The client for this interim assignment was a hospital that had emerged a year earlier from a merger of three regional hospitals. As a result of the merger and growth process, there were a large number of vacancies in the medical profession - from assistant to chief physician. The HR interim manager was tasked with managing the recruitment process for four months and systematizing the previously unstructured recruitment channels.
Recruiting doctors in a rural area with competitors nearby
The location of the hospital in a rural area and the shortage of staff on the medical applicant market posed particular challenges for recruitment. Especially because several renowned clinics within a radius of 100 km were competing for candidates with the same qualifications.
Acquisition of doctors from abroad managed via agencies
No qualified applications were received via the traditional recruiting channels. In addition, the German applicant market was virtually empty. The HR interim manager therefore intensified her collaboration with recruitment consultancies and agencies that specialized in sourcing doctors from other European countries and third countries.
She pre-selected the applicants and scheduled the interviews. She also accompanied the management and head physicians during the interviews. She drafted the contracts, obtained the approval of the works council and drew up the employment contracts. During a bottleneck phase, she assisted the HR department in recruiting fee-based doctors for short-term assignments and organized their accommodation.
Almost all medical vacancies successfully filled
In parallel, the HR interim manager compiled a comprehensive and detailed list of agencies and consultancies specializing in the recruitment of medical staff. She qualified the agencies and made recommendations for further cooperation. By the end of the project, the interim manager had successfully filled almost all of the vacancies.
