Without you, our clients and Occupational Health Clinicians, we wouldn't have a business so
it is very important to identify which of the recruitment processes can produce the best results in the most efficient, ethical and professional way. We want to be cost effective...via networking, referrals, and straight forward or selective advertising [Search & Selection], or headhunting the right candidates.

We want to talk to clients in depth about their environment, their needs and how we can meet them.  We will spend time at our client’s site to enable us to identify what the true needs are such as:-

• how many patients they are expected to deal with
• allocation of  time for reports to be written
• what support  they have from Human Resources
• will it require flexibility such as a Commercial and Clinical split
• how they will deal with complex issues, strategically and hybrid problems surrounding DDA, moral and ethical issues
• How they would deal with the day to day running of a nurse lead case management Occupational Health Department.

Once we have this information we can go to the market using the correct process to identify what is the right solution. In some cases it may a DipOccMed Doctor or even a lead Consultant MFOM. Anything that has a bearing on the client’s costings will be justified by showing exactly what they are getting for their money and the long term gains. We will start to look at the applicants and make firm decisions about whether we have someone who is a good fit for the role, and if they have the right qualifications such as DipOccMed, AFOM, or MFOM. Some clients will inevitably need to be updated on ever changing policies and procedures; most are aware of Occupational Health but do they have the ability to understand what it can do for them? They also need to be up to date on sickness absence, long term illness, early retirements, stress related time out, tribunals and so on.

When the right candidates are found then the process of elimination begins by looking at:-

• Location
• Qualifications and experience
• Attitude
• Suitability for the particular role
• Financial need
• Career progression plans

These points are all clarified by asking the right questions, talking to the clinician openly and honestly about the role and what will be required from them. If it is a Police, Fire or even a more demanding role, and the candidates are of the right strengths then their details can be submitted to the client with confidence. Once the client has selected one or more candidates then references will be requested to find out as much as possible about the doctors. When all information has been gathered then we can submit the candidate with confidence and know the requirements have been fulfilled. At interview the client will need to identify what they really need to complete the process.

After the interviews and the client is ready to offer the candidate the post,  all that remains are the formalities of the package which has already been discussed and agreed before interview, then to confirm a start date. We want the final result to be the right one for client and candidate and we know our processes will ensure this.