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How to ‘Screen In’ Job Candidates
Sell your facility to everyone who interviews for a position on your staff.
Andréa Venezio
Publish Date: September 19, 2022   |  Tags:   Staffing
TOUCHING BASE Follow up virtual introductions with a call or email to keep candidates informed of what the interview process will involve.

You’d be hard-pressed to find surgical leaders who aren’t directly impacted by the nationwide staffing crisis. Over the last five years, hiring qualified professionals to work in the surgical industry has become a difficult task. In the booming post-pandemic world of outpatient surgery, savvy job seekers are aware there are far more open jobs than there are people to fill them. Candidates know they have plenty of options — and lots of leverage. Gone are the days of enthusiastic jobseekers accepting the first — and often only — job they’re offered. The market has put the candidates in the driver’s seat and gives them the power to pick and choose where they want to work.

Because of this shift in the hiring dynamic, I’ve learned the common recruiting practice of “screening out” or eliminating candidates strictly based on their resume and experience, without allowing them to interview, is no longer the most advantageous way to hire. In today’s job market, you’ll have much more luck “screening in” the right staff. With jobseekers having their choice of the ideal place to work, it’s up to you to find ways to convince them your ASC or hospital is the best choice for them. Here are three ways to try screening in a candidate when conducting your next interview.

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