In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This...
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Top 7 Strategies for Healthcare Recruiting
In early 2019, the Association of American Medical Colleges (AAMC) confirmed that America will face a critical shortage of clinical providers by 2032. The news forced a collective sigh from healthcare recruiters around the country, who were already facing historic unemployment levels for non-clinical teams.
With shortages of physicians, nurses, and midlevels looming, one thing is clear; the healthcare industry faces significant talent gaps and workplace shortages that will likely only get worse. Reports show that healthcare providers are planning to continue hiring, with no layoffs anticipated anytime soon.
Finding the best candidates requires a think-outside-the-box strategy. Here are suggestions for filling roles and beating odds that are clearly not in a recruiter’s favor.
Finding Healthcare Talent in 2020 and Beyond
To make the talent war more intense, healthcare providers report an overall turnover rate of about one-third. In the current recruiting climate, any turnover exacerbates a problem felt from the smallest ambulatory facility in a rural setting to the largest teaching hospital in a metropolitan area.
The techniques recruiters and hiring teams should use, no matter the work environment, should include these six suggestions.
1. Start early with campus recruiting.
One big problem in healthcare recruiting is that there simply isn’t enough talent with the proper training to put them to work. Since many healthcare roles require advanced degrees and certifications, it makes sense to focus on identifying promising talent early on.
The job of the recruiter at this stage is to help nurture these prospects in order to fill their hiring funnel as part of a long-term strategy to bring new talent into the healthcare field. Recruiters and hiring managers can serve as mentors at this stage to help students determine their career paths. Look for opportunities to speak to college classes and make sure your organization offers internships to these bright young adults. A healthcare internship will help students prepare for their professional career and help them hit the ground running. It’s also a great opportunity for a healthcare organization to treat promising future hires in a way that inspires and earns loyalty.
Ultimately, these efforts will help create a candidate pipeline to make sourcing easier down the road.
2. Improve your assessment and hiring process and go mobile-first.
In a job-seeker’s market, candidates may grow disinterested in long back-and-forths or onerous, clunky skills tests. With 69% of healthcare providers worried about competition for talent from other healthcare providers, it’s a good idea to streamline your process via cloud technologies.
Look for application and hiring providers with simple and intuitive processes that emphasize a mobile-first strategy. Why is this important? 78% of millennials apply for jobs on their mobile devices. Having a responsive career portal that translates well to mobile devices is just the first step toward reaching this audience. If your healthcare organization is concerned that competitors are encroaching on your talent, the answer is to create a consistent, simple, and faster candidate screening process.
While proper skills assessments are critical for ensuring that you’re only considering the best-qualified applicants, if those tests aren’t smoothly integrated with the rest of the hiring process, it can turn away the candidates you want to apply, too. Make sure you’re using a top-end assessment tool like