Recruiting Plan for Your Organization
Healthcare organizations need to be constantly recruiting employees. Two main factors create the need for continuous recruiting demands organic organizational growth requiring more staff;, and 2) employee turnover, which requires replacement staff.
Regardless of the cause of the vacancies effective and high quality patient care depends on the HR department’s ability to deliver qualified applicants to the hiring manager on a timely basis.,
Over a long period of time, two strategies emerge: 1) short-term, which is needed to fill immediate needs and is used when recruiting applicants who are in ready supply; and 2) long-term, where either a training lag exists between those interested in that career and those applicants being eligible to be hired, or it is known that a steady supply of applicants will be needed and there aren’t sufficient sources from which to immediately draw from to satisfy demand. Recruiting Plan for Your Organization
This longer-term strategy requires the creation of networks and relationships with training schools and other sources of applicants and often requires a mutual support system to be established to ensure the relationship is maintained over time.
Therefore, a comprehensive recruiting strategy needs to be in place to ensure both foci are being adequately addressed., Recruiting Plan for Your Organization
Prepare a recruiting strategy that addresses both short- and long-term sourcing and recruiting. Mention in both the long-term and short-term plan the organization’s plan for ensuring diversity in its recruiting and hiring practices.
In the short-term strategy, include where applicants will be found, how they will be contacted, and what methods will be used to attract them to your organization to apply. In the long-term strategy, including the types of partners you will seek and how you will ensure the relationship is not only long-term but also produces applicants your organization can hire.
Include in your plan a reference to your organization’s compensation and benefits philosophy as it relates to your ability to attract and retain qualified staff., Part of the plan should include a need to stay current on both the expense of the compensation/benefit plans as well as the manner in which the organization will ensure competitiveness regarding the kinds of compensation plans and benefit offerings. Recruiting Plan for Your Organization
Be sure to include strategies for all major professions in your organization such as physicians nurses ancillary professionals technicians skilled and semi-skilled support staff Business Office Nutrition Services etc.), etc.
Length: 5-7 pages, not including title and reference pages
References: Include a minimum of 6 scholarly resources Recruiting Plan for Your Organization
Berkowitz, A. D., Downes, J. I., & Patullo, J. E. (2018). Navigating the maze of state and local employment laws concerning sick time and family leave, criminal and salary history checks, pregnancy and lactation accommodation, and anti-discrimination protection for medical marijuana users. Employee Relations Law Journal, 43(4), 3–27
Casey, J., & Meredith, A. (2017). Preparing for tomorrow’s success: What to consider when creating an effective onboarding program. Training, 54(2), 42-43.
Earl, G. B. (2017). A patient-centered culture begins with a focus on healthcare workers. Talent Development, 71(1), 48-51. Recruiting Plan for Your Organization
Fried, B., & Fottler, M. D. (2015).Human resources in healthcare: Managing for success (4th ed.). Health Administration Press. Recruiting Plan for Your Organization
Read Chapter 2
Gretczko, M., & Cleary, W. (2016). The candidate as customer: A proactive approach to talent acquisition. Workforce Solutions Review, 7(3), 8-10.
Help new nurses by establishing a strong onboarding program. (2017). Homecare Direction, 25(1), 9-10.
Ondina, R., & Cristian, P. (2016). E-recruiting platforms: Features that influence the efficiency of online recruitment systems. Informatică Economică, 20(2), 46-55.
