Taking the helm of the one of the fastest growing sectors globally, healthcare recruiting poses a plethora of issues. In fact, employment healthcare and associated roles are growing rapidly at the rate of 13%, with 1.9 million job openings per year!
With an expected employment growth from 153.5 million to 165.4 million jobs, the annual employment growth rate within the industry happens to be 0.7%. Hence, the urgency with which the industry is being spurred on calls for a complete shift from dated recruitment strategies in healthcare, and adoption of a much more personalized hiring approach.
What do your prospects want? What are they looking for in a job? What pain points can your job offer solve for them? Well, ponder on these questions, and leverage the below-mentioned six pointers to obtain the best talent the industry currently has to offer.
Top tips for marketing effortlessly to healthcare professionals
The question, “How to recruit healthcare professionals?” doesn’t have a singular solution. So, here are six tips that you can leverage to make healthcare recruiter a little more easy and straightforward:
1. Make sure you indulge in social recruiting
One of the most rudimentary recruitment strategies in healthcare involves the use of social media marketing channels. When it comes to attracting elite healthcare talent, social media outlets are considerably more than an add-on to more traditional means. If you’re stumped on how to acquire healthcare professionals, consider social recruitment.
Networks such as Twitter, LinkedIn, Facebook, etc., provide options to reach passive applicants who aren’t looking for openings in traditional places such as job boards or career sites.
With comprehensive targeting capabilities built into the core of these platforms, you will find it much easier to draw in qualified healthcare professionals through promotional content.
This option allows you to concentrate on hiring efforts on identifying a larger number of competent healthcare professionals more rapidly. Simultaneously, social media platforms allow you to emphasise your organization’s principles and culture at work to healthcare personnel who may be interested in your vacancies now or in the future.
2. Make use of data intelligence to sift out the perfect candidate
Apart from just leveraging the various recruitment channels, you need to be backed by data intelligence to find someone fitting your requirements. This is mainly because the global pandemic has increased the scarcity of trained healthcare professionals, particularly in acute care settings.
Access to a competent healthcare professional’s database with a nationwide network of medical practitioners available for practically any location and assignment type decreases the danger of failing to recruit enough healthcare professionals to deliver high-quality patient care.
Essentially, gaining access to a colossal database of healthcare experts can help organisations locate the best applicants for jobs where they are most needed.
3. Access and tap into the appropriate health networks
When recruiting healthcare experts, tapping into specialist networks particular to the business, including both online and traditional channels, is tremendously beneficial.
Present team members are likely to have personal ties in the healthcare profession outside of their present organisation, making them an excellent source for expanding the applicant pool with competent, healthcare-specific applicants.
This is truly beneficial when it comes to rural hospitals, since a rural location are usually unfamiliar locations for employees, making it difficult for them to accept the job.
A large database of healthcare experts can help organisations locate the best applicants for jobs, according to their skillset and offerings.
4. Pay close attention to your overall employer branding
How you portray your brand image in front of a potential prospect, is a major make-or-break point for a lot of healthcare professionals. How they perceive your overall brand image will dictate whether they intend to work with your organization or not.
Your employer brand effects not just your capacity to reach the relevant people, but also the kind of prospects who apply for your available positions because it is how your organisation is seen as an employer. So fixing your employer branding is a very crucial part of your overall medical recruitment strategy.
There are numerous approaches to improve your employer brand, but the process begins within with your organization’s actual culture. Before promoting the ideals of your workplace, be sure that present employees share the same outlook on the organisation.
5. Revamp benefits offered for a better recruiting experience
The healthcare business has gotten more challenging in terms of securing the most competent and qualified applicants to fill vacancies. In fact, a recent study suggests that the next five years will see around 6.5 million healthcare workers depart from the industry.
Moreover, that leaves us with only 2 million more joining the industry, laying down the crux to the hiring problem the healthcare industry seems to facing. Gain significant competitive advantage by innovating more on the lines of salary, benefits, and flexible work conditions.
Healthcare organisations should seek for methods to incorporate flextime and telecommuting policies where they make sense, and they should talk with prospective recruits about the benefits that they would actually want to avail of.
Some candidates will choose typical benefit packages, while others may value possibilities for learning & development, mentoring, and professional advancement.
For instance, let’s take a look at something said by Barkley Davis, LifePoint Hospitals’ senior director of physician recruitment. Debt alleviation is nearly every physician’s primary objective, and institutions should look into other sorts of financial incentives other than income.
This will incentivize talent to propagate towards accepting your job offer, since it caters directly to them, and solves a significant personal pain point for them.
6. Create and maintain your staffing and recruitment candidate pipelines
One of the most vital pillars to propagate the success of recruitment strategies in healthcare is to be proactive. Healthcare organisations should endeavour to develop and nurture strategic pipelines that include talent from both local and national pools.
In fact, a survey conducted by the American Hospital Association states that getting into a partnership with public health departments, state job boards, universities, and so on, in order to formulate robust talent pipelines for better conversions.
Excellent candidates who were not selected for present positions may be great for future opportunities. Keeping in touch with these prospects through relevant emails and appealing social posts will make future recruiting easier.
When the massive employment demands of the healthcare business are combined with the ongoing worldwide pandemic’s impact, healthcare organisations require all assistance they are able to obtain to draw in, aid, and retain great employees as they go forward.
So, should you wish to bring in real talent into your organization, make sure you leverage the six pointers mentioned above. Integrate these medical recruitment strategies into your standard recruitment practices to see a prolific change in the quality of talent coming into your company!