Recruitment Process for Head Receptionist in a Healthcare Practice - Desklib

Learn about the recruitment process for hiring a head receptionist in a healthcare practice. This study covers the steps involved in the recruitment process, policy and procedure for recruitment, options for advertising for new employees, and strategies for employee retention.

Running head: PROFESSIONAL PRACTICE
Professional Practice
Name of the Student
Name of the University
Author’s Note

PROFESSIONAL PRACTICE 1
Introduction
Recruitment is a method of finding and collecting prospective funds to fill empty
roles in an organisation. It provides the applicants with the skills and attitudes needed to
achieve the goals of the organisation (Chow & Chapman, 2013). The recruitment process is
a method of recognizing work vacancies, evaluating work demands, evaluating apps, testing,
short listing and choosing the correct applicant. In this study, the head receptionist is about to
retire after 15 years of his working life and the clinic is needed a suitable replacement. This is
the very essential position for the clinic as the head receptionist has too much responsibility
to manage the entire clinic. This study aims to discuss the process to recruit the best
employee for the clinic and the ways to hold the staffs for a long time.
Steps in the recruitment process
Recruiting effective medical employees is a significant duty (YouTube, 2019). The
clients of the healthcare practice are not the typical clients. Recruitment is essential for the
success of the clinic as the recruitment is the backbone of the client satisfaction and the
service delivery with the process of functional business (Medhurst, 2008).
It is not only crucial for staff to use certain skilled abilities and talents, it is vital that
they know that customer life depend on the performance of their job. Effective scheduling is
crucial for successful recruitment. The recruitment should take the previous measures:
1. Before start for looking: Put the information together regarding the nature of the
position and the job and the tasks that are to making up the job. The output is
needed by the job holders.

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2. Preparing job description: the description of the job stated the desirable and vital
criteria for the selection. These types of specification are emerged on the
competencies identified set when required for performing the job.
3. Finding candidates: Finding candidates can be in two ways such as internal
method and external method. Internal methods can be staff referrals, secondments
and succession planning (humanrights, 2019). There are various options to
generate interest from the individual outside of the practice. That can be news
advertising, online or network advertising, walk-in interviews and so on.
4. Managing application process: There are two key formats of application, which
are to be received by application or resume and that can be submitted by
electronically or by paper.
5. Selecting candidates: The candidates those meet the role criteria are selected from
the panel and those who can improve the competencies. The staffs need to be
aligned with their goals in first meeting and they should value the company in
second meeting efficiently than the other candidates (YouTube, 2019). Selecting
process allows the qualified candidate for being inducted at the time of reducing
the motivational risks because of the clashes of objectives, goals and values.
6. Making the appointment: Making the appointment with the candidates can be in
two ways: contract and reference. Offers of the candidates need to be made in
writing. It is very essential to be aware about the oral employment offer made in
the interview, which is legal binding as the offer letter of the candidate and the
policy of recruitment must state the usages of the reference and the timing of the
recruitment process. The rules of reference or offer must be applied consistently.
7. Induction: Induction is the vital part of the process of recruitment for both the
employer and the employee. The induction needs to be consisting with the clear

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synopsis of the requirement of the job and orientation program should be there to
give an overview of the practice to the receptionist.
Policy and procedure for recruitment process
The key objective of recruitment policy is that the recruitment process is the most
basic value of HR process. The employment is very essential for the organizers of the
practice. The management uses the employment process highly. The impregnation of the HR
is concerning the fulfillment of the recruitment process (Greiner, 2015). The purpose of the
policy of recruitment is to make sure that the practice becomes successful in future also. For
applying the efficient right, recruitment policy and selection of the candidates is emerged on
the basic principles that are explained in the template of the employee policy. Receptionist is
very important to the clinic as various processes such as organize, bookings, facilitates,
payments and receive clients; everything is done by the receptionist. The receptionist works
with the naturopath for filling the schedule with the clients (, E. (2016). Key responsibility of
the receptionist is facilitating the client before and after the treatment. Therefore, hiring
process for the receptionist should be very efficient.
 Needs to understand the details for filling in the specific job vacancy
 Clarity of the process of recruitment for choosing according to the policy and process
of the recruitment (Cowling & Mailer, 2013)
 Needs to have the resume of the good applicants, which will help in the recruitment
 Vacancy needs to be filled in time with the better utilization
 All the information should be provided in the clear and briefly according to the
template
 Make sure to choose best candidate for the practice

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 Recruiters of the practice should be well advised for taking the correct decision
regarding the recruitment (Taylor, Doherty & McGraw, 2015).
 Promotion is essential for the positive image of the employer.
Options for advertising for new employee
Effectively advertising of job opening implies creating the most of the time, money
and effort. Finally, the practice wants to complete job opening with the skilled applicant. The
finest methods to do this will also make it possible for the organization to complete the work
in such a timely way (Baum & Kabst, 2014). The best way to advertise top receptionists for
medical exercise can be regarded, following the alternative of hiring fresh staff.
 Social Media
 Online job sites
 Local Newspaper
 Industry publications
 Through the recruitment agencies
 Through the industry and business contacts
 Notice board at the practice
 Through headhunting
 Inclusive job alerts
 Engaging with the passive staffs of the practice
 Through Staff’s referrals
 The aging staff management
 Review sites of employers
Policy and procedure documents after hiring a staff

