{"id":148,"date":"2026-09-17T10:27:24","date_gmt":"2026-09-17T10:27:24","guid":{"rendered":"https:\/\/stafftonhealth.com\/blog\/?p=148"},"modified":"2026-09-17T10:27:24","modified_gmt":"2026-09-17T10:27:24","slug":"hospital-recruitment-process","status":"publish","type":"post","link":"https:\/\/stafftonhealth.com\/blog\/hospital-recruitment-process\/","title":{"rendered":"Hospital Recruitment Process: The 9 Stages from Vacancy to Joining Date"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Hospitals across the world could face a shortage of <\/span><a href=\"https:\/\/www.who.int\/teams\/health-workforce\/3\" target=\"_blank\" rel=\"noopener\"><b>10 million health workers<\/b><\/a><span style=\"font-weight: 400;\"> by the year 2030, according to the World Health Organisation.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This warning makes one thing clear: a slow or disorganized hospital recruitment process no longer stays a back-office problem. It becomes a patient care problem, a staff burnout problem, and a hospital reputation problem.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Every open position in a hospital, from a <\/span><b>staff nurse<\/b><span style=\"font-weight: 400;\"> role to a senior radiologist post, moves through a fixed set of stages before a new hire signs the offer letter and walks through the door.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When hospital HR teams understand these stages in detail, hiring moves faster, fewer good candidates drop out midway, and the recruitment process in hospital departments stops feeling like guesswork.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This guide walks through the complete hospital recruitment process, stage by stage, along with the newest trends shaping medical recruitment steps in 2026.<\/span><\/p>\n<h2><b>Why the Hospital Recruitment Process Matters More in 2026<\/b><\/h2>\n<p><b>Nursing shortages<\/b><span style=\"font-weight: 400;\">, faster patient volumes, and stricter compliance rules put pressure on every hospital HR process today. A hospital that treats hiring like a checklist loses good candidates to hospitals that treat it like a strategy.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Nurses and allied health roles now get multiple offers within days, not weeks.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hospitals that take longer than 30 days to hire lose top candidates to competitors<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Compliance and credential checks add extra steps most industries do not deal with<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Patient safety depends directly on how well each clinical hiring stage runs.<\/span><\/li>\n<\/ul>\n<h2><b>The 9 Stages of Hospital Recruitment Process Explained<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Every hospital recruitment process follows a similar pattern, even when hospital size or specialty changes. <\/span><span style=\"font-weight: 400;\">Here is each stage broken down in detail, from vacancy to joining date.<\/span><\/p>\n<h3><b>1. Identifying and Approving the Vacancy<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The hospital recruitment process starts when a department head reports a staffing gap, whether from resignation, retirement, new bed capacity, or a new service line.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">HR and finance teams review budget approval, headcount limits, and urgency before opening the role. This first clinical hiring stage sets the tone for everything that follows.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Department raises a <a href=\"https:\/\/stafftonhealth.com\/blog\/permanent-vs-temporary-healthcare-staffing\/\"><strong>healthcare staffing<\/strong><\/a> request with reason and urgency level<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">HR confirms budget and headcount approval with hospital administration<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Role gets classified by department, shift pattern, and employment type<\/span><\/li>\n<\/ul>\n<h3><b>2. Job Analysis and Role Requirement Mapping<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Once approved, HR works with the department head to map out the exact skills, certifications, and experience level the role demands.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This step matters more in hospitals than in most industries, since a mismatch between job requirements and candidate skills directly affects patient outcomes and regulatory standing.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">List required licenses, certifications, and years of experience<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Define shift timing, on-call duties, and reporting structure<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Set salary band based on market rate and internal parity<\/span><\/li>\n<\/ul>\n<h3><b>3. Sourcing and Advertising the Vacancy<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Hospitals now post openings across job boards, healthcare-specific platforms, college placement cells, and employee referral programs, instead of relying on a single channel.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A strong sourcing strategy for the <\/span><a href=\"https:\/\/stafftonhealth.com\/blog\/healthcare-hiring-strategies\/\"><b>medical recruitment process<\/b><\/a><span style=\"font-weight: 400;\"> pulls from passive candidates too, since many skilled nurses and doctors are not actively job hunting when the right offer appears.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Post on healthcare-focused job boards and general job portals together<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use employee referral programs, since hospital staff know qualified peers<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Partner with nursing colleges and medical institutes for fresh talent<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Run targeted social media hiring campaigns for hard-to-fill roles<\/span><\/li>\n<\/ul>\n<h3><b>4. Screening and Shortlisting Applications<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Recruiters filter incoming applications against the job requirements set earlier, checking education, license validity, and relevant experience. Many hospitals now use applicant tracking systems with automated resume screening to cut this stage from days down to hours, freeing recruiters to focus on stronger candidates.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Filter by mandatory license, certification, and minimum experience<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Shortlist candidates based on skill match, not just keyword match<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Flag incomplete applications early, instead of late in the process<\/span><\/li>\n<\/ul>\n<h3><b>5. Credential Verification and Compliance Checks<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">This stage sets hospital hiring apart from almost every other industry.