The Aftercare Prescription: Why Probation Communication is Critical in Healthcare Hiring

Effective communication throughout the recruitment and probation periods is critical in the healthcare sector. This ensures clarity, alignment, and continuous improvement for both healthcare organisations (clients) and candidates. It also helps identify and resolve issues early, setting both parties up for long-term success and high-quality patient care.

For Healthcare Organisations:

1. Proactive Issue Identification: Regular feedback during the probation period helps identify performance or cultural fit issues before they escalate, allowing organisations to address concerns promptly and avoid disruptions in patient care.

2. Informed Decisions: Clear communication enables medical facilities and practices to assess whether the candidate is suitable for the role or if adjustments or further training are needed. It also helps decide whether to continue with the candidate or seek a better fit.

3. Stronger Relationships: Transparent communication builds trust and by providing continued support throughout the probation period, long-term partnerships can be built.

   
   

For Candidates:

1. Clear Expectations: Regular feedback helps candidates understand if they are meeting clinical and organisational expectations, reducing the likelihood of surprises at the end of their probation period.

2. Confidence Boost: Constructive feedback allows candidates to understand their strengths and areas for improvement, motivating them to perform better in their role and enhance their skills.

3. Job Security: Consistent communication helps candidates adjust their approach, reducing anxiety and increasing their likelihood of successfully completing their probation period.

   
   

The Role of Feedback in Recruitment:

Feedback is not just a one-time event but an ongoing process that plays a vital role in the recruitment experience. Continuous feedback from both clients and candidates helps assess whether a new hire is meeting the organisation’s needs and ensures that the recruitment process is continually refined.

 Regular feedback ensures smoother transitions for candidates into their roles, leading to better job satisfaction, higher retention rates, and more successful placements in the long run.

“The two words, information and communication are often used interchangeably, but they signify quite different things. Information is giving out; communication is getting through.” — Sydney J. Harris

A Simple Guide to Effective Probation Feedback:

Probation feedback is key to ensuring successful placements and improving the hiring process.

Here’s how to gather useful feedback:

1.    Check-ins with the Candidate and Client: Schedule follow-ups (e.g., after 30, 60, and 90 days) to see how the candidate is adjusting. Ask about their experience and any challenges they’re facing.

2.    Surveys or Questionnaires: Use simple surveys to gather feedback from both the candidate and employer on the hiring process and how the candidate is performing.

3.    Identify Improvements: Look for any areas to improve in the hiring process or the candidate’s performance, and make adjustments as needed.

4.    Ongoing Feedback: Maintain a continuous feedback loop to enhance the recruitment process and support future hires. Building a strong, professional relationship with your client makes it easier to stay updated on the progress and make necessary adjustments. These steps ensure a smooth transition for the candidate and help refine the recruitment process for better outcomes.

Off-boarding Communication with Candidates in Recruitment

At Stethoscope, we even take our support a step further in the off-boarding of candidates in and out of their probation periods. Off-boarding communication is just as critical as the onboarding and probation processes, as it ensures a smooth transition when a candidate is not retained or chooses to move on from a role. Clear and respectful off-boarding communication provides candidates with closure and valuable feedback, while also offering the healthcare organisation insights into potential areas for improvement in the recruitment or training processes.

Here’s why:

1. Transparent Explanation: Clearly communicate the reasons for the decision, whether it's related to performance, cultural fit, or other factors. This helps maintain a positive relationship with the candidate, even as they leave the organisation,

2. Constructive Feedback: Offer feedback that focuses on areas of growth, helping candidates improve for future opportunities. This shows a commitment to their professional development and leaves a lasting positive impression.

3. Respectful Exit: A respectful and empathetic approach to off-boarding can help preserve the candidate and client relationship, should they need references or connections in the future.

Why we believe in Probation Communication

Once a candidate is placed, maintaining strong communication with both the client and candidate ensures that issues are addressed before they escalate. It provides peace of mind to the client while supporting candidates as they settle into their roles. This ongoing dialogue helps to fine-tune placements, refine processes, and improve the overall recruitment experience.

Recruitment doesn't end once the candidate is placed. By ensuring continuous communication, healthcare organisations can integrate top talent seamlessly, improving patient care and team dynamics.

In conclusion, effective probation communication is crucial in the healthcare sector. With a commitment to feedback and continuous support, healthcare organisations can build lasting partnerships and achieve long-term success.

At Stethoscope, we focus not only on placements but also on building strong relationships and delivering exceptional outcomes for both our clients and candidates