If you are leaving your job as a manager and moving on or retiring, have you considered using a recruitment service for the appointment of the next manager?
You may have been in your job for some time and will probably feel sad about leaving the partners and staff behind, but for an outgoing manager, there is a great deal to do in the last few weeks in the job, including completing projects, handing over, and priming other people in the practice about the complexities of the job.
The partners will ask your opinion and may suggest your help to recruit a new manager – after all, they are not the experts in recruitment and selection. However, undertaking a critical recruitment project at this time will pose you with an extra time-consuming responsibility. You could leave the partners to do the recruitment on their own, but they will be the first to admit that they have little experience or knowledge of recruitment and selection, and will need support and advice.
For this reason, many practices engage the help of First Practice Management (FPM) to take over the hard work and guide the partners through the process. We have developed a highly successful and comprehensive service, which has been used by many hundreds of practices over recent years. In fact, many requests come through recommendation of the service from one practice to another. Apart from allowing the outgoing manager to use the remaining time in the practice more effectively, our recruitment service allows you to stay impartial and encourages the partners to take ownership of the process.
Our recruitment consultants are handpicked specialists who have experience of working in practice management. Backed up by the FPM administration team, the consultant works with the partners to provide advice and help at every stage. Advice is based on our considerable experience in this specialist field and includes guidance on terms and conditions of employment, the legal implications of recruitment and selection such as avoiding discrimination, and best employment practice.
The consultant starts by visiting the practice and meeting the partners to help assess the needs of the job. The consultant is then able to create a comprehensive practice profile, job description and personal specification. A suitable advert is agreed and placed in the appropriate advertising media, as well as on our website. Enquiries are handled and details sent to interested applicants. After the closing date, the CVs and covering letters are provided to the practice together with a summary overview of all the applicants. The consultant then works with the partners to short-list, organise the venue and run a two-day interviewing process including providing tools and techniques to assist the selection process. This allows the partners not to have to worry about the organisation of the interviews but to focus on selecting the best applicant for the job.
On going advice and help are also provided, such as a sample offer letter and taking up references.