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Jan

25

7 Tips for Recruiting Healthcare Professionals


Doctors and Nurses

 

In early 2019, the Association of American Medical Colleges (AAMC) confirmed that America will face a critical shortage of clinical providers by 2032. For those who were already facing historic unemployment levels for non-clinical teams, the news forced a collective sigh from healthcare recruiters around the country.

With shortages of physicians, nurses, and mid-levels looming, one thing is clear; the healthcare industry faces significant talent gaps and workplace shortages which will likely only exasperate. Reports show that healthcare providers are attending to continue hiring, with no layoffs anticipated anytime soon.

Finding the most effective candidates requires a think-outside-the-box strategy. Here are suggestions for filling roles and beating the odds that are clearly not in an exceedingly recruiter’s favor.

Finding Healthcare Talent

Healthcare providers report an overall employee turnover of about one-third to make the talent war more intense. Any turnover exacerbates an issue felt from the littlest ambulatory facility in a very rural setting to the biggest teaching hospital during a metropolitan area, within the current recruiting climate.

The techniques recruiters and hiring teams, such as the Duffy Group, should use, irrespective of the work environment, should include these six suggestions.

1. Start early with campus recruiting

There simply isn’t enough talent with the correct training to place them to figure, which is one big problem in healthcare recruiting. It is sensible to concentrate on identifying promising talent ahead of time since many healthcare roles require advanced degrees and certifications.

So as to fill their hiring funnel as a part of a long-term strategy to bring new talent into the healthcare field, the job of the recruiter at this stage is to assist nurture these prospects. Recruiters and hiring managers can function as mentors at this stage to assist students to determine their career paths. Hunt for opportunities to talk to varsity classes and ensure your organization offers internships to those bright young adults. A healthcare internship will help students harden their professional careers and help them hit the bottom running. It’s also a good opportunity for a healthcare organization to treat promising future hires in an exceedingly way that inspires and earns loyalty.

Ultimately, these efforts will help create a candidate pipeline to form sourcing easier down the road.

2. Go mobile-first and improve your assessment and hiring process

In long back-and-forths or onerous, clunky skills tests, candidates may grow disinterested, in a job seeker’s market. It’s a decent idea to streamline your process via cloud technologies with 69% of healthcare providers worried about competition for talent from other healthcare providers.

With simple and intuitive processes that emphasize a mobile-first strategy, look for the application and hiring providers. Why is that this important? on their mobile devices, 78% of millennials apply for jobs. Simply the primary step toward reaching this audience is having a responsive career portal that translates well to mobile devices. If your healthcare organization is anxious that competitors are encroaching on your talent, the solution is to make a regular, simple, and faster candidate screening process.

If those tests aren’t smoothly integrated with the remainder of the hiring process, it can withdraw the candidates you wish to use, too, while proper skills assessments are critical for ensuring that you’re only considering the best-qualified applicants. ensure you’re employing a top-end assessment tool like SkillSurvey, ideally, one that’s integrated together with your applicant tracking system, to separate unqualified candidates while not driving away qualified ones who are frustrated with the method.

 

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3. Know the most effective job boards for healthcare

As they aren’t all created equal, job boards have always been a good resource for healthcare recruiters. What will help recruiters improve their chances of finding the proper passive and active job candidates are working smarter by sourcing from healthcare-focused job boards.

4. Broaden to other professions

Especially once you consider that the competition is already scouring the sector looking for talent, it is sensible to figure with professionals in other fields that might crossover to healthcare. Stepping outside your temperature into fields where you’ll not have expertise may be a great way to freshen a stale pipeline. For instance, great targets outside traditional healthcare channels are highly trained military veterans returning to civilian life.

5. More than your peers, offer better compensation and benefits

Sometimes there’s no getting around this as it’s a job seeker’s market. They need to make their compensation packages more attractive so as to remain competitive, the bulk of healthcare hiring managers (63%) report.

If you can’t afford to pay more, consider what else you’ll be able to offer in terms of compensation or perks that may suit your brand.

6. Hire from within

Promotions are often an excellent way to find skilled talent that already knows your organization, its mission, and encompasses a proven memoir of success. This can serve to potentially fill the immediate hiring needs of a corporation while also building a positive cultural environment where employees are rewarded for his or her efforts. These, in turn, are a few things that recruiters can sell to potential new job candidates to entice them to affix the team.

7. Use a far better Applicant Tracking System (ATS)

Today’s candidates demand more control within the hiring process. That’s why tomorrow’s ATS software should have intuitive features, sort of a screening solution that enables applicants to test back on their status, complete skills assessments, complete EEO information, sign-off on background checks, offer letters, and more.