Recruitment Process for Head Receptionist in a Healthcare Practice - Desklib

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

PROFESSIONAL PRACTICE1
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