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When you’re looking for healthcare providers and higher-end talent to fill open positions at your urgent care, your first instinct may be to reach out to a specialized recruiter. But more often than not, urgent cares are choosing more efficient ways to spend their money and finding the talent they need with targeted human resources recruiting strategies. Effective recruiting begins long before a position is announced and encompasses college recruiting offices to social media networks. In our last blog post in this HR series, we explored 6 Reasons to Hire an HR Manager for Your Urgent Care Clinic. In this blog we’ll talk about how to find the right person for the job.
Eventually, you’ll find yourself looking for someone to fill an open position at your clinic. These tips will help you fill it well and fill it sooner rather than later.
Building a talented staff isn’t something you do only when a position comes open – it should be a part of your everyday marketing strategy. It’s important to have a clear understanding of your organization’s brand, its culture, and the types of people that thrive in specific positions throughout your clinic before you start recruiting for a particular position. The following is a list of things you can do every day to make sure good candidates want to come work at your urgent care.
Initiate contact with ideal candidates.
Even with the best brand and reputation, it can be difficult to find the right person to fill a specific job opening. You may have to think beyond traditional human resource strategies and personally reach out to candidates that you’ve identified through research and networking.
Here are some ways to reach out.
Finding the right healthcare provider to fill a position at your urgent care clinic can take longer than you may think, and what works for one urgent care may come up empty for another.
You know your market best – including the talent available nearby. It may be necessary to look outside your area, rethink your requirements, or find a creative way to solve your human resource challenges. Don’t settle for a risky candidate and waste time (and training) on a short-term fix. Take the time and put in the effort necessary to find the right person for the job – it will pay off in the long run with a better fitting team member, less turnover, and overall, less cost to the organization.