The search for qualified personnel is a Problem, the doctors with many Companys sharing: Where should you find people who have the necessary prior knowledge and also fit humanly into their own practice?
Find suitable applicants: job advertisements have had their day
The next Candidate comes over the net, the motto could also be for physicians today, who are finding it increasingly difficult to find suitable Employees found for their practices. Because they, too, are increasingly noticing: Jobs have long had their day.
But what can you do to find well-qualified applicants who also do that Team enrich personally? A tightrope walk.
Who is suitable for the job?
It is often particularly difficult for young applicants to an apprenticeship to assess whether they are suitable as potential employees for the often demanding task. School performance and previous knowledge are not always sufficient for the sometimes demanding tasks in medical operations.
A lot is demanded of applicants nowadays: In addition to familiarization with medical topics, technical knowledge, such as the administration of patient data, is increasingly expected. The common one Term “Office hours help” awakens there fast wrong impression: Today's medical practices are modern administrative units in which under large Stress worked and in case of doubt it is even a matter of life and death. Unsuitable applicants are simply out of place.
Targeted use of the Internet for personnel search
In addition, there is a completely different problem these days: the traditional way, via newspaper ads, are Boy people can no longer be reached. Because many of them only communicate and get information about this Internet.
So why not use this and kill two birds with one stone: pick up the trainees in Spe where you spend your free time and get to know them better at the same time? Some large companies are already doing this: they advertise on the Internet in a targeted manner Online-Offers, such as so-called Facebook-Pages or your own career pages for qualified applicants. However, this can be used to find staff quickly and practically with search functions.
Increase the chance of reaching the right applicants
Instead of just looking for applicants, everyone can also take action themselves, for example by starting their own discussion groups or a blog on a medical subject and thus presenting themselves as an attractive employer. This may be a bit more complex at the beginning, but is a great asset for your own image.
In addition, this is the chance to address applicants who are more suitable because they are medically interested and possibly also qualified. And: In the long term, you also save time because qualified applicants approach you on their own.
Active sourcing and data protection
Social networks also offer very good opportunities to follow up specifically Candidates to search. This is called active sourcing Recruiter-Technical In job-oriented social networks the user profiles mostly contain detailed information Vocational Training, career, experiences, interests and similar characteristics of the respective person.
These can be found quickly using the search function. The options for private networks are somewhat more limited. Nevertheless: A more efficient possibility, quickly the professional one qualification there is hardly any way of comparing different applicants. But beware: When actively addressing potential competitors on the Internet, the Privacy be taken into account.
This is the best way for personnel managers
But the internet has long been more than just social networks: If you know what you're looking for, you can proceed in a targeted manner: You can also find qualified applicants in forums or specialist blogs or in the comment columns of specialist media. Jan Kirchner, Managing Director of Wollmilchsau, who specialized in the recruitment of medical and technical personnel in her early days as a personnel service provider, explains how this works:
“If, for example, we are looking for applicants who are particularly skilled in their field, we not only systematically comb through social networks, but also entries in specialist forums or blog articles. To search the web successfully however, it is important to be selective so as not to stray into the vastness of the Internet verlieren. Preferably step by step. The technical qualifications are of course the first thing we look at. But if we are particularly interested in applicants, then we also look at sports, hobbies and social issues Commitment and contributions to discussions in groups or forums People to be able to assess better.”
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