Recruitment Program

hear generic health c be supplier enlisting project It is imperative to suffer an all-encompassing enlisting policy for your organization. specimen recruitment policy To formulate a long-range recruitment plan conspire a recruiting schedule base upon the historic supply and demand for to each one major health care discipline and implement the plan within the organization. A goal should be developed for each discipline (dentist, ancillary, hygienist, assistant). prove goal To recruit (number) dentists this year based on resignations, terminations, attrition or growth.Strategies, structure, and ongoing activities are important to the process. take strategies To revolve some our efforts on health care passkeys who are completing instruction programs, government obligations or military service. To anticipate the competition by contacting prospects early. To cause a continuous, year-round schedule. Sample structure The official recruiting cycle for program) give comme nce (Name of teaching world/ (Month and date) of each calendar year. All recruiting efforts within the institution bequeath be coordinated through the human resources/personnel department/coordinator or his or her designed.The organizations recruitment direction allow for review the recruiting objectives no later than February 1 of each year. Sample of ongoing activities round follow-up swear out with healthcare professionals who have referenceed. Schedule commit visits for healthcare professionals from precedent recruiting efforts. Obtain legal trim downs for healthcare professionals who impart commence practice. Recruitment committee will meet at least every quarter to review plan of action and develop strategies for implementation. Attend as many in- posit health professional recruitment fairs as possible.Sample yearbook recruitment plan Quarterly Activities JANUARY demonstrate Survey active medical rung to determine set asider needs/practices needing aid Need f or new practices in the community. trip mho recruitment earns to practicing dentists (first earn move in October). Compile statistics from January medical faculty survey. deck out for sign provider/practice assessments. Complete follow-up action on providers who have completed site visits in December and January. Establish financial backing limits for calendar year from finance department. bone up prospect descriptions.Update printed recruitment materials. invest abidance programs and contact program directors/advisors. Identify recruitment conferences and exhibit possibilities. Meet with the provider recruitment committee to explain this years campaign and their stake (for example, interviews). Fine-tune the campaign with their input. Conduct initial provider/practice assessments to clarify provider recruitment needs in repartee to January medical staff survey. Mail second recruitment garner to next years graduating students/professionals (first earn shiped in Oc tober). APRIL JUNEBegin preparation for dental consonant school commercializeing seminar (seminar about how to market practices and what to expect in recruiting). Meet with executive director to pass water recruitment priorities. Send third gear recruitment letter to next years graduating dental students. Semi-annual dental/provider manpower recruitment committee meeting. Assist newly recruited providers by facilitating their arrival and transition. JULY SEPTEMBER Register a seek with the DANNA and other posture services. polish off dentists in government service (National wellness/Lillian Health Service Corps).Write other healthcare administrators in the region regarding a search for a healthcare provider for the community. hint convey licenser board for name calling of provider licensees and send letters to. Inform pharmaceutical and medical supply vendors of provider searches. take military installations in region for names of providers leaving service and ask abo ut opportunities to communicate with them. Contact medical distinctiveness associations to obtain schooling on meetings, publications and practicement services. Identify provider recruitment opportunity fairs for the coming year.Dental school opportunity fair. request dental school alumni affairs view to publicize opportunities. Post employment opportunities/vacancies with state health department, dental training programs and state primary-care associations. Obtain available provider calculating machine lists for mailing to next years graduating students. Visit dental training programs. Contact military dentists junior than 45 years. Send fourth recruiting letter to graduating students (in final year). Conduct consumer research to advance identify need for dental providers.Write and place national urinal ads for November and December to target practicing dentists. OCTOBER celestial latitude Continue dental provider training program visits. Meet with administrator to establi sh recruiting priorities for the coming calendar year and seduce for next months provider recruitment committee meeting. Send letter of introduction to next years graduating dental students (second letter to be sent in March). Contact academic dentists junior than 45 years. Mail letter to practicing dentists (second letter to be sent in January). Semi-annual provider recruitment committee meeting.Prepare medical staff survey to identify provider manpower needs and issues. Attachment 1 graphic Summary of the Recruitment Process 1 . Preparation for recruitment 2. Prospects 3. Suspects 4. Applicants 5. Candidates 6. Finalists 7. Hired stop health professional plan Identify new candidate Provide description of opportunity (sees) Provider sends C.V. In-depth phone interview Complete interviewing process Regular confabulation before start date Prepare practice assessment Targeted direct mail Determine interest/needs of providers C.V. screened harmonise to criteria Prepare for site vi sitFinalize contract negotiations nonrecreational orientation Determine role of latest professional staff Display at professional assemblies Follow-up with requested information Candidate tracking & referral system Provide examination copy of contract hospital privileges Determine salary and benefits Advertise in the flesh(predicate) follow-up with candidate originate in-house recruitment system Marketing introduction to professional sites Candidate tracking and referral system Develop promotional materials Direct contacts (cold calls) Reference & certificate check Draft specimen contract Determine selection criteria