Best practices were not relevant issues. Today, the patient’s demands have turned health institutions to redefine the clinical services provided towards a comprehensive care approach, always paying particular attention to the quality of care, the safety of the patient, and that of all the people involved in the process. A process in which the doctor constitutes the fundamental pillar in the health service provided to the patient, and his role and belonging to the institution play a relevant and critical role for health institutions. Thus, these same demands have made necessary the medical recruitment process’s protocolization, returning to the health institution a crucial factor in the process. They are changing from a static role to a dynamic one, where work must be done in the search for leading doctors in their field for incorporation into the institution, fully covering the needs of patients in favor of the restoration of their health under the highest quality and safety standards.
In the country’s private health institutions, medical recruitment is part of the institution’s strategic planning. This type of recruitment is focused on the strategic goals that are part of the institutional objectives. It is a teamwork between the administration and the medical body, since covering the needs of both areas, institutional development is achieved. An experienced physician recruiter is committed to improving the quality and safety of patient care and plans for organic growth and hospital expansion.
For institutional medical recruitment, the physician recruiter relies on a methodology based on the analysis of the following variables:
- Occupancy (days/patient) of installed capacity (days/bed) per service line.
- Medical replacement for productive years after 65 years of age.
- Identification of medical leaders for their professional development.
- Needs per service line following the line’s business plan and the institutional business plan.
- Assignment of offices within the institution.
Implementing a medical recruitment methodology in a hospital institution allows ensuring continuity in medical care following the values of the institution, always taking care of the safety and quality of the services provided, and maintaining alignment with the organization’s strategic plans.
Medical recruitment and candidate selection is the process of identifying the quantitative physician needs of the institution. Physician retention is done with only a key group of physicians, based on the long-term institutional strategic plan. Retention is achieved by finding new and attractive techniques for critical physicians to keep working in the institution. We must add that the population being treated in private health centers is aging along with health professionals, so it is necessary to recruit young doctors to replace the elderly doctors. They should also care for the aging population, including doctors.
Effective health care largely depends on the quality of medical personnel. Recruiting doctors with specific skills adds significant value to health services. It is essential to recruit doctors to meet the needs of the community being served in the institution. For the institution itself, it is vital to continue to provide safe medical care. The retention of these doctors reduces, in the long term, the cost of reactive recruitment and improves the delivery of Health Services.
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