Ways To Succeed In Healthcare Recruitment

There are many different ways to succeed in healthcare staffing. The most important thing is to have a good relationship with the hiring manager. You should also be able to find the right candidates for the job and be able to sell yourself to the company.

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One of the best ways to succeed in healthcare recruitment is to have a good relationship with the hiring manager. 



This means that you should be able to communicate well with them and understand their needs.



You should also be able to show them that you are knowledgeable about the industry and that you can help them find the right candidates for the job.

Become The Best Version Of Yourself

Another way to succeed in healthcare recruitment is to be able to sell yourself to the company. This means that you need to be able to show them that you have the skills and experience that they are looking for. You should also be able to show them that you are motivated and that you are willing to work hard to get the job done.

Scour The Top Tier Talent

If you want to succeed in healthcare recruitment, you need to be able to find the right candidates for the job. This means that you should be able to use your network of contacts to find the right people for the job. You should also be able to use your research skills to find the right candidates.

Your Managerial Position Comes Into Play

You should also be able to sell yourself to the company. This means that you need to be able to show them that you have the skills and experience that they are looking for. 

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The recognition of its establishment is essential to increase its occupancy rate. For this, it may be wise to organize events.



The open days are thus an opportunity to introduce this system to the elderly and their relatives.

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As a director, invite local journalists. Media coverage in your geographic area is essential.

Use IT Tools To Target Contacts

Senior service residences are businesses like any other. So they need to set up effective customer service. This promotes contact with the families and the residents themselves, as well as with the professionals who are at their side.

A CRM (Customer Relationship Management) tool can, for example, allow you to organize all your contacts and send them targeted email campaigns. It will also give you valuable information on who to contact and when.

By digitizing your offer and your organization, you provide your residents and future residents with greater efficiency. Your staff is more responsive to requests and manages its teams better. As for you, you can follow the evolution of your occupancy rate on concrete analyzes and improve it quickly.

Opt for a tool dedicated to your sector with added value on your quality of service. This can result in software and application access to your teams, allowing them to manage their planning, and their requests for leave and absences and to communicate in real-time.

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Digitizing Replacement Management In The Healthcare Sector

The management of replacements and reinforcements in the health and medico-social sector is more than essential, it is vital. As in all sectors that have regular replacement needs, the main problem is the resulting disorganization. Absences are compensated by the rest of the team which garners more fatigue. The absenteeism rate, therefore, increases accordingly, quickly causing the organization to fall into a vicious circle.

The health sector is all the more concerned by these issues because the level of hardship is such that it obtains the highest rate of absenteeism at 8.3% (2020), against a national average of 6.9 %. By the very nature of the business, managing this constant disorganization as well as possible is not an option, as lives are at stake and the quality of care provided is at the center of concerns.


Binding Regulations

Added to this is the restrictive regulation of the sector which imposes staff quotas by specialty and about several beds/places and/or patients, to ensure care, under penalty of seeing services closed or the reduced number of patients admitted. The legal framework also sets work and rest times, which complicates the management of replacements in an operational sector 7 days a week, 24 hours a day. Shortcomings in personnel management can therefore quickly be the cause of a failure of the medical system, as evidenced by the Covid crisis.

Changing Employee Needs

The transformation of the labor market, with a growing need for flexibility and independence among employees, also affects the medical sector, which must add this criterion to personnel management. Healthcare professionals are more attentive to enriching their experiences and seek to find more serenity to improve the balance between their professional and private life. It is therefore important to work on HR benefits such as internal mobility or evolution over time according to their needs and desires. From now on, this balance is no longer built solely around the CDI. The CDI contract is no longer synonymous with serenity unlike a few years ago and it is no longer the main criterion in the work search.

A Win-Win Operation

We developed our solution with this goal in mind. It allows for a broader search for a wide variety of profiles, whose substantial volume makes it possible to provide more stability, flexibility, and quality to everyone. We decompartmentalize research to reach any type of profile with any type of need: find assignments with such an establishment, fill available time, test different services, and change your life.…

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The Health Sector Is Faced With A Shortage Of Caregivers

Since the health crisis, hospitals and clinics have become real battlefields, health professionals are exhausted by the workload, and the shortage of caregivers only exacerbates the complexity of the situation. Indeed, in some regions, emergency services are forced to close their doors at night due to a lack of medical personnel (emergency doctors, nurses, and nursing assistants). However, interrupting the activity even at night of a sector as important as care is inconceivable.

Overload And Psychological Malaise

For years, caregivers have been overwhelmed by workload and overtime. Some see “increased pay” as a way to boost staff morale and productivity. However, the salary increase is far from sufficient. We can pay twice as much for overtime, if a carer does not have the necessary rest and working conditions,it will be difficult for him to work calmly and therefore to offer the best possible quality of care. Indeed, caregivers are not automatons that work with tokens. It is essential to take care of it by setting up a good QVT and decent working hours that do not overwork the same people to exhaustion.

