There isn’t a healthcare organization out there not actively searching for talented professionals to join the ranks. The need in some regions is dire, too. But if you feel you’re missing out on applicants or are struggling to gain traction with your job postings, it could be time to revisit your job postings entirely. Today’s professionals are looking for a few key details before applying. The old way of posting and attracting the best may not cut it in today’s market. What you can do is ensure your open position descriptions include these elements to attract the best-fit candidates to your roles. Knowing what those top-talent applicants are looking for will help you develop a long-term job posting strategy for results, as well.
1. Keep the Postings Brief
Don’t make a habit of copying and pasting long, drawn-out job descriptions from an employee handbook to the job posting. These healthcare professionals likely have a good idea of what the responsibilities of the job will include. Use this section instead to offer any unique responsibilities, tasks, or expectations that fall outside the traditional description. Sure, you can outline some of the general expectations of the role, but again, don’t overdo it with lengthy, unnecessary text that a potential applicant will already expect. Keep the title of the position specific and clear, as well.
2. Sell the Opportunity for Growth
A nurse can expect duties to be similar across different organizations. So, the job posting for your opening should be clear about opportunities for growth and betterment with your organization. The top-notch talent you’re looking for will be less interested in a lateral move and will look for what advantages you have to offer. Your key differentiators will attract those looking for something different from a new role.
3. Company Culture Matters
In today’s health-focused environment, people are even more mindful about working in healthy arenas and for companies that prioritize wellbeing. Be sure your job posting includes a healthy segment describing your company mission, culture, and functional attributes, as they contribute to the overall wellbeing of the team. Anytime you have an opportunity to mention wellness benefits that stand out from traditional extras, do so. It’s those company culture details that will attract the best.
4. Describe Benefits and Perks
Be honest and precise about what benefits and perks are available for the opening. If a candidate has to search for what your organization offers, he or she may search elsewhere. Outline insurance, vacation, and retirement benefits, along with any vehicle or device provisions and front-row parking, too. And this is a great spot to talk about why others within your organization love working there. It demonstrates a welcoming environment of support staff, colleagues, and team members, appealing to new hires.
5. Be Specific About Desired Skills
If your open position requires a minimum level of experience or certification, be transparent about those expectations. Not itemizing the “deal-breakers” will mean both you and the applicants will be wasting time, presenting unnecessary burdens on your hiring team and HR staff. Once those must-have skills are listed, your job posting can flow into other skills or experiences that would be nice to have in a candidate.
6. Revising Your Content Flow in a Job Listing
Remember when crafting your job description to leverage the best practices for grammar, content, and engagement. Use strong keywords that might jump out at potential applicants. Keep the flow of grammar normal and not overly technical. You can delve into more technical aspects further in the application process. And it’s best to keep things brief and conversational, highlighting the unique details that only your organization plans to offer. The best results come from those job postings within 300 and 700 words in length.
7. Call to Action Steps
Applicants complain all the time about the unnecessary steps, duplicate actions, and unclear instructions for applying. For the best results, ensure your job posting has a precise series of call to action steps. If you want candidates to upload a resume or CV, be particular about the format you need. If there are additional application steps, make those flow naturally in the process with clear instructions about what information you’re hoping to collect. Include and requirements for documents or certificates, as well. And always provide a contact, should a great candidate have questions about the process.
It’s an applicant’s market right now and the competition to land the best healthcare professionals is steep. One way to stand apart from the sea of job postings out there is to amend your listings in line with these strategic tips in mind.
And if you find you still have hard to fill positions within the healthcare industry, let InSync Healthcare Recruiters assist with your efforts. We have access to countless active and passive candidates, ready for a change. And they may be just the new additions your organization needs right now.