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7 Details to Include in Your Organization’s Job Posting for Best Results

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.

10 Year Business Anniversary

InSync Healthcare Recruiters opened as a small recruitment firm in 2011, focusing on helping small to medium-sized private practice groups. It was this group of healthcare organizations that needed a better way to find top talent. These small and medium-sized offices weren’t going to hire lofty-priced recruitment firms. What they needed most was a recruiting partner that could understand their unique operating dynamics and be able to find and attract the best candidates for each healthcare role. They needed recruiters who could operate as an extension of their own HR departments. InSync Healthcare Recruiters became just that and continues to be a valuable partner today.

InSync Healthcare Recruiters owner and founder, Vicky Rinehart, recognized the recruiting challenges of these small and medium-sized private practice groups. She also had plenty of private practice group experience, including riding a wave of corporate buy-outs. She applied her experience and private practice recruiting lessons learned into developing new solutions, customized for the small and medium-sized market. This is her story of success.

I started working in recruiting for a small physicians group in Phoenix that provided primary care services to geriatric patients in skilled nursing facilities. The group slowly started growing from a handful of doctors to 20. Then the specialty of a “hospitalist” started to develop and our group was at the forefront of the hospitalist movement. We grew from 20 physicians to over 120 in a short period of time.

It wasn’t long before private equity groups took notice, and my once small private group eventually sold. As an almost immediate response to the buy-out, I watched many friends, and colleagues leave the company. And the entire culture changed. This wouldn’t be the first private practice acquisition I would experience, either.

It was after working through the second change in ownership that I decided it was time for me to do something different. With the support of my family and with my many years of recruiting expertise, I ventured out to share my knowledge with other small private practice groups in a more meaningful way. InSync Healthcare Recruiters was born and continues to be my passion today.

For many years, I directed the company operations myself, including all of the recruiting efforts. I developed the InSync mission, and the primary objective would be to offer personalized, exceptional candidate service and to become the partner of choice for small to medium-sized healthcare organizations. As we grew, I brought in the best of the best recruiters for the InSync team, prioritizing the personalized experience for our clients. Our company growth would depend on the success of our clients. Today, we have a winning team of professional recruiters who understand that goal.

Throughout our success as a company, we’ve certainly had a lot of fun. There has also been a great deal of hard work, planning, and execution strategies. When I first set out on this business venture, I had no idea how many wonderful people I would meet and collaborate with, nor did I anticipate just how instrumental InSync would be to so many private practice group clients. And while we may have countless recruiting partnership success stories under our belt, there is still more work to be done. Today’s healthcare recruiting market continues to shift, and private practice groups need the right partner now more than ever.

As we navigate these new hiring environments together, I want to personally thank our dedicated team of recruiters and staff who continue to be instrumental in our company’s success. Appreciation is also due to our current roster of loyal clients and candidates. Let’s tackle whatever comes next, and know we’ll be the valued partner to see you through any new challenges. At InSync Healthcare Recruiters, as we celebrate our past ten years of service, we look forward to another amazing ten years to come!

Ready for a Change? 6 Tips to Begin Your Healthcare Job Search

As a healthcare professional, you likely began your career with the intentions of helping others, expanding your knowledge, and growing with an organization. But when you find yourself on a path that no longer checks those boxes, you realize it’s time for a change. If you’re considering a career shift, here are a few tips to help you begin your healthcare job search.

1. Tidying Up Your Resume

There are countless nuggets of advice out there about how to structure and what to include on your resume. It can be confusing to decipher which suggestions make the most sense for your healthcare-based CV. What you can do, however, is look for unique ways to enhance your resume in a way that allows your name to stand out from the rest. Be concise about your previous work experience and healthcare credentials. But also consider customizing explanations, introductions, and cover letters to each organization you connect with when applying. Keep things brief but select those adjectives that best describe your work ethic and areas of expertise. Be open about what you’re looking for in an employer as well, including company culture, diversity, and science-leading technology efforts.

2. Do Your Research within Your Niche

You’ll dust off your CV and make the necessary updates, of course. But before you send it anywhere, it’s best to do a little homework first. It’s a job seeker’s market right now, and you might be surprised to see how many openings are available right now. Research your market and explore what particular job postings fit your niche. You’ll want to be familiar with what others are offering in terms of pay and benefits. These up-to-date details will come in handy when it comes time to interview and negotiate later. It will also be important to know your worth before you begin your process.

3. Leverage Your Referral Network

Before blindly submitting your resume, consider reaching out to your network of colleagues and industry connections. You might not be able to talk with anyone you currently work with, but you probably have a network of industry acquaintances who might be a great referral resource for you. Confide in those you trust about your plans to explore new healthcare career opportunities and ask them for intel. Your referral network might be able to connect you with healthcare jobs you wouldn’t otherwise find online. And you can ask for letters of recommendation from those within your network who are in a position of authority, as well.

4. Organization and Preparation for the Healthcare Job Search

If it’s been a while since you last applied, interviewed, and negotiated a new job, you’ll want to make sure you’re organized and prepared. Create goals for yourself and list what you absolutely must have in a new role. Use these goals as a benchmark for your job search, and don’t entertain any inquiries or offers that don’t meet those objectives. You don’t want to trade one dissatisfying job for another. Consider keeping a calendar, too. You can track which healthcare organizations you’ve applied to and manage your follow-up timelines accordingly. It’s easy to lose track of hiring manager names and timelines when you’re sending your CV in response to several different job openings.

