Content includes:
• The driving forces behind hiring needs • Best practice for forecasting your talent requirements including factoring for expected churn and succession planning for your team
• Consulting with internal stakeholders regarding hiring proposals and identifying key decision makers to ensure a robust hiring process
• Writing clear and inclusive Job Descriptions to support team members and managers in both the hiring process and subsequent reviews and appraisals
• Designing the interview stages and general process in advance including identifying candidate benchmarking criteria based on role requirements and available talent pools
• Prioritising critical hires where team resource is stretched
• Managing time-to-hire proactively rather than reacting to incoming applications
• Clinical V non-clinical hiring best practices and real-world differences
