Recruitment Strategies and Workforce Planning

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Recruitment Matrix

Recruitment Strategy or Method	External or Internal	Appropriateness for Health Care
Internet-Based Recruitment	External	It is suitable for health care to use hi-tech online personnel search in that there are well-trained and experienced workforces who are accessible via the internet in the current world. Also, it will help the health care institution to acquire a diverse pool of knowledge-based labor force since most qualified people ordinarily use the internet.
Job Fair or Community Events	External	As an institution, it is appropriate for health care to employ this type of external recruitment plan as it can influence the important platform to adopt the needs of the industry through these recruits. Similarly, health care will be able to assess the quality of personnel they require on the ground via this strategy.
Paid Advertising	External	As part of the health care workforce planning needs, the strategy is suitable for making sure that the best talents possible are attracted to the organization. The paid advertisements make it appropriate for the organization to strategize how to get the best possible talented recruits who might benefit the organization.
Personal Recommendation	Internal	It is an appropriate approach for recruitment as it empowers the organization to modify the capability of employees to match the needs of the institution. In essence, the organization is sure of the characters and skills of the person being recommended for a specific duty.
Recruitment Agency	External	The strategy is applicable for health care as it facilitates the organization to inflate its perspectives in terms of hunting for appropriate personnel. The agencies on the other hand help the health care institution to get personnel with diverse professional capabilities and those who could assist in accomplishing other duties such as IT matters, accounting, and marketing. This means that the health care institution will not only contract principled doctors and nurses from these agencies but also acquire other moral professionals.

Universally, testimonials are signifying that human resources are the top strengths in health care institutes. Thus, HR emphasizes the importance of the recruitment strategies that health care organizations embrace. It is apt for healthcare associations to draw on the five staffing strategies acknowledged in the conscription triangle. One of the strategies identified is the internet-based recruitment approach. This is an external strategy involving the use of technology to enable the organization to deal with employee turnover promptly. It will be suitable for health care organizations to employ experienced workforces such as IT specialists, and accountants if not to mention doctors and nurses (American Society of Radiologic Technologists (2011). Secondly, there are community events or job fair strategies that involve health care partnership with interdependent relations and training organizations. The health care institutions may assist the community in health care training and engage in a trade fair where they can identify appropriate and qualified staff.

The paid advertising is the third strategy as identified in this matrix. Most of the health care organizations contend for personnel with preeminent aptitude. Hence, the best way to steer the attraction of superlative talents is through the escalation of paid advertisements. The fourth identified recruitment strategy is a personal recommendation. It is an internal strategy where an institution trains the personnel for several varied positions (Dale, 2003). It is germane for healthcare associations in that it grants an opportunity for transforming the HR competencies and proficiencies that in turn match the desires of healthcare groups.

The recruitment agency is the last identified recruitment strategy in the matrix used by the health care organizations to ascertain and employ personnel. To get professionals for other health care operations, it is, therefore, appropriate to seek recruitment from other external agencies. This will ensure that the health care institutions get other personnel apart from nurses and doctors (American Society of Radiologic Technologists, 2011). The health care organization needs to collaborate with auxiliary agencies to make this strategy appropriate and operative.

References

American Society of Radiologic Technologists (2011). Innovative approaches to recruitment. Web.

Dale, M. (2003). Manager’s guide to recruitment and selection. London, United Kingdom: Kogan Page Publishers.

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Recruitment Strategies and Workforce Planning

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