Business Ideas Archives - InSync Healthcare Recruiters

6 Signs You’re Ready to Partner with a Healthcare Recruiter

You’ve realized in your role as a healthcare hiring professional, there comes a time when you need a little help. And while your efforts to fill critical openings with your practice or healthcare facility have been diligent, you’re just not getting the results you once did. It may be time to partner with a healthcare recruiter.

To really know if you’ve reached that point, there are a few signs and red flags to look out for as you go. The healthcare applicant landscape has changed, and so has the industry as a whole. Navigating these changes might require the help of a healthcare recruiter who knows precisely how to adapt and bridge those gaps between open roles and top-notch candidate professionals.

1. Not Enough Time to Follow-Through on All Healthcare Recruiting Steps

You’re not only tasked with filling critical healthcare openings. There is a broad range of behind-the-scenes work that goes into the process before extending an offer. You post job openings across a variety of listing sites. You respond to email inquiries and conduct pre-screening interviews. Then you might handle calling the candidates’ references and juggle scheduling secondary interviews, as well. All of these steps and necessary follow-ups require increased time and effort that you might not have available. If you’re crunched for time or, worse yet, feel like you’re cutting corners on some of these processes, it’s probably time to consider partnering with a healthcare recruiter.

2. Great Candidates Are Not Accepting Your Offers

Job offers may be rejected for a variety of reasons. For example, some healthcare candidates reject them due to the location, hours, or commute. Of course, it’s possible that all three apply. But the problem is that you may not know why quality professionals are turning down your offers. Healthcare recruitment firms can help shed light on these situations since they obtain information from both parties in order to match high-quality applicants in the right position. Partnering with a healthcare recruiter means better understanding the candidate side of the proposition. And recruiters can narrow down the candidate selection to those who are best-fit professionals.

3. You Have an ASAP Job Opening to Fill

Right now, it might feel as though every healthcare opening you have is mission-critical to fill. But there are just some positions that are more demanding than others. If there is a job opening that your office or facility considers to be a top priority, a healthcare recruiter can be a great solution. Healthcare recruiters will likely have candidate pools available that you traditionally wouldn’t have access to yourself. Professional recruiters with niches in healthcare can also be incredible resources to help with candidate vetting, sourcing, and scheduling.

4. Your Clinic or Healthcare Facility Needs Specialized Expertise

If you have a job opening that requires a niche-specific skill or specialized expertise, it might take you weeks or months to even source a single candidate. Niche skilled professionals in healthcare are also likely passive candidates, meaning they’re currently employed but open to new opportunities. Instead of trying to find that needle in the healthcare haystack on your own, turn to the healthcare recruiter for help. Chances are, a healthcare recruiting professional will have the network and resources to help you identify and connect with those passive candidates who possess the unique skills your facility needs right now.

5. Hiring Inconsistencies Are Prevalent

If you’re experiencing hiring inconsistencies in your physician’s office or healthcare facility, it may be a sign you’re ready to partner with a healthcare recruiter. Inconsistencies might include some pre-screening steps for certain roles, but not all roles. They can present in the form of gaps in onboarding or job listing marketing efforts, too. These types of inconsistencies can negatively impact your organization’s brand based on hit-and-miss discrepancies or infrequent online visibility. Having a recruiting partner means having a constant presence in the hiring environment, online and among candidate professionals, whether you need them or not. And this consistency, especially over time, can make finding and hiring the professionals you need much quicker.

6. You Are Struggling to Attract Candidates Beyond Your Backyard

Sometimes, regionally-based facilities that do great with attracting new talent locally will struggle to recruit abroad. And by abroad, we mean outside of the immediate community or even state. There could be incredible candidates for your healthcare roles out there you can’t reach simply because of your more localized efforts. If your candidate pools and healthcare applicants seem to all be from your own neck of the woods, you might be ready to partner with a healthcare recruiter. Professional recruiters have connections coast to coast with thousands of top-talent medical specialists, nurses, doctors, and surgeons. Tap into a greater pool of hiring potential with the right healthcare recruiting partner.

If any of these hiring scenarios resonate with you, let InSync Healthcare Recruiters help! Our professional recruiters specialize in filling critical healthcare-related roles and can help you bridge your gaps, as well!

