Instead, it’s more a matter of
selling your opportunity
, not “filling a job”. Aprofessional recruiter will need to execute a well thought-out search strategy, thecomponents of which start with a broad perspective.
Let’s start with the history and background of your institution.
What canyou tell us about the community at large? Candidates who will be relocating willespecially want to understand their new community, and feel a sense of belongingand security. Your recruiter must be able to help them embrace this.
What levels of care does your institution provide?
Are you an academichospital with research capabilities? Or are you a community-based hospital? Therewill be naturally distinct levels of care, reputation and service that each offers.A good recruiter knows that these differences will appeal to different types of candidates. For example, some pharmacists will be delighted to do clinical roundsand spend time with patients daily; other candidates will prefer to spend more of their working hours directly conferring with physicians only.Your recruiter will skillfully match up your openings with personalities, and quicklyget to the heart of the matter on a case-by-case basis. This is a vastly differentscenario from gathering applications and resumes en masse.For example, some departments and/or institutions may operate on eight-hourshifts instead of twelve. A perceptive recruiter will be able to look a candidate inthe eye and ask,
“How would you really feel about working from 7:00 am to 7:00 pm…And likely sometimes later, if the nurse on the next shift is late?”
What is the history and growth of the position itself?
Can you confidentlyspeak about the clinical ladder as far as future opportunities and promotions? Howmight the job evolve over time and expand into other areas of healthcare?
What are some of the “between-the-lines” expectations, skill sets andcompetencies required?
Sometimes the ability to communicate with bothscientific, and executive key decision makers, is desired but not directly stated on aformal job description.On other occasions, there will be a need for heavier attention to detail andanalytical abilities in an ICU. Your recruiter will find the right blend of skill andpersonality that best matches these nuances—that is, to the extent you talk aboutthem early on in the process.
In the end, what can you expect from working with a recruiter?
If yousuccessfully address questions about the nature and background of your openings,your institution and community, and other pointed inquiries, you can expect toreceive strong interest from a small group of very qualified candidates.These are candidates who would accept your position if the offer was made. Period.