Recruitment and hiring processes allow healthcare providers the opportunity to secure jobs within their desired medical institutions. These processes also help hospitals select the most qualified candidates for their open positions. Hiring and recruitment processes typically involve job posting, candidate interviewing, and physician credentialing. Here’s a detailed look at the steps involved in hospital recruitment and hiring.
Job posting occurs after an institution identifies a gap in its medical staff. Hospitals can advertise job positions on their websites, social media pages, or job search sites like LinkedIn. Detailed job postings include the job’s responsibilities, required qualifications, salary, and benefits. This information gives applicants a better understanding of what they can expect from the position. Including the salary and benefits in the posting can also help hospitals attract physicians they can afford.
Job postings can attract numerous applicants, some more qualified than others. This calls for resume screening to identify the most qualified candidates for the advertised position. During this step, a recruitment team member typically scans applicants’ resumes for keywords related to the advertised job’s requirements. Recruiters also focus on elements like relevant education, experience, and skills during this stage of the process.
After screening resumes, the recruitment team extends interview invitations to applicants whose resumes meet the advertised job’s criteria. The interviews can be in-person, on a phone call, or through video conferencing, depending on the hospital’s recruitment guidelines and the locations of shortlisted candidates. Initial interviews can help recruiters assess qualities they can’t evaluate through resumes. Some of these qualities include communication skills, flexibility, and competency in handling various medical procedures.
Hospital recruiters conduct background checks on potential candidates during the hiring process to make sure they don’t have undisclosed criminal histories that could affect a hospital’s reputation. Background checks may also involve drug testing and credit checks. These steps help protect the safety of patients, other medical staff, and the hospital as they filter out unfit applicants.
Physician credentialing is a process that involves verifying a physician’s credentials before offering them a job. This process is a legal requirement for healthcare providers, and it is necessary to obtain insurance reimbursement and hospital privileges. Credentialing involves evaluating a healthcare provider’s identity, educational background, residency training, and professional history. Recruiters may contact an applicant’s medical school, residency program, insurance provider, and the state medical board to verify the candidate’s details.
Recruiters can make a job offer after verifying an applicant’s credentials and making sure their competency meets the hospital’s standards. A job offer includes the terms and conditions of employment and expected salary and benefits. Physicians reserve the right to accept or decline a job offer. If they decline the offer, recruiters can negotiate with them and amend the terms and conditions to satisfy the physician’s needs. If they can’t reach an agreement, recruiters can re-assess other applicants who passed the credentialing process or re-advertise the job.
Once a physician accepts the job offer, they’ll be granted hospital privileges to practice medicine within the facility. Privileging determines the procedures a physician can perform at the hospital. After a physician has been granted privileges, they begin the onboarding process. Onboarding involves physician orientation to familiarize them with and integrate them into the hospital’s culture. It also involves training on hospital policies and procedures and an introduction to other medical staff.
Tips for Successful Recruitment and Hiring Processes
Physicians often research the facility before applying for its advertised position. Hospital administrators can invest in high-quality patient care and employee development to attract top talent. A good reputation can grab candidate’s attention when you post jobs.
Outsourcing the credentialing process to a professional company can reduce the workload during recruitment. This can help administrators focus on providing quality patient care. Professional credentialing companies may have access to resources that help them complete timely, accurate, and thorough credentialing as this is their primary function.
Using modern technology can help streamline the recruitment process by eliminating the need for manual data input. An applicant tracking system can automate tasks like resume screening and interview scheduling. Video-conferencing technology can also make it easy for recruiters to reach geographically distant applicants.
Significance of Hospital Recruitment and Hiring Processes
Recruitment and hiring processes can determine your hospital’s future success. These processes determine the types of medical staff you attract and hire. Streamline the processes by working with physician credentialing professionals and implementing modern technology. Administrators and recruiting teams can use applicant tracking systems and screening software to simplify and speed up the necessary steps in the hiring process.