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Why Good Recruitment Is Only the First Part of Building an Effective Workforce

Feb 1, 2023 | Thoughts | 0 comments

The building of an effective workforce which delivers the very best for clients and patients does not stop when recruitment is done. Integrating new staff well is integral to the success of the team benefiting delivery of service and care, staff wellbeing, staff morale, and increasing retention rates. 

What Are the Aims of Staff Integration?

Staff integration, sometimes called onboarding or organisational socialisation, is the process of efficiently and effectively embedding a new employee into the systems, teams, expectations and ways of working of an organisation with the aim of ensuring a productive and successful work environment.

Getting this process right can have enormous financial and productive benefits for an organisation.

Financial and Pastoral Benefits

The hidden costs of hiring mistakes in the healthcare sector highlights the financial impact in terms of recruitment mistakes but many of the associated costs (staff turnover, extra training and expensive management hours) also apply when looking at potential costs of unsatisfactory staff integration.

The financial benefits of successful staff integration are also to be considered. A new colleague who is familiar with all the processes, introduced to key members of the team and trained efficiently will quickly become a valued colleague, performing well and boosting morale and staff wellbeing.

 New recruits will also come with their own experiences and expertise and allowing that to be disseminated to other staff helps build team knowledge and spreads best practice. New recruits may come with experience of more productive systems and work flows that could be implemented for further savings.

Essentially, new recruits who have an effective integration transition more quickly to the effective delivery of their role which in healthcare is, most importantly, the care of patients. 

What Does A Good Staff Integration Process Look Like?

  • Communication: think about all the forms of communication in your setting and make sure they are all set up on the first day. Don’t forget notice boards, online portals and system chats. What essential information such as safety and emergency protocols need to be communicated first?
  • Ethos: What are the values and culture of your setting, how can this be communicated quickly to a new recruit? Think about the practical aspects of your culture, do most people use email or call? Small details can help someone quickly feel included. What level of autonomy do members of staff at their level have, when will they be expected to contact a senior colleague?
  • Set Goals and Expectations: make it clear what success looks like in their role and what the goals and targets are of the team and whole organisation.
  • Links: identify a key mentor for the transition period, who they can ask for help and guidance on a day to day basis. Make sure this mentor is briefed for the role.
  • Training: training needs and gaps identified at interview should be implemented in a timely manner. Providing high quality training increases the new worker’s confidence and also the confidence of their colleagues.

For further guidance and research the Smartsheet – Healthcare Onboarding and Compliance Quick Guide explores work flows, best practices and provides checklists. 

Training 

At Frank & Partners we don’t stop in supporting your organisation’s needs after recruitment. We provide mandatory, clinical and specialist training courses that cover first aid, health and safety, mental health support and more; all of which can be tailored to your organisational needs to enhance workplace practices and support your induction process.

To find out more about how Frank & Partners can support your organisation, contact us here.

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