For every medical establishment, it becomes necessary to create in-house physician recruitment budget so that they have an idea about how it all works. It can turn out to be quite a daunting task for one who has minimum budgeting experience or has little experience in the field of medical recruitment. People who specialise in the field of medical recruitment often find it challenging enough. They have either been a part of a human resource department or have worked in a hospital before and thus have experience in the recruitment of nurses, other medical staff, clerical personnel and technicians.
Each clinic or medical establishment has its own set of requirements and infrastructure and this obviously affects the way its recruitment budget is set. The budget model is usually divided into different categories. These include:
Employee Expenses: This mainly comprises the salaries of the doctors, nurses, pharmacists, lab assistants and other medical staff on board. The expenses vary depending on the size of the medical unit, the available infrastructure, its location and of course the experience and credibility of the doctors.
Interview Costs: A certain amount is spent in conducting interviews and selecting the right people for the job. If an overseas candidate is found to be eligible and subsequently selected, then the travel expenses are later borne by the recruiting medical establishment.
Relocation Expenses: If the potential candidate has decided to relocate from one place to another, then the relocation expenses are met by the medical establishment.
Recruitment Agency Expenses: There are a number of recruitment agencies that conduct recruitment for medical positions alone. These medical recruitment agencies have a huge database comprising medical professionals willing to work in temporary positions for a proper salary and other associated benefits. Hospital authorities are often keen on finding out which option turns out to be a more reasonable one, when it comes to the recruitment of doctors on their own or by hiring recruitment agency that does the job for them.
There are some additional expenses as well that goes into the sourcing of medical candidates and creating a sort of a database for them. There are different staffing solutions that have flooded the market in recent times. These are aimed at easing out the task of the recruiter to a great extent. These solutions often require considerable investments. Recruiters also attend professional trade shows that also help them to look for potential candidates.
These are some of the factors that are common to more or less every medical recruitment program in most of the medical establishments. Every hospital has its own set of issues that may lower or increase particular line items that form a part of the doctor recruitment budget. The budgets may vary as well. In case of rural areas, the amount designated for travel is more than a city based hospital. Though the set up and infrastructure of each hospital is different, a broad hospital budget can be planned based on the aforementioned factors. This kind of a budget planning forms an integral part of medical recruitment.
Daniel Smith is a recruitment consultant and has actively worked with locums that specialise in medical jobs. He has in-depth industry knowledge which is apparent through his publications. He recommends a visit to the website http://www.globalmedics.com/ for further information.