As a behavioral health professional, you can use a recruiter to change your workplace or to hire specialists for your business in the field of behavioral health.
A good recruiter needs many skills, such as communication, networking, creating lasting relationships and having knowledge about human behavior. They must be persevering and seeking the right people for the job and not being disappointed or discouraged when they encounter obstacles. In addition, in order to be successful in what they do, recruiters should have sales skills. People change their jobs because they want to meet certain individual needs. The recruiter must identify these needs and “sell” the job and the image of the company so that they meet these needs.
What is the role of the recruiter in a business focused on behavioral health?
The recruiter’s role is to minimize the amount of time a manager would need to look for, meet and hire candidates with the education and training required to get a job in the behavioral health field. The recruiter must discuss with the manager, find out about the vacancies, the deadlines for finding candidates looking for Psych RN jobs Massachusetts opportunities, deal with posting the recruitment announcements, selecting and contacting candidates based on their CVs, interviewing and informing them about the result of the selection process etc.
How do we choose a good recruiter?
A good recruiter should be able to:
- help define the job profile and establish the expectations of the candidates
- deal with searching, sorting, screening and presenting the best candidates
- coordinate the recruitment process and help the manager prepare for interviews
- complete the reference checks and follow-ups
- be a mediator between the company and the candidate to ensure that the hiring process goes smoothly
- allow the manager to focus on their business, not on the recruitment process
Are there different profiles of recruiters?
There are professionals who deal with the recruitment of a certain type of candidates, such as those who are focused on the behavioral health field and there are others who prefer to recruit for other fields – IT, marketing, real estate, etc.
What are the criteria by which the success of a recruiter is measured?
The success of a recruiter can be measured by various key performance indicators, such as: the amount of time the recruiter needed to identify the best job candidate, the cost of recruiting (internal costs, bonuses, traveling costs etc.), number of vacancies, longevity and quality of new employees (recruiters apply surveys 6-12 months after employment, to determine the performance of the new employees).
Why should you use a recruiter as a behavioral health specialist?
A recruitment company specialized in behavioral health has specialists who deal with the recruitment process daily and a large database of job offers and potential candidates. It communicates openly with candidates, attracting them and convincing them to come to interviews and accept jobs that are a good match for their education and professional expectations.
The main benefits of using a recruiter include:
- Time optimization
- Experience gained in the recruitment processes
- Lack of fixed costs. Typically, there is a commission paid when the expected results are achieved.