Dealing with Recruitment and Retention issues in various Healthcare Institutions

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Running head: RECRUITMENT AND RETENTION
Dealing with Recruitment and Retention issues in various Healthcare Institutions
Name
Institution
Author’s Note

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RECRUITMENT AND RETENTION
ADDRESSING POTENTIAL RECRUITMENT AND RETENTION ISSUES IN
HEALTHCARE INSTITUTIONS
Social/ economic factors are among the major parameters that are found within the
boundaries of any given organization hence when they are not perfectly addressed; they might
end up affecting the operations of the entire organization. There are quite a number of social and
economic factors in many organizations that are normally being considered most so during times
of HR recruitment or even HR retention in order to scale up the operations taking place within
that organization (Townsend & Wilkinson, 2010). Additionally, many of the HR managers have
been able to consider quite a number of social and economic factors in their recruitment
strategies. One of the major impacts brought about by the social/economic factors during various
incidences of HR recruitment is that they enable the top management teams of various
organizations to have e perfect evaluation and analysis of a given individual on the basis of his or
her background. Moreover, these factors tend to provide a wide range of information pertaining a
particular personality thereby coming up with a reasonable conclusion during any recruitment
strategy. There are different ways that a given organization can be able to address different
scenarios that are attached to potential recruitment together with retention issues within the
boundaries of any given healthcare organization (Al Ariss & Sidani, 2016).
Ways of addressing potential recruitment and retention issues in healthcare organizations
Appropriate mentoring programs
One of the first and major steps towards addressing the recruitment and retention issues
is having an appropriate mentoring program. There should be an appropriate implementation of

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RECRUITMENT AND RETENTION
mentoring programs that will be able to take care of different professional matters within the
healthcare organization (Wilton, 2016). This is mainly to avoid the clinicians and other medical
practitioners to shift to other areas where opportunities have been presented to them.
Acquisition of resources and equipment
Healthcare organizations must ensure that they have quite a number of resources and
equipment in order to maintain an adequate recruitment and retention issues within their areas of
jurisdictions. The medical practitioners who feel that their work is fully supported by the
administration are likely to remain working with a particular facility (Alameddine, Khodr,
Mourad, Yassoub & Abi Ramia). One major way of providing this kind of support is to always
ensure that the entire facility is always equipped with various materials and assessment tools that
are of up to date.
Implementing Appropriate retention promotion techniques
Additionally, the top management officials within the health care organizations should be
able to adequately promote retention issues through various ways like recognition. According to
the records provided by the management research, it clearly shows that different types of benefits
and recognitions appears to be important to various personalities in relation to their preferences
therefore managers can take advantage of this situation to clearly enhance issues attached to
retention and recruitment of various job positions through a perfect customization of various
opportunities dealing with professional advancement.