healthcare employer Archives - InSync Healthcare Recruiters

8 Benefits of Working with a Healthcare Recruiting Partner

Today’s healthcare workplace calls for a new playbook for hiring. It’s just a different landscape now, making it tougher to find and hire the right-fit medical and healthcare professionals. Sure, the traditional methods of posting ads and conducting interviews can still be effective. But to really find the candidate gems you’re looking for, with all the right skills and medical expertise your organization needs, it’s best to have a healthcare recruiting partner.

Here are some of the peak advantages of working with the right team of professionals when augmenting your healthcare teams. If you’ve been unconvinced or on the fence about working with a recruiter, keep reading. These are the benefits you might decide you can’t live without in today’s hiring landscape.

1. Healthcare Recruiting Partners Have Better Tools

As an HR professional or hiring manager within your healthcare company or practice, you won’t always have the very latest tools and resources available for finding, vetting, and hiring candidates. But when you work with a healthcare recruiter, you’ll be able to leverage all the best tools needed to source experienced clinical professionals. These might include strategies or software solutions you didn’t know existed or couldn’t justify investing in yourself.

2. Recruiting Firms Will Increase Productivity

Trying to verify references, confirm certifications, and follow up on listed experience, you’ll find yourself spending an awful lot of time with each potential candidate. When you work with a healthcare recruiting partner, those professionals can handle all of those pre-interview vetting requirements on your behalf, only submitting qualified applicants for each role. Imagine how productive you’ll be when you save all that time and effort!

3. Access to a Broader Pool of Healthcare Professionals

Across your own networks and various job boards, you’ll find you only have access to a limited number of active candidates. But when you choose to partner with a healthcare recruiting partner, you’ll be able to broaden your horizons to include an even bigger pool of active and passive professionals considering a career move. Cast your net wider with the right recruiting firm and have access to an even more diverse collective of potential new hires.

4. Hiring Flexibility

Not every role you’ll need to fill will be the same. Positions and requirements will vary from C-Level professionals to entry-level openings. And working with a great healthcare recruiting partner will allow you to leverage the flexibility needed to accommodate these job hiring variances. Whether you need temporary placement now or more perm placement later, the agency can supply you with qualified candidates. Even part and full-time roles are easily filled when you work with the right partner.

5. Faster Placements

Because you’ll have great access to candidates, pre-vetted and ready for evaluation and interview, you can move through the interviewing process faster with more precise hiring results. Avoid wasting months trying to fill an open healthcare position you can fill in a matter of weeks. With the right healthcare recruiting partner in your corner, you’ll find out how quickly you can fill your openings ongoing.

6. Cost Savings

How much money and how many resources are you currently spending on ads, pre-screening measures, and applicant tracking systems? Partnering with a healthcare recruiter means alleviating these and other costs associated with the time-consuming steps in hiring practices. And even more costly can be the misstep of hiring the wrong-fit healthcare candidate. It’s an unavoidable risk in any hiring scenario. But poor-fit candidates are more easily avoided with the right recruiting partner providing you with top-notch candidates for consideration.

7. Filling More Technical or Skilled Positions

Not all agency partners are created equal. So, you’ll want to be diligent about choosing the right firm to help with your healthcare hiring. But when you do find the best partner, you’ll have an easier time with those hard-to-fill positions that require more in-depth expertise, more technical knowledge, or more precise skills. Even the hardest-to-fill openings can be a breeze when you have the right team of professionals helping you source qualified candidates.

8. The Growth and Innovation Aspect

When you’re able to move quickly to fill new healthcare roles and introduce more qualified candidates to the team, your healthcare organization or private practice can grow more quickly. You’ll also be able to contribute in an innovative way, bringing in talent with cutting-edge training and expertise. As a hiring manager, you can work with an agency partner to not only make light work of openings but also help your organization grow and scale with more services, better care, and innovative new insights.

Now that you recognize all the benefits of working with an agency to help with your healthcare recruiting, you’re ready to find the right partner. Look no further than InSync Healthcare Recruiters! Contact our team and put all these advantages to work for you! From time-saving methods and cost-saving benefits to quick placements and incredible candidates, we can help you do all of the above and more!

