Effective organization management of personnel in Healthcare recruitment

Currently, the medical labor market is undergoing serious changes: some doctors are rapidly leaving the country in search of better jobs, some are moving into related industries or altogether changing their occupations. In the private sector of medicine, the situation is not the best. Sometimes it is quite difficult to find a highly qualified specialist who would meet the requirements of the company. In turn, job seekers are now putting forward serious criteria for employers. How to organize the effective work of the company? Where can I find medical personnel? How to properly manage your staff? What are the ways to retain employees?

All these questions will be answered within this article!

Nowadays, financial and marketing tools have supplanted the value of professional assessment. Nobody knows how many doctors work in the private sector and how many services they provide. The main contributor for doctors and nurses, including for private clinics, is the public sector.

Reengineering of HR processes in medical institutions

HR strategy is very important as it allows multiple factors, amongst the most highlighted factors are:

• to hire the staff of a medical institution with qualified specialists, taking into account the strategic goals and possibilities for its development;
• introduce an effective system of motivation, including regulation of the labor pay market, sufficient for the selection, retention, and motivation of employees at all levels;
• develop leadership competencies for managers at all levels;
• to build up the intellectual capital of the clinic through an integrated system of training and personnel development;
• set up effective channels of internal communication, personnel loyalty management;
• provide information and psychological support for external changes and internal transformations of a medical institution.

Development of an effective HR strategy for doctors recruitment

There are four types of strategy: passive, reactive, proactive, and active. To develop an effective HR strategy, it is necessary to understand:

• the strategic development goals of the clinic or the hospital you are managing to hire experts at.
• external and internal clients of the clinic.
• mission and values.
• support for managers.
• possession of appropriate HR technologies.
• a competent HR department.
• and a willingness to take responsibility and implement changes.

The main HR processes that should be established in any organization are personnel planning, recruiting and adaptation, motivation management, assessment, control, HR decision making, development, training, career planning, HR brand, communications, recruitment management.

With Dr. Job, save time and limit the effort!

The doctors’ recruitment system of Dr. Job already takes all the previous factors and strategies into consideration.

As a clinic, hospital, or healthcare owner you will be saving more time, money, and effort in the process of recruiting specialized doctors, administrative staff, and recruiting non-medical staff.