Worldwide, there is an increased need for competent healthcare workers. Till 2031, it is predicted that there will be approximately 1.9 million job openings annually in the U.S. healthcare sector, resulting from replacement and growth needs.
Coupled with the difficulty in finding the right fit for roles such as practitioner and agency nurses, emergency medicine physicians, pulmonologists, radiologists, rheumatologists, vascular surgeons, psychiatrists, etc., finding qualified candidates will become a bigger challenge now more than ever.
Therefore, medical practices need to have an effective healthcare recruitment strategy to ensure they hire the right people for the job. In this blog, we will discuss, in detail, everything related to the recruitment process for the medical industry and provide you with actionable tips to fill in-demand medical roles.
The process of finding skilled candidates for healthcare is a lot harder than for other industries. Here are some of the many reasons why that is so:
The recruiting landscape has changed immensely over the last few years. This is due to several reasons. Firstly, the workers of this time have a 'millennial mindset,' meaning their way of working differs from that of previous generations.
Thus, to meet the new generation's work requirements, recruiters needed to adapt. For example, this generation grew up with the internet and is well-versed in using it as a valuable resource. They will search for new opportunities if their current job role doesn't suit them.
The traditional 9-5 clock-in and out work culture has also changed immensely, with workers wanting fewer working days in a week or flexibility for the time they need to work. Moreover, due to COVID-19, the recruitment process also became highly digitized, with roles adapting to their limitations. Let's discuss some of the major ways in which recruitment has changed.
Recruiting top talent for the medical field is a difficult task, especially when it comes to certain roles. Here are 6 healthcare recruitment strategies you should follow to ensure that you're attracting and retaining only the best of the best.
The National Association for Colleges and Employers (NACE) published research that showed how employees starting out as interns stay with your company for longer.
Thus, recruiters should target medical students looking for internships, as you will get first dibs on their skills and talent and earn their loyalty. You can also try to attract university students through workshops and career fairs.
It is common for recruiters to have candidates apply to a certain job you've posted for that are not the best match for the particular role. However, if they are a promising profile, it's wise to bookmark them so that you can reach out to them when a more suitable position is up for grabs.
For this, recruiters should utilize an Applicant Tracking System (ATS) so that they can shortlist them as a potential match for a relevant role in the future. You should choose an ATS with advanced filter and search options so you can look specifically for rejected candidates and easily get a hold of their profile. This will help recruiters have backups and make the hiring process faster and more streamlined.
A report by Glassdoor showed that 4 out of 5 job applicants would look at a company's reviews and ratings before deciding whether they want to work for them. Candidates who had a bad experience could post negative reviews about the organization's recruitment process, discouraging others from applying.
Improve the candidate's experience in the following way:
By implementing this, recruiters will improve their chances of getting more applicants and finding the right people for the available roles.
Having a strong EVP is a great way to stand out amongst your competition, helping you attract and retain the best candidates in the field. You should work on perfecting your EVP statement so the candidate can receive it during recruitment.
To make it poignant, here is what you should focus on:
Moreover, recruiters should keep in mind that a paycheck isn't what makes an EVP a powerful tool. You must include perks such as flexible schedules, parental leave, paid time off, etc. Furthermore, defining growth opportunities for the role can help you too, as 59% of millennials prioritize growth and learning opportunities for the jobs they're applying to.
As a recruiter, it's your job to find candidates that are genuinely good at what you do. That can be difficult to ascertain sometimes, as studies show that 1/3 of U.S. citizens have lied on their resumes about their work experience, skills, educational background, or how long they worked at their last organizations.
It can get hard to screen each candidate to verify their claims. So, use a standardized method to make it easier. Focus on getting skilled candidates by utilizing skills assessments to ensure they are competent. Through this, you will get the cream of the crop instead of having to invest time in reviewing unqualified candidates.
Also, applicants will feel that you have a fast screening process, but one that doesn't make them feel rushed. You can use healthcare recruitment software with skills assessment features that test candidates according to the role they're applying for.
As touched upon earlier, employer brand is an important consideration for most job applicants today. LinkedIn posted research that states that 52% of them look up and screen the company's website and social media accounts to learn more about them.
So, if the employer isn't working on upholding its brand, which can be an issue when it comes to hiring, thus, recruiters should consider the following:
The healthcare industry is notorious amongst recruiters, as it's increasingly difficult to find applicants for certain roles. In the current climate, healthcare centers must employ diverse, competent, skilled, and reputable individuals for the job.
To make this happen, the most expedient option is to take assistance from an experienced recruitment agency. MSH employs a strategic approach for talent acquisition and uses a diverse pool of talented resources. We can help you land the right person for all positions.
So, leverage MSH’s research-driven talent acquisition solutions and schedule a call today!
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