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The policy and the procedures for new employees can be as follows:
Code of conduct: The business standard of behavior is the first location that staff
should glance at when the staffs have inquiries about ethics and enforcement. It's a road map
of how they're supposed to behave, and it's talking to the company culture.
Nondiscrimination policy: It really is necessary for powerful staff manual. The
practitioner wants staff to understand that the organization will not accept harassment
and discrimination in any manner, form or type (Agarwal & Islam, 2015).
Communications policy: A definite communication strategy may have been voluntary
in the past. However, it is more essential than ever in present technological setting.
Compensation policy: Employees don't remember all the benefits always that the
organization speaks about during the surveys. The organization can use the staff guide to
remind them of employee compensation, including overall data and the vacation time.
Importance of induction process
Induction is the establishment of an organization for staff where the staffs are
supposed to operate. It is a kind of direction. It gives convenience to staff and enables them
to get comfortable in a fresh setting. Importance of the induction process:
 A feeling of belonging is developed in the view of a new worker.
 It provides a positive feeling of the organization.
 It provides rise to an increase in allegiance to the organization and a decrease in the
level of turnover of a staff (Arachchige, 2014).
 This contributes to frequent and frank involvement and timely closure of the work of
the worker.
 It helps to remove stress, prejudice and uncertainty about organizational information.

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 This contributes to the growth of a strong and favorable government picture of the
business.
 It is simple to adjust with colleagues, elderly and allocated tasks.
Point of performance review
The review of new recruitment should not be used as the precedent that would delay
new entry of the staffs to advantages. New hiring review enables the practice to detect and
right results deficiencies before they are detrimental to the work of the employee and the
healthcare practice. Significant performance of new employee assessments are the outcome
of two main measures: the organization performs the evaluations at a correct stage in the
onboard system, and the healthcare practice evaluate the correct variables. On the bottom of
that, the health care organization knows that what functions for the organization may be
special to the business and maybe distinct from position to position (Jundt, Shoss & Huang,
2015). Reviews of new employee’s performance offer the organization a chance to get
precious responses to the on boarding method. They may also assist the organization to sort
out tiny problems soon on that could dampen employee engagement subsequently.
Management of the business aspects
The most significant aspects of streamlining the health care stock control or
dispensary management practices include:
 Meeting inventory goals: Accurate, real-time stock lists and setting parameters for
instant reorders can be accomplished with automated information catch via inventory
management system.

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 Maximizing provider time: Automated stock control systems alleviate staff of
the supply chain responsibilities and allow staff more time for investing with
the patients.
 Reduce expirations and manage recalls: Tracking the medical devices,
equipment, and medicines with the asset tags and the barcodes encourages the head
receptionist for managing recalls more effectively and decrease the number of
the expired products (Brooks, El-Gayar & Sarnikar, 2015). Notification and the
alerts hold staff up to touch with the most significant data on medical devices and
medicines.
 Use analytics to make better decisions: Healthcare stock control technologies and
stock control management systems gather information that is transformed into
analytics for assisting the staff better comprehend inventory, scrap and servicing
requirements. The head receptionist will have the authority to create data driven and
more accurate choices to predict requirements.
Different strategies to keep the staffs
The best policies of retention always start from the initial of hiring a new employee to
the time of their leaving of the organization. Some employment practices that help in
retaining the employees for a long time are as follows:
 Recruitment and Hire
 Orientation and On boarding
 Learning and development
 Performance assessment
 Payment and Benefits
 Internal Interaction

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 Termination and Outplacement
Strategies for Employee Retention
 Create an atmosphere in which staff wants to operate and have enjoyment.
 Responsibility for staff with authority and power
 Have faith and confidence in and honor the worker.
 Keep giving them feedback on the results.
 Provide them with data and understanding (Cloutier, Felusiak, Hill & Pemberton-
Jones, 2015).
 Make staff understand that the staffs are the organization's most precious asset.
 Recognize and enjoy their accomplishments.
 Keep their morals strong.
Conclusion
This research argues that there are different types of hiring and choice procedures in
healthcare practice. Recruitment and choice processes are the bases for achievement in any
organization. It is essential to have a well-arranged employment strategy and policy. The
recruitment process in the organization must be efficient in attracting the greatest skill. The
responsibility of HR manger of the healthcare practice is multitasking and versatile as well.
Employment planning and hiring takes much effort and time for the entire process. This
paper discusses the best selection and recruitment process for the head receptionist with
potential aspects.

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