Monthly Archives: May 2016

How to use your website to attract the “right” candidates

In a climate where there is huge competition to attract the best talent, many of our customers are now promoting Practice vacancies on their websites. So how do you leverage the power of your website to recruit the right talent? While Silicon Practice doesn’t specialise in recruitment, we’ve harnessed our experience in website content and web design and taken inspiration from our clients to produce a list of 10 ideas for you to try. Here’s how you can show potential job seekers why they should work at your Practice and how you can keep them interested enough to apply for your vacancy.

1. Your website – branding.
A website is the first and most important step to the hiring process. This is the first impression your company will make on job seekers. Put yourselves in the position of the candidate. What message does your website send out? Is it professional? Is it modern? Will it appeal to the type of people you want to recruit?

2. Highlight your successes.
The best candidates seek out highly reputable organisations that are leaders in their sector and are embarking on compelling projects or developments. For examples of how other practices have highlighted this aspect of their work take a look at Attenborough Surgery’s recent NHS Innovation Award and Wokingham Medical Centre’s awards for their new building.

3. Has your surgery been rated as outstanding by CQC?
Ensure your CQC success is clearly evident. Take a look at College Surgery to see how this can be achieved.

4. Highlight the benefits of working at your Practice.
Candidates also look for benefits beyond salary, such as flexible work arrangements, a healthy work/life balance and opportunity for growth. If your organisation prioritises these benefits, consider highlighting them in your job posts.

5. Ask for Feedback.
Once they have applied for a position, find out from candidates what they thought of your job careers page. You can then use this feedback to refine your recruitment process.

6. Put your employees to work as recruiters.
Employees’ personal networks can be an excellent source of talent with the advantage that some of the initial screening has already been done for you.

7. To save phone calls to your Practice
Don’t forget to put on all the details about your vacancy on your website, such as the advertisement, person specification, job description, contact details and closing date, together with an application form.

8. Put your visitors to work as recruiters.
Encourage visitors to send job descriptions to their friends/co-workers. You can set up an “e-mail this page” or “e-mail to a friend” form to facilitate the process. By tapping into a site visitor’s referral network, you can effectively identify pre-screened applicants at no sourcing cost.

9. Experiment with “out-of-the-box” ideas.
Instead of the typical job posting, consider writing your advertisements to reflect the way that you feel about your team. The informal format might attract a different type of candidate. Take a look at Nelson Medical Practice as an example.

10. Job seekers will also be looking at social media sites.
Consider putting your job advertisement on social media sites such as Twitter, Facebook and LinkedIn. This approach will help to promote your vacancy to a larger group of candidates. It will also appeal to younger candidates who are technically savvy and will offer the opportunity for job seekers to learn more about your Practice.

We are experiencing an era where job seekers are better skilled at searching, sourcing, researching, networking and less afraid to reach out to people they have never met before. When you’re ready to advertise your next vacancy, give your web editor a call to discuss the options. They’ll be very happy to help you.