Case Study: The Practice Manager
Let’s consider this… how much is your Practice Manager worth?
With the multitude of responsibilities that lie with the Practice Manager, it can be a false economy to also delegate the responsibility of recruiting staff to your Practice Manager.
Organisations, medical practices included, tend to evaluate the success of their recruitment processes in immediate short term ways; are vacancies filled quickly, with minimally qualified people at acceptable cost? Has there been a rise in the number of applications? And so forth. More important measures of effectiveness such as the quality of applicants are often ignored. Similar to this, efficiency should be measured and evaluated, for example cost-per-applicant or the acceptance-to-offer-ratio (Stone, 2013).
Generally speaking, both general and specialist practices are not equipped to efficiently carry out end to end recruiting. It is a lengthy process that detracts from an organisation’s core focus.
For access to professional recruiters who come with agency expertise and extensive networks of high quality candidates, contact Devereux Recruitment on 1300 99 JOBS (5627).
Reference
- Stone, R.J. (2013) Managing Human Resources 4th Ed. John Wiley & Sons Australia Ltd.
