It’s tough out there for talent acquisition teams across all industries. However, healthcare recruiters are scrambling to attract and hire talent amid particularly difficult conditions, beginning with severe and persistent clinical worker shortages that have resulted in lengthy time to fill averages. Add in continued mergers and acquisitions, outdated—if not downright archaic—recruiting software, and the immense cost pressures hospitals and health systems face, and it becomes immediately clear why healthcare recruiters need every advantage they can get.
Many healthcare TA leaders recognize that in order to attract and hire more talent, there needs to be better talent engagement throughout the entire hiring lifecycle. Yet, when grappling with limited resources, it’s often difficult to know where to begin. From GR8 People’s perspective, there are three strategies that present GR8 potential to modernize their recruiting function.
Create a dynamic, personalized career website experience.
There are many justifications for making the career website a primary focus, including the fact that it remains an ultimate candidate destination and the primary hub for communicating an organization’s employer brand. Further, research from Health eCareers confirms that most hospitals and health systems continue to lag behind in this area, with just 15% of recruiters and hiring managers indicating that they “have a comprehensive career portal where candidates can learn why they should work for the healthcare organization.”
This offers a tremendous opportunity to gain an edge over the competition by ensuring that one’s career website offers a super-personalized talent experience through automated job recommendations, unique paths for talent personas (especially clinical professionals), quality fit scores, scheduling automation and chatbots. Take advantage of career website analytics to determine how the organization can strengthen brand visibility and deliver a truly personalized candidate experience that is authentic, refreshing and meaningful.
Build and maintain robust talent communities with CRM software.
Talent communities play an essential role in converting leads into applicants, applicants into candidates and candidates into hires through customized nurture campaigns, landing pages and targeted messages. Success is highly dependent on creating and managing targeted talent communities, and this is especially relevant in healthcare given the specialized nature of the workforce. In fact, to create messaging that truly resonates with community members, healthcare recruiters may need to further segment their communities within a single discipline because, when you think about it, the job attributes that matter most to a pediatric nurse will differ from those of a nurse anesthetist. The right candidate relationship management (CRM) software supports the ability to manage multiple talent communities, personalizing content and messaging accordingly.
Use automated talent matching and delivery to fuel your pipelines.
The stark reality is that, for most healthcare searches, the talent pool that results from active job seekers doesn’t generate the candidate pipelines that are needed to attract and hire the best talent. As such, there is a continual need to proactively source healthcare talent to identify top candidates with a precise skill set that includes certifications, clinical expertise and specialized training.
Sourcing at this detail and volume takes up an incredible amount of a recruiter’s time—time that could be better spent engaging and nurturing candidates through high-value conversations. Artificial intelligence is rapidly making inroads across all aspects of hiring, furthering an organization’s ability to identify and capture talent—both internally and externally—to fill pipelines with in-demand talent. Healthcare recruiters can leverage AI-driven automated talent matching and delivery solutions, allowing machines to search for talent against specific job criteria, automatically providing relevant matches while eliminating low-value task work.
An investment in enterprise recruiting technology will pay for itself.
As Deloitte’s 2019 Global Health Care Outlook points out, staffing typically represents up to 70% of a hospital’s costs. With tight budgets, many healthcare TA teams believe that investments in the technology and tools they need to be more effective isn’t possible, but these same organizations continue to spend a significant amount of money on band-aids such as advertising, relocation and sign-on bonuses. An investment in better technology, particularly the tools to engage and nurture candidates while bringing efficiency to the recruiting process, will produce long-term cost savings as there is no longer a reliance on major advertising and relocation expenditures or hefty sign-on bonuses (which do little from a retention perspective anyway).
Finally, in improving healthcare recruiter efficiency and effectiveness, organizations will be able to reduce their time to fill averages, achieving additional savings through the reduction of costs associated with staff vacancies—just the sort of critical outcomes that demonstrate the value talent acquisition offers today’s hospitals and health systems.
Check out our recent E-Book for more insights on winning healthcare recruiting strategies, including why saying goodbye to the traditional recruiting funnel is critical to the success of today’s TA function.