Consequences of Improperly Vetted Health Practitioners
A number of recruitment agencies have suffered the grave consequences of not properly vetting their health practitioners. This article aims to highlight a few adverse effects not properly screening staff and by providing a recommendation on how to avoid these repercussions.
5 consequences of not properly vetting health practitioners
The adverse effects of not properly vetting health practitioners are varied and essentially linked. Here are a few of the more prominent negative results:
A damaged reputation is almost impossible to salvage. This is of utmost importance and holds true In the medical industry where a mistake that puts people’s lives at risk won’t be quickly forgotten. This will no doubt affect the recruiter long after the matter is considered resolved.
Unvetted health practitioners come with an extremely high cost. Once word gets out that the hospital has made the mistake of not properly vetting their candidates; a lot more people may decide to use other locations to get their treatment, the hospital most likely losing business from their current clients and hinder many future dealings.
There are legal implications that come with hiring staff that hasn’t been sufficiently vetted. If done through an agency, all negligent hiring forces the recruitment agency to take full responsibility for any incident that may be caused by the health practitioner in question. Additionally, these legalities might result in a court case that could take a considerable amount of time to resolve.
Not only will the hiring of personnel who have not been properly vetted be harmful to the recruitment agency, but the risk of harming patients is greatly increased. Identity fraud, robbery, and sexual and physical assault are just a few of the consequences that patients might face when placing their lives in the hands of someone untrustworthy.
It isn’t just the patients at the medical facilities that will be at risk, but the staff too. The unsafe practices of improperly vetted staff can damage the lives, privacy and reputation of other medical professionals in their association.
Inappropriate candidates will continue to be selected for jobs unless recruitment agencies conduct vigorous vetting and the appropriate structures are put in place. There are three core principles that would make this method the safest approach:
- The ideal candidate is defined by the business objectives of the job.
- The process and rubric of assessing the candidates is deliberate and premeditated.
- The hiring decisions are based on the data and evidence available.
Hospitals must be prepared to hand over the vetting process to a trusted recruitment agency which will be responsible for screening the candidates on the behalf of the hospital. At the end of the day though, there is no alternative to or excuse for not properly vetting medical candidates without the result of dire and inescapable consequences.
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