Built for selection under time pressure
Short paths from registration to appointment: self-booking and automatic coordination bring the time-to-assessment down noticeably.
Read moreHealthcare
Fill the role before the shift starts.
Nursing, medical staff, administration: flynne organises selection procedures in healthcare, fast enough for the skills shortage, clean enough for the provider.
Filling vacancies without giving up diligence
Every unfilled post puts pressure on teams and on care. At the same time providers and collective agreements demand clean, fair procedures. flynne speeds up the organisation without sacrificing care.
A slot instead of a wait.
Candidates book themselves into pre-planned windows before they accept elsewhere.
Certificates before the first shift.
Professional licence, criminal record certificate, infection protection: stages, not onboarding.
Assessors pulled from live duty.
Availability recorded as duty patterns, rest periods included.
Several hospitals, one overview.
Reportable separately and still comparable, for the question of where it is stuck.
Fair procedures, demonstrably
Standardised workflows and complete documentation: important for providers, staff representatives and your reputation as an employer.
Read moreWhat has to be in place before the first shift
flynne requests none of it and checks none of it on the merits. It records what is in and locks what depends on it.
- Professional licence
- A precondition for the work. Without it, nobody goes on the duty roster.
- Extended criminal record certificate
- Required when working with vulnerable people, with repeats at fixed intervals.
- Infection protection records
- Due before the first deployment. A missing record blocks the start automatically.
- Recognition and language proof
- For international staff these take months, with a visible status through the wait.
Who has to be in place before the shift starts
Every role brings its own rules, its own participants and a bottleneck of its own.
Registered nurses
The market sets the timetable, not the organisation: anyone waiting three days for a reply has already accepted elsewhere. At the same time the professional licence and other evidence are a condition for the first shift. Selection therefore has to be fast and still fully documented.
Medical staff
Licence to practise, specialist qualification and stage of training determine what a person may do. The selection procedure has to know and respect those boundaries, and the people involved come from live duty, so they are rarely free.
Nursing apprentices
Large numbers of applicants, fixed course starts, many sites. This is volume selection against the clock: every procedure has to be finished before the course begins, otherwise the course is under-filled and the training places are lost.
International professionals
Recognition procedures, language certificates and visas run alongside the selection and take months. The procedure has to bridge that waiting time without losing contact, and be able to show the status at any moment.
Management roles
Ward and nursing management decide about rotas, conflicts and quality. What counts is leadership behaviour under pressure, which does not show in a conversation. Procedures like these need observation, and assessors who are not the person’s own superiors.
What your procedures have to stand up to
Pflegeberufegesetz
Training and professional licensing are regulated nationwide. Which work someone may take on depends on the professional licence, and that is settled before the selection, not after it.
Ratio of qualified staff
In long-term care, state law prescribes a proportion of fully qualified staff. Selection therefore steers not only quality but the operating licence. flynne shows per site which roles are open and what that means for the ratio.
Quality assurance under SGB V
Institutions have to run a quality management system and evidence the qualification of their staff. A selection procedure that exists only in calendars and mailboxes is no evidence for that. flynne documents it and makes it reportable.
DIN 33430 and the EU AI Act
In healthcare nobody demands the standard. Anyone applying it anyway has, in the event of a dispute, the difference between an impression and a demonstrable statement, and where a hundred people apply for a training place, that counts. The EU AI Act classifies AI in personnel selection as high-risk and attaches obligations to it; it does not prohibit it. That the assessment of a person is always made by a professional in flynne is our own product decision.
Common questions from this sector
Our assessors come from live duty. How does that fit together?
Availability can be recorded as duty patterns rather than as individual dates. Scheduling only suggests staffing that fits the rota, and it observes rest periods. If someone drops out, the system sees it while planning and not on the morning of the procedure.
Can we carry evidence such as criminal record certificates and licences along?
Yes, as stages of their own with a status and an expiry date. flynne does not request them and does not check their content, but it records what exists and only allows dependent steps once it is done.
We select for several hospitals at once. Does that stay separate?
Yes. Sites can be reported separately, and procedures and requirements can be configured per hospital. Reporting across all of them stays possible, for the question of where things are stuck.
How quickly can a procedure take place?
That depends on your assessors, not on the software. flynne shortens the time lost to coordination between application and appointment: candidates book themselves into pre-planned windows, reminders run automatically, and drop-outs become visible while planning.
Ready for assessment days that simply run?
Tell us briefly how you run assessments today and we will show you in 30 minutes how flynne helps.
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