Finding the right people for the job is 90% of the battle for Sterile Processing excellence. Sure, you need to have adequate training, smooth processes, and a common goal -- but if you have all that without great people, well, we all know what that looks like. And it's not pretty.
But where do you go to find these "greatlings"? How do you dig up these jewels of decontam productivity? These gems of prep/pack prowess? These sparkling diamonds in the sterilization rough?
To paraphrase the prophetic words of Flannery O'Connor, "A good man [or woman] is hard to find." And that couldn't be truer than in the Sterile Processing world. Recruiting high quality techs in our industry is quite the challenge, and one that many hospital recruiters just aren't equipped to handle without help from SPD leaders. Our candidate pools can easily get lumped in with transporters, patient care assistants, or environmental service workers -- but our needs are very different from those teams. So, if you want to get the best recruits on the market, you often have to take matters into your own hands.
Here are five recruiting pools that you may not realize could be holding your next Sterile Processing all-star:
1) Nursing and Surgical Tech Schools
I know what you're thinking. "If they're in nursing school, they want to be a nurse -- not an SPD tech." And you'd be half right. Most students in nursing school do end up becoming nurses one day. However, a fair number of folks who start nursing or surgical technology schools don't finish, for reasons ranging the spectrum from lack of finances to the shocking realization that they don't really enjoy the sight of blood. But regardless of whether or not they finish their original program, some of the best SPD recruits in your area can be found looking for part-time or PRN jobs while they are going through their training program. These are bright, driven folks who want to get their foot in the door at a local hospital, and they have a vested interested in doing a good job for you to gain your reference for future RN/CST positions. If you can get a 2-3 year commitment out of them, it could be worth it to you to bring them on board.