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Every candidate&#8217;s medical license, degree, registration number, and prior work history gets verified through official bodies before an interview even happens. Skipping or rushing this step creates legal risk and patient safety risk down the line.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Verify medical council registration and license validity<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Confirm degree and certification authenticity with issuing institutions<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Check for disciplinary history or license suspensions<\/span><\/li>\n<\/ul>\n<h3><b>6. Interviews and Clinical Skills Assessment<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Shortlisted candidates go through structured interviews with department heads, HR, and sometimes a clinical panel for specialist roles. Many hospitals now add practical skills assessments or simulation-based tests, since a resume alone rarely shows how a candidate handles real patient scenarios under pressure.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Conduct department-level technical interviews and HR rounds<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Add practical or simulation-based skills tests for clinical roles<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Involve senior doctors or nursing heads for specialist positions<\/span><\/li>\n<\/ul>\n<h3><b>7. Reference and Background Checks<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Before an offer goes out, HR contacts previous employers, verifies employment dates, and confirms conduct history. For clinical roles, this often includes checking malpractice records and disciplinary action history, which protects both patients and the hospital&#8217;s reputation over the long run.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Contact former employers to confirm role, tenure, and conduct<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Check for malpractice claims or disciplinary records where applicable<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Run standard police verification and address confirmation<\/span><\/li>\n<\/ul>\n<h3><b>8. Offer Negotiation and Management Approval<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">HR extends a formal offer covering salary, benefits, shift structure, and joining date, then negotiates within approved limits when a candidate pushes back.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Senior management signs off on final terms for higher-level or high-cost roles, since these hires affect long-term department budgets.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Present offer letter with salary, benefits, and reporting details<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Negotiate within pre-approved salary bands and perks<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Get final sign-off from department head and finance for senior roles<\/span><\/li>\n<\/ul>\n<h3><b>9. Onboarding and Joining Date Confirmation<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The final clinical hiring stage covers document collection, hospital ID and system access setup, mandatory training, and department orientation.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A structured onboarding plan in the first 30 days lowers early attrition and helps new hires feel confident treating patients sooner, instead of learning hospital systems on the job.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Collect original documents and complete statutory paperwork<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Set up hospital ID, system logins, and department access<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Schedule mandatory compliance and safety training before ward duty<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Assign a mentor or buddy for the first few weeks<\/span><\/li>\n<\/ul>\n<h2><b>New Trends Shaping the Hospital Hiring Workflow in 2026<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Hospital HR teams no longer rely only on manual resume screening and paper files. Fresh technology and <\/span><a href=\"https:\/\/stafftonhealth.com\/blog\/healthcare-hiring-trends\/\"><b>healthcare hiring trend<\/b><\/a><span style=\"font-weight: 400;\"> approaches are reshaping how hospitals fill open positions faster and with better matches.<\/span><\/p>\n<h3><b>1. AI-Powered Screening and Credential Verification<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Applicant tracking systems now flag license mismatches, missing certifications, and resume gaps within minutes rather than days.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Many hospitals pair this with automated background verification tools, cutting the credential verification stage from weeks down to days, without cutting corners on compliance.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Automated resume parsing matches skills against job requirements instantly<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Digital license verification tools cross-check registration numbers in real time<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Chatbots handle first-round candidate queries and interview scheduling<\/span><\/li>\n<\/ul>\n<h3><b>2. Skills-Based Hiring Over Degree-Only Filtering<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">More hospitals now test practical clinical skills through simulation labs or supervised trial shifts, instead of relying purely on degree and years of experience. This shift helps hospitals find strong performers who might get filtered out by rigid resume screening rules.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Simulation-based assessments for nursing and technician roles<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Trial shifts before final offer for critical care positions<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Skill certifications weighted equally alongside formal degrees<\/span><\/li>\n<\/ul>\n<h3><b>3. Mobile-First and Faster Application Journeys<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Candidates now expect to apply from a phone in a few minutes, not fill out long forms on a desktop. Hospitals with mobile-friendly, short application forms report noticeably higher completion rates, since healthcare workers often browse jobs between shifts, on breaks, or late at night.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">One-click apply options through job portals and WhatsApp<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Shorter application forms with fewer mandatory fields upfront<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">SMS and WhatsApp updates through every recruitment process in the hospital stage<\/span><\/li>\n<\/ul>\n<h2><b>Common Challenges in Hospital HR Process and Practical Fixes<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Even well-run hospitals hit repeat problems during hiring. Recognizing these challenges early helps HR teams fix them before they slow down the entire hospital recruitment process.