UK Expert Info

Given that the NHS is Britain’s biggest employer (and given it is not the only provider of healthcare, although certainly the biggest by far), it is not surprising that the recruitment of appropriate staff is a gigantic task. The simple law of averages dictates that workers will want to move between posts and, very often, different parts of the country, making finding candidates for allied health jobs an ongoing problem for personnel departments in both the NHS and other organisations. Thankfully for both the poor bodies in personnel and the time-short job-seeker, it is now far quicker to locate anything from jobs in occupational therapy to jobs in radiography, due to two enormous advances of recent years.

The first of these is, of course, the internet, a tool perfectly designed for the unwillingly-uprooted spouse trawling for jobs in occupational therapy in a new part of the country or the ambitious career-climber, willing to spend hours looking for career-enhancing jobs in radiography. It’s a far cry from the bad old days when subscribing to the local paper in a distant area or numerous telephone calls with several potential new employers was par for the course if one was to keep afoot of new openings. These days, searches can be precisely tailored and narrowed down to avoid trawling through lists of other allied health jobs in the hunt for the one which will fit a candidate’s qualifications, experience and aspirations.

The other development, which has been mimicked across numerous other fields of public service personnel, is the proliferation of specialist recruitment agencies who are usually able to match candidates to openings with more speed and less effort and cost than traditional personnel departments would be able to through traditional advertising. In fact, the growth of these companies, such as About Health Professionals, an off-shoot of the well-regarded Sanctuary Personnel, is closely linked with the new ways in which we look for work. Their web-site offers features most of us now take for granted when job-hunting: precise search functions with several different search parameters, e-mail alerts for suitable posts and the option to upload a CV for potential employers to consider.

This also works well, of course, for the departments offering allied health jobs who are far more likely to find the ideal candidate if their jobs in radiography are being scanned by candidates across the country, their search for dieticians is nation-wide with no further effort or expense than if it wasn’t and their jobs in occupational therapy are visible to those who maybe work for a neighbouring PCT but who are keen to move on to the next step in their careers. Given these enormous advantages to both job-hunter and employer, It’s hard to remember how anyone managed before!

Please visit http://www.abouthealthprofessionals.co.uk/ for further information about this topic.

http://www.abouthealthprofessionals.co.uk/

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It’s not a simple task to track down quality candidates to fill care home manager jobs. If you think about it, home manager jobs involve a complex and potentially conflicting range of skills, combining an understanding of the clinical and caring sides of the nursing and care professions, combined with the commercial sense of any other business manager. Many nursing home manager jobs are filled by candidates who lean to one side of this divide or the other; lacking either the clinical understanding needed to manage nursing staff with confidence or the commercial experience needed to run a profitable business. In an ideal world, a care home would be run by a person with hands-on experience of the nursing sector together with the business knowledge required of anyone heading up a successful commercial organisation. It is indeed a tough ask – so what is the answer?

As in many other sectors of the healthcare industry, it is becoming increasingly common to employ recruitment agencies when recruiting new managers, but can an agency really understand the uniquely complex needs of the home manager’s role? And, given this is an industry with a dearth of well-qualified staff and a reasonably high level of burn-out, is it enough just to look at those currently seeking employment?

One recruitment consultancy in this sector, About Care, has taken the smart step of directly employing both qualified care home managers and experienced RGNs within its business to provide a more informed understanding of the needs of those searching to fill nursing home manager jobs. This means that its service is driven by staff with hands-on experience of the sector, not mere consultants who can only see from the outside in. It’s a smart move, especially in this particular field, and has served them well.

Another crucial element to their approach, and one essential in any industry where there are more openings than suitably qualified and experienced candidates, is to approach existing managers with proven track records and qualifications and present them with available care home manager jobs, giving them the opportunity to progress their careers in another care or nursing home. The major advantage of this approach is that it tends to avoid organisations being forced to fill home manager jobs from a field consisting only of those desperate to leave their current role (for whatever reason). Although it must be stressed that not every job-seeker is a questionable candidate, the traditional methods of recruitment for nursing home manager jobs can limit the options for a home determined to find the very best person for the job – which is why a break from tried and tested methods can really pay dividends.

Please visit http://www.aboutcare.co.uk/ for further information about this topic.

http://www.aboutcare.co.uk/

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