1. In The Know

Attract Exceptional Candidates for Your Practice with These Established Healthcare Recruitment Strategies

  • February 09, 2023

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 Unique Challenges of Healthcare Recruiting

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:

  • Shortage of competent healthcare professionals: In 2021, 92% of healthcare officials stated they were concerned about finding applicants with the necessary skill set. 35% said that their main concern was the industry's talent shortage due to lesser people opting for a career in healthcare and the aging population.
  • Baby boomers are aging: 10,000 of them are turning 65 daily. This is a cause for concern because 1/3 of all active physicians are baby boomers, which will exacerbate the requirement for skilled medical personnel. As they head to retirement, the balance between supply and demand will get further skewed. 
  • Lack of diversity: Apart from the talent pool being disturbingly shallow, there is also a significant lack of diversity. It's important to account for it in healthcare as patients from all backgrounds seek medical attention. Therefore, diversity is critical to making them feel more comfortable and helping them open up. 
  • No investment in employer branding: Statistics show that 84% of job applicants consider their potential employer's reputation to be a significant factor in job hunting. Usually, healthcare organizations don't prioritize their branding, as patient care of medical research are considered more important. Thus, recruiters must be mindful when posting job ads and tactfully get around this hurdle.

How the Recruiting Landscape Has Shifted

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. 

  • Artificial Intelligence: Recruiters do make use of artificial intelligence (AI) in recruitment. However, predictions show that it will become even more prominent in the near future. AI enables them to consider candidates from a larger pool, with only the best person being chosen. Moreover, it does so very quickly and with more accuracy. It also eliminates employer bias, ensuring that the right people are selected for the job roles at hand. 
  • Remote Working: Businesses can widen their candidate pool because the location is no longer an issue. Those who cannot come in to work daily can easily work from home using the software. 
  • Social Media: Recruiters can utilize social media to reach more people. Moreover, several platforms are available now that are specifically for business relationships, such as LinkedIn. Businesses can connect with the appropriate candidates more easily and seamlessly. The hiring process has also become more straightforward as a result.

6  Healthcare Recruitment Strategies To Fill Difficult Roles

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.

1. Offer College Students Internships

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. 

2. Keep A Check On Promising Candidates With An ATS

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.

3. Utilize Positive Reviews for Candidate Experience Optimization

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:

  • Optimizing your job application form for mobile users
  • Updating candidates regarding the stage they are currently at in the hiring process and what they can expect next
  • Make the recruitment process as short as possible (aim for 24 hours)

By implementing this, recruiters will improve their chances of getting more applicants and finding the right people for the available roles.

4. Work On Your Employee Value Proposition (EVP)

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:

  • Why current employees are happy to work with you
  • The goals of the company and how the applicant's skills can help achieve them
  • How your offerings are superior to those of other employers

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.

5. Use Skills Assessments for Candidates 

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.

6. Refine Employer Branding

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:

  • Get loyal employees to review your brand and advocate for you
  • Be consistent on all social media accounts when it comes to brand messaging

Big Takeaway

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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