<\/span><\/p>\n<h3><b>1. Long Credential Verification Delays<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Manual verification with medical councils and universities can stretch past two or three weeks, delaying joining dates and frustrating candidates who have other offers. Digital verification partners and pre-built checklists cut this timeline down noticeably, keeping strong candidates from walking away mid-process.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use digital verification services instead of manual letter requests<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Build a standard checklist so nothing gets missed or repeated<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Start verification alongside interviews, not after an offer goes out<\/span><\/li>\n<\/ul>\n<h3><b>2. High Early Attrition Among New Hires<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Many hospitals lose new hires within the first three months, often because onboarding felt rushed or unclear. A structured 30-60-90 day plan, paired with a mentor system, gives new clinical staff a clearer path and reduces early exits.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Assign mentors for the first 90 days of employment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Set clear performance and training milestones early on<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Gather feedback during 30-60-90 day check-ins to catch issues early<\/span><\/li>\n<\/ul>\n<h3><b>3. Competition for Skilled Talent in Tier-1 and Tier-2 Cities<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Metro hospitals compete with <\/span><a href=\"https:\/\/stafftonhealth.com\/blog\/digital-health-startups-vs-hospital-jobs\/\"><b>digital health startups<\/b><\/a><span style=\"font-weight: 400;\"> and better-funded chains for the same pool of nurses and doctors, while Tier-2 cities face a smaller talent pool overall. Building a strong employer brand and offering growth paths helps hospitals stand out beyond salary alone.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Highlight training programs, career growth, and work culture in job posts<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Build partnerships with nursing and medical colleges for steady pipelines<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Offer relocation support for hard-to-fill roles in smaller cities<\/span><\/li>\n<\/ul>\n<h2><b>Conclusion<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A well-run hospital recruitment process protects patient care, keeps hospital HR teams from burning out, and keeps good candidates from walking away mid-hire.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">From the first approved vacancy through onboarding and the final joining date, each of the nine stages covered here plays a part in building a stronger, more reliable hospital HR process.<\/span><\/p>\n<p><a href=\"https:\/\/stafftonhealth.com\/\"><b>Staffton Health<\/b><\/a> <span style=\"font-weight: 400;\">helps hospitals move through this recruitment process in hospital settings faster, with pre-verified candidate profiles, license and credential checks already completed, and a talent pool built specifically for healthcare roles.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Instead of starting sourcing and verification from zero, hospitals working with Staffton skip straight to interviews with candidates who already meet the compliance bar, shortening the hospital hiring workflow from weeks down to days.<\/span><\/p>\n<h2><b>Frequently Asked Questions<\/b><\/h2>\n<h3><b>1. How long does a hospital recruitment process usually take?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A standard hospital recruitment process takes between 3 and 6 weeks from vacancy approval to joining date, depending on role seniority and license verification time. Specialist roles, like senior surgeons or radiologists, often take longer because of added credential checks and interview rounds.<\/span><\/p>\n<h3><b>2. What is the first stage of the hospital recruitment process?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The first stage is vacancy identification and budget approval, where a department reports a staffing gap and hospital administration signs off on hiring before any job posting goes live.<\/span><\/p>\n<h3><b>3. Why does credential verification take so long in hospital hiring?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Credential verification involves confirming license numbers, degree authenticity, and disciplinary history through official medical councils and universities, which often reply slowly to manual requests. Digital verification tools now cut this timeline down considerably.<\/span><\/p>\n<h3><b>4. How can hospitals reduce hiring delays in the recruitment process?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Hospitals can shorten delays by starting credential verification alongside interviews rather than after an offer, using digital verification tools, and building a ready pipeline through referral programs and college partnerships.<\/span><\/p>\n<h3><b>5. Does Staffton help with credential verification during hospital hiring?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Yes. Staffton pre-verifies candidate licenses, degrees, and work history before presenting profiles to hospitals, cutting several weeks out of the standard hospital recruitment process.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Hospitals across the world could face a shortage of 10 million health workers by the year 2030, according to the World Health Organisation.\u00a0 This warning makes one thing clear: a slow or disorganized hospital recruitment process no longer stays a back-office problem. It becomes a patient care problem, a staff burnout problem, and a hospital [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":149,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-148","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-strategy"],"_links":{"self":[{"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/posts\/148","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/comments?post=148"}],"version-history":[{"count":1,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/posts\/148\/revisions"}],"predecessor-version":[{"id":150,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/posts\/148\/revisions\/150"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/media\/149"}],"wp:attachment":[{"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/media?parent=148"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/categories?post=148"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/tags?post=148"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}