Replacements Are Just A Click Away

At night, 60,000 nursing positions are vacant, including 1,500 in the emergency services, according to Thierry Amouroux, spokesperson for the SNPI (national union of nursing professionals). Following the shortage of caregivers, finding emergency replacements becomes a complex task that requires speed and flexibility.

Manually consulting lists and CVs of potential replacements and calling candidates are time-consuming tasks that are incompatible with urgent replacement needs.

A replacement platform then becomes a lever to speed up and streamline the replacement process. In addition, it brings more comfort both for the manager and for the candidates. In a few clicks, the HR manager distributes the replacement mission, both internally and externally (per legal requirements), to competent, available and nearby replacements.

A Fulfilled Staff

A fulfilled staff provides a better quality of care. On the contrary, an overload of activity leads to professional exhaustion, burn-out, and deterioration of the care service. HR must then adopt a replacement management solution to lighten and reorganize the schedule and allow caregivers days off by relying on replacements.

ESMS (Health and Medico-Social Establishments) benefit from a fluid replacement process to improve QWL by allowing internal and temporary employees to break with the routine and improve internal mobility to diversify their daily lives.

The implementation of an optimized replacement system proves to be the key to providing HR with additional management capabilities to better manage the workforce and create a less tense working atmosphere.…

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Absenteeism At Work: What If Replacement Management Platforms Were The Solution?

Irrefutable observation: the health crisis has indeed amplified absenteeism at work. Absences linked to COVID-19 have multiplied. They went from 6% in 2020 to 12% in 2021. This phenomenon affected 51% of managers and weighed on the functioning of companies.

What could be more destabilizing than unexpected absences, especially if it concerns sectors such as health or civil security? The latter is, unfortunately, the least spared, for example, in the health sector, absenteeism rose by 26% in 2020.

These figures undermine the organization of companies and require special attention from HR departments. Companies must therefore set up an efficient system by equipping themselves with replacement management platforms to deal with this phenomenon.

Expensive Costs

In a company, an unforeseen absence can affect, or even interrupt, activity and consequently generate losses in productivity and additional costs. But, beyond the direct costs due to the drop in productivity, the company is confronted with other hidden costs: replacement costs, administrative and organizational costs, costs relating to the deterioration of the social climate, and costs relating to the image of the company likely to be tarnished following the dissatisfaction of customers or a drop in the quality of the service offered.

A Drop In Motivation

It is a fact, absenteeism affects the atmosphere in the office and the general motivation of the staff. Following the absence of an employee who has not been replaced, managers often distribute the latter’s tasks to the rest of the team to secure business continuity.

However, being entrusted with additional tasks at the last minute (sometimes unrelated to the initial position) is demoralizing for employees. Indeed, taking on roles for which we were not recruited is anxiety-provoking.

This method of managing absences is over. Replacement management platforms are now becoming the centerpiece for best adjusting the company’s needs in terms of workforce.

Handle Emergencies With Confidence

To fill an absence, HR often resorts to a manual and time-consuming process: contacting candidates (telephone, email, SMS, etc.), qualifying profiles, checking availability, etc. This process is far from responding to the urgent nature of the activity. of substitution.

Thanks to replacement management platforms, HR has pre-established pools. A few clicks are then enough to automatically and instantly send the job offer to all available and qualified candidates (internal and external). The HR department thus gains in anticipation and optimizes the process to respond quickly to replacement needs.

Ensure Fair Communication

A replacement management platform enables “democratized” communication. Instead of soliciting the same replacements, the company opens up on itself. It thus distributes the mission offer fairly to a wider panel of candidates, both internally and externally.

HR then takes advantage of all available skills while ensuring fair distribution to employees and external candidates.

Replacement management platforms also make it possible to distribute job offers without annoying candidates. Indeed, targeting by geographic area, positions, skills, and availability prevent any form of intrusion likely to cause the reluctance of replacements and guarantees the right to disconnect for all.

Data collection, entry, drafting, compliance verification… drafting contracts can be tedious. There are about 10 steps and half an hour to write an employment contract. These manual procedures are incompatible with the management of emergency replacements, which requires speed and efficiency.…

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Why Invest In A Healthcare Replacement Management Solution?

Like a football team, an organization must always have substitutes on hand to back it up when needed. Indeed, it is inconceivable to interrupt or disrupt the activity of a hospital, a factory, or a hotel because of an absence.

However, a certain number of organizations have not yet digitized their management of replacements and reinforcements. This activity, therefore, remains time-consuming and complex for them: difficulties in establishing dashboards and rationalizing the replacement activity, volatile and non-updated list of contacts, lack of traceability, and intrusive contact with external candidates to fill their replacement needs.

