Recruiting in the health sector: Brest hospital shares its experience
About
Brest University Hospital in a few words
With a budget of over 500 million euros, Brest’s hospital employs some 6,500 staff and 600 doctors. The natural “turnover” of the establishment’s professionals leads to around 300 new recruitments every year, excluding seasonal contracts. To manage this structure, recruiters are divided into 4 main areas of activity: administrative staff, logistics staff, the medico-technical division and the nursing division.
There were a number of problems with the way recruitment was managed at the Brest CHRU in the past:
- Piles of CVs piling up
- Slow and outdated recruitment processes
- Inefficient application management
40%
reduction observed in recruitment time
Piles of CV several metres high were accumulating in the premises, and there was no classification system to properly exploit this data. Beetween allows the CHU to save time spread over the entire recruitment process!
Sandrine Perhirin
Head of Partnerships & Communication DRCI
Recruitment issues
Main recruitment issues faced by Brest Hospital
Manual reception and sorting of paper CVs
Upon arriving at the HR department, Sandrine noticed stacks of CVs several meters high in the premises, with no classification system in place to properly utilize this data. Moreover, the internet and social media are now integral parts of the recruitment process. Candidates, increasingly connected, consult traditional media less and less. They want access to information in real-time and to be able to apply digitally via smartphone, tablet, or PC…
Applicants sometimes left with no answer
Some candidates received no response to their applications because everything was done by postal mail. This resulted in time waste and had concerning ecological implications. There was also a significant cost for the hospital as everything was done by postal mail, with each person sending their paper dossier. This incurred very high postage costs without any real added value.
Solutions
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