Why your health organisation needs to use technology for the recruitment process
Recruitment of workers by health organisations in the UK can take some time. And this is because the recruitment process involves several stages, which makes it essential for adequate automation with technology. Using technology during recruitment can make the process swift, more productive, and less time-consuming.
Apart from the compulsory examinations such as the International English Language Test System (IELTS), Computer-Based Multiple Choice (CBT), and Practical Objective Structured Clinical Examination (OSCE), applicants are required to sit for during the recruitment. They are also subjected to a host of other forms of interviews.
For example, the recruitment process for EU care assistants mostly come in the following phases:
- Pre-selection Tasks: This is more or less like the preliminary stage of the recruitment process. This stage includes the organization and review of the job description, requirements, and roles. At the stage, the ads about the vacancy are displayed to target the main audience.
- Application Tasks: this stage deals with the handling of inquiries about the job post. It also considers the best means through which applicants can submit their applications for the job openings. The format of the job application depends solely on the human resource department. The applicants might be required to complete an online application form, submit a cover letter or a résumé.
- Screening and Shortlisting: This stage is critical and delicate since lots of people are responding to the job opening. It is the stage where the HR department separates eligible applicants from the unfit applicants. However, a tight competition might occur at this stage, which makes it quite challenging to decide the most suitable applicants to shortlist.
- Selecting: Making a selection entails utilizing the most effective methods to find the right person for the post. The process of selection can range from simple to complex. Identify the most efficient and cost-effective ways or range of methods you can use for the particular post. Typically, structured face-to-face interviews are the norm for care assistant positions. Structured interviews are designed to find out all relevant information and evaluate the capabilities of the candidate, with a focus on the match between the job and the given criteria. It will also provide a reliable procedure for the interviews.
- Appointment: granting your selected applicants an appointment may be dependent on several factors that have to be brought to the fore or negotiated — for example, salary, terms, and conditions, starting dates, and contract duration.
- Post-Appointment: In this final stage of recruitment, after serving appointments, you will be concerned with listing references and testimonials, checking criminal records, disclosure, barring list checks, and health checks. All of these things are required for the compliance of the care service to its registration requirements.
As listed above, the recruitment process for care assistant job opening is cumbersome; however, by engaging technology, the procedures can be easier to navigate by both the human resource agents and the applicants. Your health organization will be able to save time, concentrate on more productive activities, and still get to hire efficient workers.