With a pandemic still gripping planet Earth, nursing headhunters are so much in demand. After all, without these HR practitioners, efforts to flatten the curve can grind to a halt. Nursing headhunters are responsible for hiring the best and the brightest nurses to work in hospitals, clinics, and nursing homes.
You can only imagine the global shortage of orderlies as COVID-19 cases rise and fall. At the same time, there are other diseases to worry about. In most countries, surgeries and other operations have taken the back seat. And they can’t wait forever.
Another factor causing great pressure upon nursing headhunters is the rising number of elders who need special attention. No one can stop biological clocks from ticking. Certainly, the world isn’t getting any younger.
Scrubs and other health care workers are being hailed as heroes. At the same time, we also need to salute the efforts of nursing headhunters who help put the heroes in our midst. Without them, proper screening can’t be done.
The HR people who work in the sidelines help ensure that nurses are up to the task. They need to assess the job candidate’s experience, expertise, and potential. As always, the applicant’s resume or bio isn’t a barometer of performance.
It’s just a starting point. That’s why a job interview is so essential. But the recruitment process doesn’t stop there.
Indeed, it might feel like jumping through hoops to qualify as a medical assistant, but just like any profession, a recruiter needs to be able to look beyond a candidate’s looking glass self. To illustrate, a resume can be faked easily. It’s often the basis for calling a prospect over–along with the cover letter.
The interviewer must be able to find gaps or missing links in the bio. He or she also needs to be able to separate fact from fiction. With a thousand or more bios on the HR person’s desk, scaling down the number of candidates to say, 20 or less doesn’t just happen magically.
There are many extraneous factors to consider in funneling the executive search. Politics, relationships, and previous employment are just a few examples. That’s why people say it’s not what you know–it’s who you know.
Still, both are important dimensions in order for the hiring process to proceed in a successful fashion. A good detective will make an excellent HR person. For in this profession, being a good judge of character is paramount, and the same can be said for trusting one’s instincts.