As a new recruiter to RallyPoint, what is your preferred way of learning about new organizations in the Healthcare space?

2017-04-20T09:59:56-04:00

Response by CPO Robert (Mac) McGovern made Apr 20 at 2017 10:11 AM

2017-04-20T10:11:47-04:00

If I were recruiting today, I would post two ways. What an organization considers competitive and specific requirements for education and training. Targeting those who meet qualifications allows more time for veterans and potential veterans to job search to their qualifications instead of dreams.

If you are recruiting for specific organizations that have ongoing recruitment opportunities, you can provide information to potential applicants to prepare for those opportunities.

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Response by Capt Brandon Charters made Apr 20 at 2017 10:29 AM

2017-04-20T10:29:00-04:00

Great question Alicia Quinn. The first thing I do is check the news for anything that's recently out there about the organization. Then I hunt for people who work there and ask them to share more details about how they enjoy their experience. That first-person perspective is really an important one for me.

Response by SSG Mike Wyche made Apr 20 at 2017 10:40 AM

2017-04-20T10:40:01-04:00

You need to post the opportunities and also about the geographical area you are recruiting for.

Response by SFC Jim Ruether made Apr 20 at 2017 1:05 PM

2017-04-20T13:05:47-04:00

I would say posting the jobs that are currently available and the hospital's location will weed out a lot of potential applicants who may not be able to relocate at this time. Of course there may be folks in the medical field who are looking for change so disregard what I said previously and good luck!

Response by SPC David Hannaman made Apr 20 at 2017 3:21 PM

2017-04-20T15:21:34-04:00

I'll have to ask some qualifying questions, I've worked in the Healthcare industry for almost two decades so:

If you're looking for employees, I would say the real trick is matching people's specific job skills to specific jobs, and I don't know if there's a good way to do that. Sure, someone who was a mechanic in the Army might be a really good match if you're recruiting for a mechanic position, but in my case almost nothing from my military background has anything to do with the industry I've worked in for 17 years... except for my work ethic and "mission first" mentality.

I know that there are companies that like to recruit veterans, and I appreciate their support, but it's usually a case of "Wow, I'd like to work with you, but I'd have to take a $20k drop in salary to do it, so I'm going to have to pass."

I get eMails from recruiters all the time, and when something DOES look interesting, I respond. However only once has the position turned out to be something worth pursuing after 2 eMails... Try and minimize that time... when you DO find someone qualified start out with the mindset of trying to find a match for the position, not just a body to fill it. For example:

- If the position is in Plano, and the candidate lives in Burleson, chances are they aren't going to be interested in commuting 2 hours one way unless there's a gargantuan jump in pay, telecommuting opportunity, relocation, etc. Find out THAT story first... then make a note of it and watch for a position that's closer, etc *knowing* what the candidate needs in order to move.

- Find out how much they love their job, and WHAT they love about it.

- Ask respectfully what pay/benefits they have to beat to get someone to move. Everyone has a price, offer me $160k to go work in Plano and I probably would... even though I love my telecommuting job on a team that I like working with.

Hope that helps.

Response by LTC Private RallyPoint Member made Apr 20 at 2017 5:12 PM

2017-04-20T17:12:48-04:00

Alicia Quinn first thing would be introduce what it is, who is eligible, and what they have to offer.

Response by SGT Victoria Belbusti made Apr 20 at 2017 10:36 PM

2017-04-20T22:36:18-04:00

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