5 Red Flags to Look for During the Interview Process

As a recruiter or HR professional within the healthcare industry, you are responsible for finding, attracting, and onboarding top talent to your organization. But not all candidates will be a good fit. And you know how daunting it can be to find the best-fit team member that possesses proven skill sets, great experience, and a complimentary attitude to the rest of the staff.

During your interview process, whether it’s in-person or via video, you do your best to spot indicators that a potential candidate isn’t going to be ideal for the role or your healthcare organization. It’s tough, though, especially these days. While most applicants are honest and forthcoming about their objectives and experience, some will try to paint a picture to impress but lack the ability to follow through in the role. To avoid extending an offer to the wrong healthcare professional, here are some of the red flags to help you separate the mediocre from the great hire prospects.

1. Defining Your Red Flags Prior to the Interview

Before interviewing, establish a set of benchmarks or red flags and definitions for yourself to reference. A red flag for you might not be a red flag for another hiring manager. And before committing to a list of deal-breakers, make sure you’re being fair and in line with the best hiring practices, free of discrimination or bias. Typically, a red flag will represent a lack in core competency or a flaw that cannot be overcome with training or coaching. Some of the best healthcare candidates out there might fall short of your prerequisites for the role but are entirely coachable or available for training to become the top-notch performer you want. As you begin your interviewing process, remember to be mindful of spotting potential red flags but also flexible with those candidates who could still be viable prospects.

2. Introductory Red Flags

There are some basic, more introductory red flags to look for during the interview process that might indicate a candidate does not possess the confidence, knowledge, or skills needed for the job. A lack of eye contact, even in online interview settings, might be an indication the person is uncomfortable or not forthcoming. Candidates who are late to the interview or unorganized to participate in the interview may not be serious about the position and could be just as tardy and unorganized on the job.

3. Red Flags on the Resume or CV

When delving into the resume and work history, there will be some red flags, as well. Gaps in employment may be entirely reasonable, so ask about them. How the candidate responds will dictate whether those gaps are concerning or not. Verify the certifications, education, and training by inquiring directly and even asking for documentation. It’s easy to add credentials to a resume, especially if your ad for the position listed them as prerequisites. But if you have doubts, confirm everything before extending an offer. If anything on the resume looks out of order with the timeline or experience, ask for clarification. Good fit candidates will have justifiable responses while others will not.

4. Red Flags During Interview Discussion

Some of the most significant red flags will present themselves during the interview discussion. Be mindful of how a healthcare applicant responds to your questions about experience, work history, and reasons for leaving. If there is talk of gossip or disagreements with previous employers, the candidate might not be a good fit. You can also gauge whether or not the candidate researched your organization prior to the interview and has a clear reason for wanting the role you’re offering. Beware, too, of the overconfident candidates who describe themselves above their capability. And not having clear career goals can also be a red flag that the individual is more interested in a “job” and not a long-term career fit.

5. Company Culture Red Flags

There are other soft skills you’ll want to look for as they relate to hiring a company culture match for the role. Candidates who have a history of not getting along with managers or subordinates might not be right for your teams. Pay attention to the types of questions the candidate asks of you, as well. You can spot someone who’s more concerned about paid time off and scheduling than working with a team of professionals to improve healthcare services, too. You’ll want to find candidates who are coachable, reliable, and honest. So, look for indicators that might reinforce those strengths.

In today’s healthcare hiring landscape, it’s getting harder and harder to discern the authentic candidates from the inauthentic, the skilled from the unskilled, and the honest from the dishonest. Consider some of these red flags as indicators or at least prompts to ask more probing questions during your process. And when you need additional help with your healthcare hiring and onboarding, let the professionals at InSync Healthcare Recruiters step in to help!

6 Tips to Help You Successfully Prepare for a Full Day of Virtual Interviews

You have a full day of virtual interviews scheduled, and you’re excited to explore the next round of candidates who might be a good fit for your role. However, there is even more to consider in properly preparing for a solid day of back-to-back interviews, especially if they’re online. Missing a step could translate to a poor first impression or missed hiring opportunity. For any healthcare hiring managers who are interviewing multiple candidates, this is the preparation to-do list you need to see. With a full day of virtual interviews, these are the tips to help ensure you’re at your best with each candidate.