How Today’s Healthcare Employers Are Finding & Hiring Top-Talent

As the healthcare hiring landscape continues to shift, so do the strategies top healthcare employers leverage for recruiting top talent. If your healthcare organization is falling short of finding great hires, it may be helpful to know what others are doing to cut through the noisy applicant space and find the best.

Recruiting for the Long and Short Game

Right now, countless physician’s offices, hospital organizations, and clinics are in dire need of top talent. And it’s easy to see how the need is driving the recruiting efforts looking for immediate results. However, it’s also critical to not lose sight of the long-term recruiting strategy, even if you’re in a mission-critical state to fill roles now. So, continue your efforts with early campus recruiting of students. And make the most of potential internships that you can, to potentially groom great hires in the future.

Taking off the Recruiting Blinders

Your team might be focused on filling a specific role, leading you to only leverage posting sites and hiring tools for that niche specialty. However, today’s healthcare employers are realizing there are benefits to reaching across the niche specialty lines to find great talent. Don’t be afraid to branch out and engage other professions, looking for referrals and passive candidates beyond traditional methods.

Less About Wages, More About Culture

Today’s applicants know the ball is in their court. They’re savvy about competitive pay and salaries, too. So, when it’s time to post your opening, don’t spend too much time discussing what these candidates already expect or know. Instead, look to identify the key differentiators of working with your organization, including company culture and added value benefits offered. Highlight how you depressurize often high-pressure medical environments. Talk about the extras like personal care benefits for employees, healthy lifestyle perks, and flexibilities the role might enjoy. Today’s best candidates will likely be looking for these incentives more often than salary and job duties alone.

Demonstrate Your Organization’s Forward-Thinking

Healthcare professionals who may be considering a career change won’t likely join another team that feels like a lateral move. Instead, they’ll look specifically for employers who demonstrate forward-thinking in various operational strategies, including health technology, patient services advancements, and ongoing development offerings. Consider promoting these key aspects of your organization during the hiring process. Convey your company’s ability to embrace and enhance telemedicine, incorporate revolutionary technology or equipment, and mission to continue the personal and professional development of the team.

Hiring & Promoting Internally

It’s not uncommon for today’s healthcare employers to look inward for top talent. This strategy can be great for finding candidates for hard-to-fill positions. Instead of spending time and investing in recruiting online for a specialty role, promoting from within can offer a quicker solution. Replacing that internal candidate’s old role might be a much easier job order to tackle.

Understanding the Current Healthcare Hiring Issues

When you develop your organization’s recruiting and hiring processes, it’s important to start by recognizing today’s challenges. Using a method that used to work five years ago won’t produce results in today’s market. Instead, use these obstacles to your advantage. For example, you know that employee burnout is a real phenomenon and drives countless professionals back into the pool. Attract those professionals by advertising your organization’s answer and solution to physician burnout. Know why these candidates abandoned their former roles and use those reasons to attract them to your role.

Targeting the Passive Candidate Healthcare Professionals

Some of the best candidates aren’t necessarily out on the job boards looking for work. And there are plenty of professionals who would consider a career move if only they knew those opportunities existed. Meet the passive candidate. And it’s the target audience for many of today’s healthcare employers. Tap into your network. Talk to your current employees about identifying great-fit candidates in their circles. Reach out as an expert, not a recruiter, to candidates on Linked In.

Mine Your Databases

Don’t forget to spend some quality time mining your databases of past applicants. Many of today’s healthcare employers are creating strategies to connect with past interviewees. These conversations may lead to immediate hiring potential. But even those who perhaps weren’t a good fit before or who took other opportunities can provide you with leads or referrals that can help.

Bring in the Help You Need

Today’s hiring and recruiting landscape is tumultuous, to say the least. And any advice you receive today might become obsolete tomorrow. The best way to get and stay ahead of your recruiting challenges is to recognize when it’s time to bring in the healthcare recruiting professionals who can help. InSync Healthcare Recruiters knows the terrain and can adapt and shift accordingly to ensure your roles get the most visibility with the best-fit candidates. Take the guesswork out of healthcare recruiting and focus on keeping your roster full.

When you’re ready to explore the many healthcare recruiting benefits of working with InSync Healthcare Recruiters, connect here.

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.

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