5. Where to Find Healthcare Jobs Today

You can begin your healthcare job search online, browsing some of the more general job boards. Indeed, CareerBuilder, and Zip Recruiter tend to be popular places to start for advanced practitioners. Physicians should search physician job boards like physemp.com or physicianjobboard.com, working with your residency coordinator is also a good place to start. Some candidates find success on LinkedIn and within local social media healthcare groups. In today’s market, it won’t hurt to reach out to those hospitals, private practices, or healthcare organizations you’re interested in most, either. Even if there aren’t specific job postings for the healthcare profession you want, most hiring managers are considering any resumes that come across their desks. Research the websites and identify key decision makers. Even if you don’t receive an immediate interview, you’ll have your foot in the door.

6. Let InSync Healthcare Recruiters Do the Heavy Lifting

Job searching, following up, and scheduling interviews can be tedious. Consider working with a professional recruiting firm like InSync Healthcare Recruiters. Having a recruiter partner for your career journey means having someone in your corner, providing access to nationwide job openings, and facilitating interview scheduling on your behalf. Our team specializes in recruiting exclusively for the healthcare industry and has a deep understanding of the various roles and nuances that accompany those positions. Work collaboratively with our experts to find only those openings that meet your long-term goals, skill sets, and healthcare niches. And the best part is there are never any fees or costs to you as a potential candidate.

When you’re ready to begin your healthcare job search, consider these tips before you start. Connect with an InSync Healthcare Recruiters professional today and explore additional options, as well. Changing your career trajectory is a big step, and you’ll benefit from having the expertise of InSync as a partner.

Tired of No-Show Candidates? 6 Tips to Combat Applicant Ghosting

It’s not a secret. Today’s hiring marketing is challenging. Healthcare organization managers> are desperate to find and hire top talent for critical roles. And nothing can be more frustrating than time-wasting candidate no-shows. Applicant ghosting is a real phenomenon, and hiring managers are tired of it. Today, we’ll address these missed interview appointments and first-day no-shows and offer a few tips to help you combat these frustrating situations.

1. Applicant Ghosting Is on the Rise

The numbers are coming in, and CNBC reported that more than one-third of GEN-Z candidates and more than one-quarter of millennials accepted new job offers, only to bail by not showing up ever again. Applicant ghosting doesn’t just happen among younger professionals, either. Veteran-level candidates are backing out without notice, too. And no-shows happen at various levels of the hiring process, including during the interview stages.

Forbes reported data collected by Indeed that found 28% of all job candidates ghosted hiring managers over the last year, an 18% increase from ghosting trends in 2019. But not all candidates will admit to such behavior, which is why the employer side of the coin demonstrates even more startling analytics. Over the past year, employers shared they have experienced ghosting at a rate of 57%.

You might assume there is a way to avoid reaching out to these “bad seeds” altogether. But in reality, there is no real consequence for individuals who ghost. So, it’s happening more often these days, and even candidates who normally wouldn’t engage in this unprofessional practice are doing it.

2. Why Jobseekers Are Ghosting

In order to combat the occurrence of applicant ghosting, it’s essential first to understand why it happens. Some suggest it’s the supply and demand tilt of today’s pandemic-affected working environment. Jobseekers aren’t feeling the desperation because there are robust job opportunities available right now. And when they feel they’re holding all the cards, along with the ease of anonymity of virtual hiring processes, it’s almost easier to just walk away from an interview or job offer. But as a hiring manager for your healthcare organization, how can you avoid wasting time with these candidates? And how can you combat this type of response?

3. Develop an Attractive Candidate Experience

You’re dedicated to offering employee benefits, company perks, and competitive salaries to take care of your existing teams of professionals. But now, you should also consider creating a hiring process with unique and attractive application experiences too. Candidates will be less apt to ghost you if they feel you’ve catered an application and interview process just for them. Avoid generic email responses or template timelines. Get creative with how you communicate with these candidates and consider engaging authentically in unique ways.

4. Transparency at Every Step

Applicant ghosting happens sometimes because individuals don’t understand the timeline. If an applicant doesn’t hear from you after a week, he or she might already be moving on to pursue other opportunities. To combat this, you can set the timeline expectations with transparency upfront. Consider improving your communication process within your hiring process in a way that makes your next-step agenda very clear. Tell candidates it may take one week to get through the first round of vetting. Be honest about other company professionals who may need to weigh in on the hiring decision. And paint the picture of what a perfect hire can expect from the entry point in the application process through to extending the job offer.

5. The Two-Way Interview

Candidates bail on potential job opportunities if they feel they’re just a number in a one-sided process. When interviewing professionals, remember to give them the floor, too. Of course, you’ll have your roster of applicant questions to ask. But it’s important to allow candidates to ask their questions of you, as well. Let them interview you and your healthcare organization. Look at this dialogue as an opportunity for you to find out more about their career objectives. You can then speak precisely to how your role can best complement their individual needs.

6. Competitive Offers & Flexibility

When hiring managers identify great candidates, they sometimes lose ground by extending a weak or less-than-competitive official offer. When applicants feel insulted by an offer, they’ll bail. When they feel you’re not putting your best foot forward in offering a customized, attractive contract, they may just ghost you. To combat this, consider getting flexible with how you extend offers.

You might have pay range constraints to which you’ll need to adhere. However, having the flexibility to offer unique perks, including remote working days, parking spaces, gym memberships, or free lunches, might help your bottom-line offer stand apart from the rest. High-demand candidates in the healthcare industry will find value in those additional benefits and will be less likely to ghost you.

To really get a hold of your applicant ghosting situation, it may be time to bring in a hiring partner. Contact InSync Healthcare Recruiters today and leverage the added healthcare hiring expertise to not only reduce the number of time-wasting ghosting candidates but also fill those critical healthcare roles more efficiently.

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