Five Useless Hiring Practices to Get Rid Of
October 5th, 2016As 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this changing routine of finding new workers isn’t limited to the medical world — all industries are revising their out of date HR methodologies.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.