1) If You Want to Reach Passive Candidates, You Have to Invest in Social
Many healthcare candidates are currently working, and many—especially nurses—work long shifts and sometimes odd hours, leaving little time to dedicate to a typical job search. Employers can get a step ahead of their competition by meeting candidates where they are already spending time—online and on social networks.
But be strategic in your outreach: Find and engage in LinkedIn groups and Facebook groups that serve nursing and healthcare communities. On these platforms, as well as on Twitter, insert yourself in the right conversations by using hashtags that identify a relevant professional community like #CRNA, which is used by certified registered nurse anesthetists and employers.
You can also invest in sponsored ads on social platforms so you can target the audience you want to reach by profession, location, and more.
2) Leverage Your Existing Employee Network to Discover Talent
One of the best ways to reach the right candidates is by connecting with your existing workforce to discover like-minded peers and candidates from second- and third-degree connections. This is a great way to identify and source talent, but if you want to have candidates come to you, you have to start investing in content and employer branding, creating relatable, share-worthy content that brings engaged healthcare candidates to your door.
Take this strategy a step further by activating your employees as brand ambassadors to engage and share your content with their peers; or even better, fold that ambassador program into an existing referral program, and watch candidates come in.
3) Lead with Your Best Brand, and Protect the Brand You’ve Built
In a market where candidates can have their pick of employers, you must either be the employer of choice or risk settling for less candidate flow or, perhaps worse, less-qualified candidates. To convince top healthcare candidates to apply and current employees to stay, you must lead with brand.
In a tight market, candidates expect a competitive salary but a healthy culture, growth opportunities, and unique benefits like outplacement services for employees and their families can often persuade a candidate to make the jump toward a better opportunity.
But are you promoting those benefits clearly online and on social? Are you celebrating your current workforce? Are you monitoring your Glassdoor score? Building employer brand reputation takes time and investment, but those who can leave a memorable, positive impression with candidates more often will win in this market.
By keeping these three tips in mind, you’ll secure the top healthcare talent you need in no time!
4) Challenges in Healthcare Recruiting
The healthcare industry faces widespread talent gaps and shortages that are expected to grow worse over the coming years. A study conducted by the Association of american Medical Colleges’ Center for work force Studies unconcealed there’ll be 45,000 too few medical care physicians—and a shortage of 46,000 surgeons and medical specialists—in the next decade.
The healthcare turnover rate exceeds 19 percent, further exacerbating the talent shortage and skills gap issues prevalent in healthcare, and making it more difficult for healthcare recruitment agency organizations to hold onto their top talent. So, however can organizations overcome these challenges in aid recruiting to search out the talent they need? Below, we tend to list six ways to optimize health care recruiting practices within the face of those challenges.
5) Technology and Healthcare Recruiting
The rise of talent acquisition technology means that attention organizations have new and powerful tools for healthcare recruiting. Advances in technology not only make recruiting easier, but technology can also help make healthcare recruiting more cost-effective by improving costly time-to-fill metrics, reducing agency spend and streamlining the hiring process.
In addition to improved metrics and efficiency, technology can help healthcare organizations meet candidates where they are—on their mobile devices. More and more, candidates are using their mobile devices in the job hunt. In fact, 89 percent of candidates think that their mobile devices play a critical role in the job hunting process. Talent acquisition technology will facilitate healthcare organizations supply a more mobile-friendly job search and application process to make the most this trend.
6) Improve Employer Branding
Whether candidates are recent graduates or seasoned professionals, the modern job hunter is likely to research prospective employers before applying to or accepting job offers. To increase the number of candidates accepting offer letters, healthcare organizations need to make sure their employment brand is positive. One of the best ways of doing this is by highlighting company culture and benefits.
Healthcare providers can also attend in-person employer branding activities, like maintaining a presence at local health fairs and sending talent teams to job seeker events at local medical and nursing schools.
7) Improve Benefits
The healthcare industry has become more competitive when it comes to attracting the best and most qualified candidates to fill positions. To get an edge over competitors, healthcare organizations need to become more innovate when it comes to compensation, benefits and flexible work environments.
Healthcare organizations need to look for ways to implement policies around flextime and telecommuting where it makes sense and talk to potential candidates about the benefits that matter most to them. Some candidates will prefer traditional benefits packages, but others might prioritize opportunities in learning and development, mentoring and career growth.
According to pol Davis, senior director of doctor enlisting at LifePoint Hospitals, debt relief is that the high priority for nearly all new physicians, and hospitals should explore new kinds of financial incentives beyond just salary. For example, LifePoint offers some doctors monthly stipends if they accept a job offer while they’re still in training—building employee loyalty months before these new hires are even on the job.
Alex Jone Works in a HR and Recruitment at Alliance Recruitment Agency– an IT Recruitment Agency. He specializes in helping with international recruiting, staffing, HR services and Careers advice service for overseas and international businesses.