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.
