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  • Graciela, thank you for sharing how you utilize the TTF data. It enlightens us on how we can use the information.

    We have a Benefits Statement that shows the benefits in terms of cost that each employee is entitled to. It assists employees to get a better sense of the total compensation they are getting. We are looking into regular reporting on recruiting related data such as turnover, tenure and time to fill. Before we get to that, we realize we need to rethink how we track data in order to get to the reporting that we are looking for.

    In my organization, HR is the first-line of contact presenting the contracts to providers. CMO & CEO contributes to the negotiation of contract terms.

    I usually try within 24 – 48 hours.

    I usually use both email and phone call but not texting.

    I feel work/life balance and comfortable office environment/condition are important to our providers.

    On top of the incentive bonus that is tied to performance, we also offer National Health Services Corps and Doctors Across New York loan repayment programs.

    Theodis, I do not have a lot of experience recruiting clinicians. However, I feel seasoned and experienced clinicians are passive job seekers. They will be attracted to job openings by word of mouth or through their own professional group.

    Hi, I am Annie Ma. I am the HR Manager at Charles B. Wang Community Health Center, which locates in New York. I hope to get some ideas on how to retain employees without increasing labor costs in today’s employees market.

    On a yearly base, we will ask Finance Department to provide the total recruitment expenses for the year. Creating HR metrics will be the goal in the future.

    While our practices are conveniently located in Greater New York area, our candidates rarely ask for video interviews as they also want to take the opportunity to see the actual work site and the people. Our hiring managers do not favor having video interviews because when technical issues arise, it will be hard to locate the IT team for assistance right away. Long story short, we generally stay away from video interviews. We do conduct phone interviews from time to time before inviting the candidate for an in-person interview.

    I feel strongly to Suzanne’s remark of “establish(ing) the process to include those folks, they will come to expect it when you have an opening”. Sometimes HR is so busy that it forgets about the responsibility to pull resources together and establish relationships with all stakeholders. Establish the process can assist stakeholders in knowing where the hiring process is up to.

    Our involvement with the community is through offering volunteering opportunities. We also have partnerships with few schools and organizations for long-term internship opportunities.

    I am with Sarah & Katrina that TIME is the major challenge. Keeping the candidate warm after being interviewed is an art as good candidates are off the market and taken by competitors very quickly.

    Attached is the completed assignment … Annie

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