July 28th, 2008 by pdaurizio
Health Care advertising is a method to convey information to the public about your employment brand, services and positions.
Traditional Advertising Venues
• Newspapers
• Brochures
• Direct Mail
• Journals
• Magazines
• Career Directories
Electronic Media
• Your home/career pages
• Job Boards
• Profession Specific Sites
• College Sites
• Social Networking Sites
• e-blasts
Alternative Venues
• Kiosks (in malls, airports, other transportation venues)
• Cinema
• TV and radio
• Car Wraps
• Bus Signs
• Mobile Billboards
Every ad should have common characteristics regardless of the media or venue used:
• Factual
• Sets your organization apart
• Attractive
• Clever
• Reply and/or contact information
• Web Page information
You should have a method to capture the effectiveness of your advertising. This helps you plan for future use as well as show Return on Investment.
While many facilities have marketing departments that can assist with this, health care facilities should use an agency that specializes in health care recruitment communication. These agencies have experts in the field who can assist you with:
• Research
• Demographic Data
• Negotiating line rates
• Tracking usage and cost
• Branding
• Open Houses
• Employee Referral Programs
• Onboarding
• Measuring effectiveness of your advertising efforts
• Trends in the field
• New media
There are a number of other products and services offered by health care recruitment communication companies.
Check out www.hodes.com for samples of our health care work as well as case studies showcasing a number of the effective recruitment communication solutions we offer.
Posted in Tips for New Recruiters | To leave a comment, click here »
July 21st, 2008 by pdaurizio
Successful recruitment does not happen by chance. It requires a well thought out plan, which includes strategic planning, short term planning and ongoing planning.
Strategic Planning:
• Know your product
• Know your culture
• Know your competition
• Conduct forecasting meetings with your internal customers.
All of this will help you develop long term plans and goals. Keep in mind, health care is very fluid and things can change without warning, so you must be flexible and be prepared.
Short Term Planning, also known as ” Crisis Intervention”
• Special incentives
• Special programs
• Accelerated promotion of an area/department
• Accelerated processing of applicants
• Frequent meetings with leaders to keep them informed
Ongoing Planning
Should be part of your daily routine; continually assessing the areas you are responsible for as well as staying attuned to external trends and situations that may have an impact on your recruitment efforts.
Data Sources for Planning:
• Bureau of Labor Statistics, www.bls.gov
• Society of Human Resource Management, www.shrm.org
• American Society of Health care Human Resources Administration, www.ashhra.org
• Bureau of Health Professions, www.bhr.hrsa.org
• American Nurses Association, www. ana.org
• Agency for Health care Research and Quality, www.ahrq.gov
Posted in Tips for New Recruiters | To leave a comment, click here »
July 17th, 2008 by pdaurizio
Hope to see many of you of there. I’ll be around our booth after leading the Tuesday and Wednesday sessions, so please stop by and say hi!
Posted in On the Road | To leave a comment, click here »
July 14th, 2008 by pdaurizio
Being a successful recruiter is all about relationship management. We are in the business of dealing with people, not products, so learning all about how to manage relationships is critical.
You must also understand who your customers are: for all intents and purposes you have both internal and external customers. Both are critical to your success as a recruiter.
Internal customers are all the employees you deal with, from the CEO to the food service staff. Important internal customers are the hiring managers you work with on a daily basis. And don’t forget your peers.
External customers are all the applicants, students, instructors, vendors, media representatives, professional association officers and anyone else you deal with, whether it is ongoing or a one-time encounter.
Relationships cannot be built from behind a desk. You must have face-to-face interactions with your customers. Get out of your office, walk around, and talk to people in a variety of departments.
In addition, remember the “R’s” of relationships:
• Responsiveness- keep others informed
• Return phone calls and emails in a timely manner-don’t keep people waiting
• Respect the other person’s position- you don’t have to agree with them but you must respect their opinions
• Routine communications –provide written reports that allow others to see and understand what you do as a recruiter
• Reasonable expectations- be clear and realistic when preparing and delivering offers to candidates.
Next week we will look at developing a recruitment plan.
Posted in Tips for New Recruiters | To leave a comment, click here »
July 7th, 2008 by pdaurizio
Competencies are defined as a set of skills, knowledge, abilities and behaviors that are necessary in order to be successful in a particular position.
In order to be a successful recruiter you need to possess:
• Excellent communication skills- written and verbal as well as presentation skills.
• Organizational skills- the ability to set priorities and multitask as well as problem-solve.
• Critical Thinking Skills- think globally and be able to look at the impact of existing issues and future consequences.
• Selection Skills- the ability to creatively source candidates.
• Technical Skills- computer and software proficient
• Financial Skills- be able to calculate and communicate Return on Investment.
• Statistical Analysis Skills - collect and analyze metrics and other data to drive decisions.
• Customer Service Skills- Understand and demonstrate excellent internal and external customer service skills.
Next week we will look at Relationship Management
Posted in Tips for New Recruiters | To leave a comment, click here »
