“We were delighted with the recruitment service that Hunter Human Capital provided to the Southmead & Henbury Family Practice recently. From the point of enquiry to the appointment of a very able candidate, the service was professional, efficient and friendly. HHC kept us informed at all times, and were very responsive to our requirements. They took a considerable amount of the workload out of the recruitment process, and we would not hesitate to recommend them to any GP practice seeking to achieve the best possible recruitment outcomes, and we will certainly use them again in future if and when the need arises.”
1. You will always pay for an advertisement, and they’re not cheap.
An advertisement in the BMJ or the Pulse will cost you a pretty penny and no one will give you a ‘no hire, no fee’ guarantee. You’ll pay for your advertisement, even though you may well not find a suitable applicant. One LMC reported that GPs advertising a partnership post receive an average of three applications, with typically one of these pulling out, one unqualified, leaving a single potential candidate.
2. Online adverts are cheaper. But….
Job boards provide access to hundreds and hundreds of candidates – most of them unsuitable. Trying to find a good candidate via a job board can be like looking for a needle in a haystack. Most job websites allow ‘one click application’, making it very easy for people to apply for jobs, so many people apply for every job, regardless of whether they are suitably qualified. You will still be looking for a needle in a haystack, but the haystack will be much bigger.
3. At any one time, only 5% of people are actively looking for a new job.
If you rely on advertising to fill vacancies you will reach only the 5% of people who are having to actively look for a new job. This considerably lowers your chances of finding a suitable person to fill a GP Partner, Practice Manager or Nurse vacancy.
4. The pool of people who respond to job adverts contains a high proportion of poor quality candidates.
People don’t tend to enjoy doing jobs they aren’t very good at, and employers don’t reward poor performers well. They try to escape by applying for vacancies like yours. If you fill your jobs via adverts, you risk recruiting a competitor’s problem employee.
5. You will receive calls from recruitment agencies.
If you place a job advert, you will receive calls from recruitment agencies offering to fill your vacancy. Recruitment agencies can only recruit from the 5% pool of people who are actively looking for a job (see 3. above). They are unlikely to have a candidate who is a good fit for your role. Headhunting is an entirely different process, which gives you access to 100% of the candidates in the local area and enables you to find the best possible candidate for your vacancy.
6. A high proportion of the people who don’t respond to your advertisement may be interested in your vacancy.
Most of the best GP Partners, Practice Managers, and Nurses are gainfully employed and enjoying career success. Most are not actively looking for new jobs. However, many of them are passive jobseekers, which means if they’re approached in the right way (by a professional headhunting firm, for example), a high proportion of them may well be interested in hearing about your opportunity.
1. Marital Status
You should not ask a candidate about their marital status. You may ask about factors that may affect a candidate’s attendance at work. You are not allowed to ask about sexual preferences.
Avoid asking whether a candidate has children or is planning a family. You may ask if there are responsibilities which could interfere with attendance.
3. Cultural Issues
You may be tempted to ask about a candidate’s place of birth or religion, based on their name or appearance. This could be seen as potential discrimination. The rare exceptions to this rule are when expertise in a certain culture or language is necessary to fulfil the requirements of the role.
4. Age discrimination
You are not allowed to ask a candidate their age or date of birth. If there is a minimum age requirement for the role, you may for example ask a candidate if they are over eighteen or twenty-one.
Asking a candidate if they have a disability or whether an apparent disability would affect their ability to do a job, could be seen as discriminatory.
1. Not selling the role or the Practice.
It’s easy to forget that an interview is a two way process. If you don’t present the role as an attractive opportunity, and your Practice as a great place to work, you risk losing the best applicants. It is just as important not to oversell the role, and give candidates unrealistic expectations.
2. Asking too many ad-lib questions
If you ask too many ad-lib questions, i.e. questions that occur to you as the interview progresses, you will find it difficult to make an objective decision. Having a structured interview plan, with follow up questions to validate responses will give you objective criteria with which to compare candidates.
3. Hiring too quickly
The damage caused by recruiting the wrong person is likely to be far more significant than the problems caused by taking time to ensure you’re hiring the right person.
4. Basing decisions on personal preferences
People tend to like people who share their views. It’s easy to be swayed unconsciously into hiring someone because they have similar opinions to you about matters which are unrelated to job performance.
5. Not distinguishing between what can and can’t be taught.
e.g. it’s relatively easy to teach someone how to use your Practice computer system, but you cannot teach motivation and work ethic.
If you recruit by placing advertisements or using a recruiting agency, you will rely heavily on information provided in a CV. If you use the headhunting services of Hunter Human Capital, you will only speak to candidates who are in employment and are good at what they do. You will also have the benefit of our considerable knowledge and experience in General Practice recruitment.
1. Unexplained gaps
Look carefully at start and finish dates for each role in a candidate’s work history. Any gaps could be periods of unemployment or something worse.
2. Job hopping
If a candidate changes jobs frequently, without any apparent career progression, there is a strong possibility that they will not regard your role as a long term career opportunity.
3. Poor Spelling and Grammar
This indicates that a candidate hasn’t prepared well, also it could be a concern if the role applied for, involves communicating with external bodies.
4. Vague Explanations.
Lack of examples of achievements in previous roles may indicate that a candidate isn’t a high achiever or hasn’t put much thought into their application.
5. Not Specific
A CV which is out of date and contains lots of irrelevant information may indicate that a candidate is sending the same CV to lots of different Practices, and is not seriously interested in your vacancy.
Advice & Guidance