Wouldn’t it be time to optimize your replacement process, regain control and streamline your management by investing in an information system?

In addition to the intrinsic challenges of replacement management, its management on “paper” or outsourced generates an additional cost for the organization in addition to closing you to new communities of replacements.

So how do you digitize your replacement processes through a dedicated solution? What are the advantages of the latter?

To build a pool, HR goes through a long process and uses unsuitable tools (tables, paper CV libraries, etc.). Candidate data is often scattered across multiple mediums, further slowing down the candidate sourcing process.

The strength of continuity is in change! In the digital age, companies have an interest in having a centralized, accessible, and complete digital CV library containing all potential candidates.

Smooth And Non-Intrusive Communication

Wasting time between spreadsheet and phone does not allow HR managers to deepen their pool of replacement candidates. In the event of an emergency, this sometimes leads them to outsource the replacement to service providers, for lack of finding qualified and available replacements in their existing pool.

Lacking a management solution for replacements and reinforcements and thinking that this is the best solution, HR tends to solicit the same replacements. However, this hinders the fair distribution of information and prevents the company from taking advantage of newly available and competent candidates.

It could be that one of your collaborators wishes to replace an absent colleague, not to notify it is nonsense!

On the other hand, excessive solicitations of candidates can be intrusive. Receiving messages and calls while you are, for example, on vacation or in the arms of Morpheus is indeed annoying. This stifles your replacements and causes the reluctance of candidates. Everyone has the right to disconnect!

To put an end to these difficulties, HR should have a replacement management tool. The goal is to master communication and solve problems relating to intrusion. Indeed, the software allows a fair distribution of offers. Thus, all potential candidates are solicited without being limited to the usual replacements. This makes it possible to diversify the daily life of your employees, develop their skills, and stimulate the internal mobility of employees. The intrusion is also limited, the unavailable candidates no longer receive solicitations.

Simplified Administrative Management Of Replacements And Reinforcements

Post-hire administrative procedures can be a real ordeal for HR. Drafting of contracts, verification, printing, signatures on both sides, DPAE… it is obvious that this long process is far from responding to the urgent nature of replacement.

Absenteeism is now a reality that is becoming widespread in all sectors, a real scourge that runs through companies! Opting for a replacement management tool is therefore the first step in building an optimized replacement process.…

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Recruitment Under High Tension: What Solutions To Manage This Crisis?

Following the lifting of certain health constraints, in September 2021 nearly 300,000 jobs remain to be filled. Among the sectors most affected by these recruitment difficulties: are health and medico-social, hotel and catering, industry, construction, retail, and logistics.

In the context of the health crisis, the health and medico-social sector has been particularly highlighted. During the most critical periods, “the top of the wave”, we noticed how much we lacked human resources to respond to the challenges facing our health system: use of the health reserve, calls for volunteering among students, retirees… This crisis has revealed to the general public the challenges of recruitment, replacement, and reinforcements to cope with a “peak of activity” without completely disrupting our healthcare system.

Nevertheless, outside the Covid context, the problem of human resources management is permanent in this high-tension sector which has to deal with two main trends:

  • A systemic shortage of profiles is explained by a lack of training capacity in the face of the needs of our health system.
  • A transformation of the labor market where professionals now favor flexibility and the diversity of their experiences rather than job security.

It is a reality, we observe disorganization of the health establishments which generates the exhaustion of the “over-solicited” teams and thus accentuates absenteeism. Pre-Covid, not a week went by without us finding in the press the service of a health establishment on strike to demand an improvement in working conditions, a reorganization of services, or a salary increase.

Personnel management based on controlled and “anticipatory” recruitment has become impossible. It gave way to the management of the workforce suffered and the urgency. Health establishments must reorganize accordingly and face this new challenge by finding a fragile balance in a new and changing environment. The management of replacements and reinforcements is thus gradually replacing recruitment.

In response to recruitment tensions, HR decision-makers can integrate new models into their human resources management policy:

  • Change recruitment by offering assignments with more mobility and flexibility to employees. Bringing “flexi-security” to its employees.
  • Turn the new rules of the game to their advantage by placing the management of replacements and reinforcements at the center of the system, because the challenge is no longer so much to recruit a candidate but rather to retain a replacement.

Several Lines Of Work Are Available To HR Decision-Makers, In Particular:

  • Deploy a replacement and reinforcement management platform to recruit, manage and retain a talent ecosystem,
  • Put in place the appropriate business and IS processes to streamline the transmission of information and thus boost internal mobility,
  • Accept the pooling of internal and external resources and decompartmentalize the organization to find the right resources more easily.

For HR managers, the main challenge is to be part of this paradigm shift with a proactive, agile, and efficient organization in terms of management of replacements and reinforcements; and thus find the optimal balance at all times.

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