Unions in the social and health care sectors launched an action called “In search of the ghost colleague” on Monday. The words are shocking, and rather explicit: the Common Front wants to denounce the shortage of staff in many establishments. So what is it really? And how is recruitment organised, in hospitals, for example?
In the “internal medicine” department of the CHU UCL in Dinant, two full-time nurses are missing out of the 17 normally scheduled. Faced with the shortage affecting the profession, it is necessary to reorganize the work.
Since last summer, the nursing assistants have been responsible for 5 additional acts such as taking the patient’s parameters. “This allows nurses to focus mainly on nursing care. They no longer do – or almost no longer, because it still needs to be done – hygiene care, food. We really had to turn around because ‘we no longer had a nurse on the market’explains Amélie Goire, head nurse at the CHU UCL Namur, Dinant site.
So the Hospital Group is trying to attract new talent. To do this, he works on his image on social networks and in particular produces a fictional number for the show “71” presented by Jean-Michel Zecca. “The objective is to stand out from other hospitals. Hospitals are in very strong competition, we all look for candidates in the same place, so yes, it’s very competitive”develops Laura Limberopoulos, Head of the “Recruitment and Selection” Service at the CHU UCL Namur.
For several months now, the Group has even been using a practice rarely used in the hospital environment: the direct approach. Profiles are spotted on professional social networks. Purpose ? Convince them – if necessary – to change jobs. “It’s a very long-term job, you have to be able to captivate the candidate from the first contact. And it’s something that doesn’t happen overnight, it’s really by perseverance, by recontacting them even sometimes because they may not have answered our email and see if they are still interested. The report has reversed, it is us who must propose to the candidate and no longer the candidate who comes to us “underlines Camille Lenoir, recruiter of caregiver profiles at the CHU UCL Namur.
Some hospitals do not hesitate to offer hiring bonuses to nurses. A method that the CHU UCL Namur refuses. Its three hospitals and four retirement homes are currently looking for 80 to 90 “full-time equivalent”.
