS, RN, GNP-BC, the Chief Clinical Quality Officer at Brightstar Care commented on the importance of an internship for recent nursing graduates. “Internships of significance — more than just a ‘clinical rotation’ — during their education experience can help demonstrate that they have had practical experience. Working as a nursing/personal care assistant during summer or semester breaks is also helpful,” said Roth Maguire.

In-Demand Skills in the Medical Industry

The best medical candidates offer potential employers a myriad of skills to go along with the healthcare knowledge they learned in school. Empathy goes without saying, especially concerning nursing candidates. The ability to use specialized medical technology also helps, which is another good reason to look for candidates with internship experience.

Bilingualism can be important, depending on the region of your medical establishment. Critical thinking, computer skills, and leadership potential are all attributes to look for in new medical candidates.

Professionalism in Emerging Medical Candidates

Candidates displaying professionalism as their career is starting out are definitely worthy of your notice. Look for a polished résumé, a well-written cover letter, as well as an exemplary interview performance. A sense that they are team-player is also important, considering the collaborative nature of most hospitals and medical offices.

Hopefully, these few ideas offer some insights when you are in the market for an entry-level medical professional.

When searching for the best new talent in the medical industry, look no further than Pinnacle Workforce. As one of the top healthcare staffing agencies in the country, we offer great candidates able to make a positive difference at your organization. Schedule some time with us at your earliest convenience.

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