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In reading comments by others, I would say that we don’t really use community members in our recruiting efforts directly. We do make sure that candidates get meetings with the school if they have site visits and school age kids. If/when we have a site visit for our open provider position, I’ll ask the Clinic Manager to coordinate a meeting with a realtor. One of our locations has on-campus housing that our providers rent.
We often have a PA student at one of our sites (I believe we have one student per semester). We bring in Nursing Students multiple times each year. Our organization relies heavily upon volunteers. Our Board is probably the most active with engaging in the community and many of them sit on other Boards in the communities. And our Mission Committee helps with various community events throughout the year. I have always considered these to be community outreach, looking to bring in more patients and share the love of our Lord Jesus Christ with our neighbors; I never thought about these outreach events as potentially a part of our recruitment plan.
We are so small that everyone is used to helping out. So far I haven’t had a hard time getting anyone to participate in the process because everyone is just so anxious/excited to get another provider up here.
So far time hasn’t been an issue, but possibly b/c I’m not asking for meetings other than interviews???
I know that our CMO has her Administrative Day on Wednesdays, so that’s the day I schedule phone interviews. I know the site that has the opening keeps Thursday afternoons free for walk-ins, so I schedule Skype interviews on Thursday afternoon. If/when we get someone up for a site visit, I’ll task the Clinic Manager to schedule a dinner for the candidate/spouse with the provider/spouse.Assignment attached. We are such a small organization that pretty much everyone participates at some point. During our last site visit by a provider, a provider spouse did the community tour and it was not a good decision on my part. I’d be interested to hear if anyone else has had a negative experience with spouses taking on much of a role during site visits?
I feel that I am strong in writing interview questions as well as in-person interviews. I am challenged by finding candidates and am not confident in the aspect of reccruiting that can sometimes come across as “used car salesman” (as my experience as a recruitee in the past). At my last position I encouraged my HR Director to take the job and was a bit pushy b/c I felt that we would make a good team; his employment ended very badly and I have had recruiter’s guilt over it. It makes me wary of the process.
Kristin Hartwig, Director of Human Resources at Cross Road Health Ministries, Inc in Glennallen, Alaska.
BS in HR from Millikin University (Go Big Blue!) in Decatur, Illinois.
I have 17 years total in HR, but very little in recruiting and even less than that in healthcare in general.
15 years of experience was in manufacturing in the Midwest, then my hubby convinced me to move to Alaska and I have worked with a Tribal organization and now with a faith-based healthcare organization in rural Alaska (but on the road system!).
As far as I’m aware, my organization has not analyzed recruitment costs. In fact, in our budget, Recruitment is lumped in with Retention… Yeah, that’s gonna change for the next fiscal year…