Another thing which adds to the challenge of successful medical recruiting is the limited number of professionals that are qualified in this profession. Filling the number of required positions in hospitals has become an increasingly demanding task. That is why the nature of medical job recruitment has adopted the system used by college recruiting jobs. While prestigious colleges recruit students from top high schools, medical recruiters are now tapping the newly graduated medical or nursing students who have finished at the top of their class. While academic institutions offer top high school graduates the most valuable scholarships, medical recruiters offer fresh college graduates excellent career opportunities and job compensations which they will find hard to resist.
More and more hospitals, as well as health-care institutions, are capitalizing on medical recruiters to fill their staff with competent workers. That is why jobs in medical recruitment are as competitive as jobs in health care. They are also equally important in any other positions that health-care institutions offer. Jobs in medical recruitment fall under human capital management. Aside from hiring people, the job also involves the firing, retention, training, and development of existing medical workers.
This segment of the health-care industry has become an industry in its own right. It has generated $190 billion in revenue in recent years. In 2015, it is predicted that the demand for jobs in medical recruitment will increase due to the shrinking population of the country’s educated work force. More importantly, it is also predicted that careers in medical recruitment are bound to be involved in international workforce pooling. Similar to business outsource processing, recruiting officers will also consider more recruitment from foreign countries in filling their target number of professional medical staff.
With the aggressive growth of the health-care industry, medical recruiting jobs have evolved into many types. The types of medical recruiters also similar to those adapted by other big industries:
Internal Recruiters
Internal Recruiters are professional recruiters that are technically employed by the hospital or by the medical institution which requires additional work force and licensed health-care providers in their staff. They are also tagged as the office personnel or the Human Resources Department Head or staff.
Third-Party Recruiters
Sometimes independent recruiters who are well connected to the medical colleges and other training institutions are hired by hospitals and other health-care institutions to provide them with able and competent staff. They are the recruitment officers that specialize in pooling workforce from all known sources. They specialize in client relationships in finding great candidates for their staff openings.
Retained Search
This refers to the human resource researchers who are paid to do specific searches for people who are meant to be hired for higher or senior positions. This is one of the most expensive and most common types of third-party recruitment methods that is used in determining the best people to hire for the job.
To be a great medical recruiting officer, one must be resourceful. Since the health-care industry is fast-growing and dynamic, keeping up with the industry’s demand for work force also presents quite a challenging task. It helps when a recruitment officer is able to spell out the consequences of the trend of hiring and employment in this industry. With the dwindling number of medical professionals, the quest of pooling health-care workers is not limited to the country. Hiring medical professionals from abroad is currently being done for so many health-care institutions.
A medical recruiter helps his employee or clients to win in the health-care talent wars. With a competitive and impeccable work-placement professional, the institution can easily cope with the tight labor market competition, compensating for their aging workforce. In understanding the nature and competition existing in human capital management, infusing the positive energy and strategic methodologies of recruiters will serve a great deal of advantage. Hard work, efficiency, resourcefulness, and excellent command of communication skills are just few of the keys to becoming a great medical recruiter.
An excellent medical recruiting officer is someone who is talented in the art of persuasion. When the client attempts to recruit top workers who are products of great medical colleges and training institutions, it can take a lot of persuasion to win their approval. The client basically offers excellent job opportunities for top students. A recruitment officer serves as the vehicle for these companies and students to be connected in taking part in the health-care industry.
In a way, the recruitment officer represents the image of his client. That is why most people in this career take painstaking care of their appearance and their method of presentation. In business, image can be everything. It helps to make sure you portray a professional image. With an excellent working opportunity and a well-propped recruitment officer, top students will surely be rallied to the side of the client.
