OT & Physio Case Study
Multiple hires in difficult locations without compromise on Quality
The Why!
Private Hospital with an on-going need to hire Occupational Therapists and Physiotherapists at their UK wide locations in a competitive market.
They needed Occupational Therapists with different specialisms, Paediatrics, Respiratory, Adult, Elderly, Neurological & SEN.
Physiotherapists with MSK, Sports, Neurological, Cardiorespiratory, Paediatrics. They also required Speech and Language Therapists for both Paediatrics and adults.
The search needed speed and high candidate quality for these business-critical roles because the client needed to keep the appointments they had agreed with their clients who pay for their services and expect their appointments to go ahead.
Greys Approach:
1) Speak with hiring managers for further insight into the roles finding out day to day duties, company culture, what is unique to the site the candidate(s) will be based at and what they expect from the candidates daily. Agree on offer, compliance process and induction period. Planned and Agreed on a 21-day recruitment timetable (below)
2) Candidate searches regionalised to where actual jobs are, traditional job board advertising, social media targeted and closed advertising, video advertising (excellent engagement), Text/ WhatsApp job ads, utilising our closed candidates’ networks, speaking to our networks, using all methods ensured the roles had maximum exposure. In the search we had a high amount of candidate rejections before sending the final shortlist to the client because of the quality standard the client needed in the position(s) to meet their client/ patient needs. Candidate data on roles below
3) Candidate investigations, in-depth conversations around the role, gain scenario-based answers where the candidates can show their experience around the job they will be doing, ensuring they have the qualifications and right to work in the UK. Gain right to represents and submit to the client for review. Once the candidates are selected for offer this reduces the risk of fallout due to candidate compliance already being complete.
4) Engagement with hiring managers to arrange interview and give candidate and clients feedback
5) Offer management, compliance management, onboarding support and post start catch up with candidate and client to check progress.
Conclusion
The end client filled their 5 main OT and physio positions in hard to fill locations (including Bristol, Aberdeen & Norwich), with specific specialisms within a 3 week turn around time from CV submittal until offer accepted.
Update
Four months in, all candidates are happy in their roles, completed their induction programmes and enjoying being part of their teams and keen to progress their roles with the client going forward. Client has updated that all 5 candidates are working well in their respective roles and extremely pleased by the quality their work.
