Find suitable applicants: job advertisements have had their day
The next applicant comes through the network, could the motto today also be for doctors, who today find it increasingly difficult to find suitable employees for their practices. Because they are also increasingly noticing that job advertisements have long had their day.
But what can you do to find well-qualified applicants who will personally enrich the team? A tightrope walk.
Who is suitable for the job?
It is often particularly difficult for young applicants to an apprenticeship to assess whether they are suitable as potential employees for the often demanding task. School performance and previous knowledge are not always sufficient for the sometimes demanding tasks in medical operations.
Because today applicants are asked a lot: In addition to familiarization with medical topics, technical knowledge is also increasingly expected, for example for the administration of patient data. The common term “office hours help” quickly gives the wrong impression: Medical practices are modern administrative units in which people work under great stress and, in case of doubt, life and death. Unsuitable applicants are simply out of place.
Targeted use of the Internet for personnel search
In addition, there is another problem today: In the traditional way, through newspaper ads, young people are often unreachable. Because many of them only communicate and inform each other via the internet.
So why not use it and kill two birds with one stone: pick up the trainees in Spe where you spend your free time and get to know them better at the same time? Some big ones Company are already doing this: they advertise specifically on the Internet with online offers such as so-called Facebook-Pages or your own career pages for qualified applicants. However, this can be used to find staff quickly and practically with search functions.
Increase the chance of reaching the right applicants
Instead of just looking for applicants, everyone can also take action themselves, for example by starting their own discussion groups or a blog on a medical subject and thus presenting themselves as an attractive employer. This may be a bit more complex at the beginning, but is a great asset for your own image.
In addition, this is the chance to address applicants who are more suitable because they are medically interested and possibly also qualified. And: In the long term, you also save time because qualified applicants approach you on their own.
Active sourcing and data protection
Social networks also offer very good opportunities to specifically search for candidates yourself. Active sourcing is what that means in specialist recruiter terms. In job-oriented social networks, the user profiles usually contain detailed information on training, career, experience, interests and similar characteristics of the person concerned.
These can be found quickly using the search function. The possibilities for private networks are somewhat more limited. Nevertheless: There is hardly a more efficient way to quickly compare the professional qualifications of different applicants. But be careful: When actively approaching potential competitors on the network, data protection must also be taken into account.
This is the best way for personnel managers
But the internet has long been more than just social networks: If you know what you're looking for, you can proceed in a targeted manner: You can also find qualified applicants in forums or specialist blogs or in the comment columns of specialist media. Jan Kirchner, Managing Director of Wollmilchsau, who specialized in the recruitment of medical and technical personnel in her early days as a personnel service provider, explains how this works:
“If, for example, we are looking for applicants who are particularly well-versed, we systematically search through entries in specialist forums or blog articles in addition to social networks. However, in order to be successful when searching the web, it is important to take a targeted approach so as not to get lost in the vast Internet. The best step by step. The professional qualifications are of course the first thing we look at. However, if applicants are of particular interest to us, we also consider sports, hobbies, social engagement and discussion contributions in groups or forums in order to be able to assess people better. ”
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German edition: ISBN 9783965963900
English version: ISBN 9783965963917 (Translation notice)
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