Personnel is the only source you can achieve any of your goals or objectives while minimizing costs and time, which your company could not accomplish independently. All other components of competitiveness are available, such as capital and technology. However, only human resources, skills, motivation, and commitment will make the difference between failure and success. Therefore, it is essential to select the right people to fill a given position, considering their skills, aptitudes, and characteristics related to the job description.
The mission of physician placement companies is to carry out all the necessary administrative activities that will allow the Hospital to adequately and timely provide the suitable and qualified personnel that the Hospital needs. Furthermore, the recruitment and selection of personnel are linked to the strategic mission of the establishment since it recruits and selects personnel who must be capable of collaborating effectively in the achievement and attainment of the Institutional goals.
The personnel selection process for a contract position includes the following stages:
- They are establishing the need to fill a vacant position and determining the requirements of the work, the functions to be fulfilled, and the competencies that the applicants must possess.
- Selection process.
Physician placement companies say that the first step in filling a vacant position consists of verifying the availability of a place, which the Human Resources Sub-Directorate Department carries out through documents that accredit an employee’s departure (resignation, death certificate, or other). The selection process begins when the head of the Sub-Department and Unit where the vacancy has occurred requests the reinstatement of the position. Then the Recruitment and Selection Unit is responsible for defining, together with the head of the service, the technical requirements to be met by the person who will assume the position, representing a job profile, determining the functions that the person must perform, the criteria to be completed and the competencies that the applicant must have. To fill a position, it is necessary to have a sufficiently large pool of applicants so that an effective selection process can be carried out.
Physician placement companies recommend for the Institution’s policy to have mixed recruitment, that is, to consider both internal and external recruitment. A process that encourages the participation of the Institution’s employees on equal terms with external candidates promotes transparency in the management of Human Resources within the Institution and motivates personnel to be trained.
The objective of Personnel Selection is to find the most suitable person to fill a position among a group of applicants. The selection attempts to solve two fundamental problems in the labor context: the man’s suitability for the job and the man’s efficiency in the position.
Selection should be considered a natural process of comparison, as objective and precise as possible, between two variables: the requirements of the position (conditions that the position demands of the occupants) and the characteristics, competencies, and knowledge of the candidates presented.
The established policy states that in the human resources selection process, applicants must meet specific quality standards to enter the Institution, which is related to the existence of professional and intellectual competencies, relevant work experience, development potential, and possibilities of permanence in the Institution, taking into account that the requirements may be very dissimilar, considering the great diversity of positions existing in the organization.
