MediTalents GmbH
Würselen
Michael Haupt is the founder and managing director of Medi Talents GmbH, which he founded due to his personal experience with the shortage of staff in care facilities. His team uses state-of-the-art technology and marketing approaches to provide nursing homes and services, hospitals and residences with the staff they need.
The shortage of staff in the health sector is not new, but it has worsened significantly in recent years. Too many care facilities and services are struggling with massive understaffing – this lack of staff has a number of negative effects. On the one hand, the workforce is overworked, which naturally increases the susceptibility to illnesses. On the other hand, the quality of the work suffers, which can have dramatic consequences for the patients. But the staff is also becoming increasingly dissatisfied: The staff came out with great ideals to help sick people and now no longer see themselves in a position to do so as it would be appropriate and in the interests of the patients – an intolerable situation. “That creates frustration, so sudden layoffs are not uncommon. For the facility, this means finding a replacement as quickly as possible – and that turns out to be not so easy for them in practice,” says Michael Haupt, who is involved of his Medi Talents GmbH has specialized in supporting care facilities in the search for staff. In the following, he has summarized the priorities his team is setting and the changes that need to be taken into account when looking for personnel, especially from 2023 onwards.
1. Open up new paths – determine the right platforms
First of all, it is important to better narrow down the suitable group of applicants from the outset and to address them as needed. This will become even more complicated in the coming year, because the usual platforms and social networks such as Facebook or Instagram are downright overcrowded. Numerous agencies are increasingly concerned with social recruiting, i.e. the search for personnel tailored to social media. However, the more intensively these networks are used for such measures, the less effective they become. For companies, it is therefore also important to set up a professional career page that should optimally convey the reputation of the institution and, in addition to Facebook and Instagram, also focus on other relevant networks such as TikTok in order to convince suitable employees.
2. Ensure an attractive online presence
In times of digitization, it is particularly important to ensure your own attractive online presence. This also includes clearing the internet of bad reviews and comments about your own facility. For example, if a former employee has published unpleasant things about the facility out of frustration, this can prevent potential specialists from choosing this employer. Decision-makers should therefore always ask themselves what could keep potential candidates from applying and correct these aspects.
3. Observe the changed regulations from 2023 – and set it up well
The legal framework must also be taken into account in personnel policy in the health and care sector. The new personnel assessment limit will come into force in mid-2023, which is intended to align the personnel requirements with the specific tasks of a care facility. In summary, this means that the more patients with care grade four or five are to be cared for, the higher the proportion of specialists must be. Conversely, this means that geriatric care assistants in particular who have completed a one-year training course will receive a significantly higher status. Nursing facilities and services are therefore well advised to prepare for this today: As soon as this new regulation comes into force, the demand for nursing staff will increase again – and the search for staff will be made even more difficult.
4. Reconsider benefits – wage level is no longer the most important argument
So how could an institution position itself in such a way that it becomes interesting for qualified applicants? As the level of wages and salaries in care is now relatively balanced, it is important to offer other aspects that convince professionals of their own facility. Benefits and advantages must be identified and communicated externally. Specialists, for example, are happy about real roster security. In general, it is important to present yourself as an attractive employer and to convince qualified specialists that they are the right employer for you.
Are you also looking for qualified personnel for your company in the nursing and healthcare sector and would like to have an experienced recruiting expert by your side to support you? Then register now Michael Haupt and make an appointment!
Press contact:
MediTalents GmbH
Represented by: Michael Haupt
https://medi-talents.de/
Email: [email protected]
Press contact:
Ruben Schaefer
[email protected]
Original content from: Medi Talents GmbH, transmitted by news aktuell
