The public health workforce is a vital part of the public health system ("Recruitment and Retention", 2017). Protection of the public’s health depends on maintaining a sufficient number of workers capable of delivering essential public health services ("Recruitment and Retention", 2017). The recruitment of qualified and capable individuals into the field of public health and the retention of these individuals within the public health workforce are two important elements public health organizations must address to fulfill their responsibilities to the public ("Recruitment and Retention", 2017). Time and resources for pursuing recruitment and retention efforts may be limited ("Recruitment and Retention", 2017). In order to maximize the potential
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These are the self-selected prospects that contact the school directly. In this case, the institution need only move on to the next steps in recruitment ("Recruiting the Future Public Health Workforce", 2017). The quality of the informational materials provided by the institutions, in addition to the type and rate of responses, are the factors, which help prospects decide whether they will apply to a program ("Recruiting the Future Public Health Workforce", 2017). Although several steps to increase yield of accepted applicants should be built into the recruitment plan, the goal here was to examine the prospect communication materials and strategies used to encourage prospects to become applicants ("Recruiting the Future Public Health Workforce", …show more content…
It is important to emphasize response times, first impressions, and institutional branding. These themes are consistent with traditional marketing theory ("Recruiting the Future Public Health Workforce", 2017). Second, Schools of Public Health should capitalize on the prospects they already have. It takes significant resources to collect names, but not much to communicate with them after that point ("Recruiting the Future Public Health Workforce", 2017). The use of technology makes the task much easier. With the shift to websites as major sources of information, numerous articles have been published on best practices to create useful, user-friendly sites ("Recruiting the Future Public Health Workforce",
These are the self-selected prospects that contact the school directly. In this case, the institution need only move on to the next steps in recruitment ("Recruiting the Future Public Health Workforce", 2017). The quality of the informational materials provided by the institutions, in addition to the type and rate of responses, are the factors, which help prospects decide whether they will apply to a program ("Recruiting the Future Public Health Workforce", 2017). Although several steps to increase yield of accepted applicants should be built into the recruitment plan, the goal here was to examine the prospect communication materials and strategies used to encourage prospects to become applicants ("Recruiting the Future Public Health Workforce", …show more content…
It is important to emphasize response times, first impressions, and institutional branding. These themes are consistent with traditional marketing theory ("Recruiting the Future Public Health Workforce", 2017). Second, Schools of Public Health should capitalize on the prospects they already have. It takes significant resources to collect names, but not much to communicate with them after that point ("Recruiting the Future Public Health Workforce", 2017). The use of technology makes the task much easier. With the shift to websites as major sources of information, numerous articles have been published on best practices to create useful, user-friendly sites ("Recruiting the Future Public Health Workforce",