Identification of the positions that EHHA's healthcare provider partners are seeking to fill and subsequent development of job descriptions marketing the opportunity.

This phase of the recruitment process will rely on the industry experience of EHHA's leadership. Once prospective candidates are identified, EHHA will reach out to them to conduct interviews to verify that the candidate is still interested in the position and provide details on the next step in the recruitment process.

If the applicant is a good fit for the job, EHHA will then deliver an offer letter inclusive of start date, compensation, working hours, and performance expectations. Should the applicant elect to accept the offer then EHHA will communicate next steps in the onboarding process around ethics, patient rights, healthcare provider clients, and medical and non-medical training.

Determination of marketing channels to advertise the position - e.g. websites, social media platforms, job fairs, industry associations, direct mail, email, mobile, and more.

EHHA will then set up a time to interview the job candidate either in-person or remotely. The interview format will be decided based on considerations such as the number of applicants for the position, healthcare providers’ size, and overall competitiveness of the role. Importantly, those deemed as high potential candidates will need to be vetted in order to verify academic credentials and that they do not have a criminal background. Specifically, EHHA will conduct Criminal Offender Record Information check (CORI) and the Criminal History Systems Board pursuant to Chapter 6, §173C.

If the applicant is a good fit for the job, EHHA will then deliver an offer letter inclusive of start date, compensation, working hours, and performance expectations. Should the applicant elect to accept the offer then EHHA will communicate next steps in the onboarding process around ethics, patient rights, healthcare provider clients, and medical and non-medical training.