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.

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.