1. Preparing Your Technology

If you have a full day of virtual interviews coming up, you’ll want to take the time now to verify your internet connection and equipment. Find a more public space where stronger internet connections exist, if necessary. Test your earbuds and perform a few test calls with friends or colleagues to ensure audio, video, and web connections are strong. And verify that your onscreen name, which will display to healthcare candidates, is a professional moniker or your company title. If you’re concerned about a failing piece of equipment, now’s the time to arrange for backups, including batteries for your laptop, wi-fi connection, webcams, and audio devices.

2. Preparing Yourself if You’re Remote

Once you’re certain everything is in order with your tech, it’s time to consider how to prepare yourself and your virtual interview space. Should you be conducting interviews virtually from your on-site office, you might not have much to prepare. Your office may already be a visibly professional space. However, you might be inclined to wear sweats under the desk if you’re working remotely to conduct interviews. So make sure you’re in professional attire above the desk. And pay special attention to what’s visible behind you so as not to give the impression that you’re messy or unprofessional in any way. It’s also recommended that you take whatever steps necessary to prevent distractions. So, if you’re concerned about noisy little ones or Fido barking, make plans for a sitter or kennel day spa for the day.

3. Organizing a Playbook for Each Virtual Interview

The day before your full day of virtual interviews, take the time to create a playbook for each healthcare candidate on the docket. Print out documents to have in front of you, including the job descriptions, resumes and CVs. Have any correspondence leading up to the interview, and the names and pertinent details for each, as well. You don’t want to look unprepared or mix up details between candidates. The best way to prevent mishaps, like talking about the wrong role or addressing the applicant by the wrong name, is to have a full stack of separate reference materials for each individual.

4. Organizing Your Interview Notes

Take your organization a step further by also drafting a full list of questions you have for each candidate. Even if you feel you have questions committed to memory, it’s a good idea to keep reminders on paper in front of you. And be sure you have a few pens available so you can take notes and write responses for each interview separately. Additionally, have your calendar or day planner nearby, either physically or digitally, so you can efficiently schedule follow-up interviews or next steps during each virtual interview.

5. The Confidence Checklist for Every Virtual Interview

To prepare to make the very best first impression from your first virtual interview through to your last one of the day, it might help to keep a list of reminders nearby and off-screen to remind yourself of these confidence-emitting behaviors.

Posture Matters: One study showed that 33% of hiring managers admitted to coming to a hiring conclusion within the first 90 seconds of engagement. Imagine candidates will make similar assumptions about hiring managers. Within those critical greeting and introduction moments of each virtual interview, make sure you display strong posture and inviting body language.

Engage with Body Movement: During each of your virtual interviews, make sure you’re using positive body language, including head nods and smiling, to convey your attentiveness. If you want top talent to consider joining your healthcare organization’s ranks, they’ll need to feel prioritized from the first moment of engagement.

Eye Contact Online: Eye contact builds trust with any engagement. When you’re interviewing virtually, make a conscious effort to look directly at your webcam from time to time, not just the screen, to simulate engaging eye contact.

6. Refreshing Between Interviews

Whether you have one set of back-to-back virtual interviews or a whole day of them, you’ll want to be diligent about managing your time in between calls. And should one or more of them run over, you’ll need to prepare to quickly make smart use of your remaining time. Take the time in between interviews to stand up and stretch, use the restroom, and grab a fresh drink before your next call. If your interviews are scheduled to run through lunchtime, it’s a good idea to grab a snack in between calls, too, so your rumbling stomach doesn’t interrupt an important conversation.

Before you tackle a full day of virtual interviews, consider reviewing these tips to ensure you make your best first impression and are totally prepared to put your best foot forward. And if you still need help scheduling a full day of healthcare job interviews, let InSync Healthcare Recruiters help!

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.

Tag Archives: healthcare employer