It is never easy to stay abreast with health care recruitment trends. Whether you are considering changes in health insurance industry or trying to keep up with constantly changing technologies, there’s a lot to equipoise when it comes to health care recruiting. Recent US Census information stated that there are 49.2 million people aging 65 and older living in US, which accounts for 12.4 percent of the whole population. The aging generation and accumulated life expectancy within the U.S. have created a necessity for additional healthcare professionals. This will create a cut throat competition to find the best talent available in healthcare market.

Talent acquisition departments in any healthcare organization would shudder at the idea of losing a top clinician at the 11th hour. Healthcare recruiting is becoming ever more competitive as the shortage of qualified providers across the country worsens especially when it comes to specialized physicians, nurses and advance practice professionals.

Any company big or small can’t afford to fall behind the time wheel if you want to recruit and retain high-quality candidates and avoid costly turnover. Be sure that you are finding high talent strategies to assist improve your hiring process. Get up to date on recruiting, workforce planning and management and more with this healthcare recruitment guide.

1. More the recruiting options the better it is:

It is very likely to stick to one strategy if it was successful in the past. But a single resource can dry up in a short span. It’s always better to avoid falling in this trap. A more equalized and diversified approach to recruiting will always get you more results over time. An all rounded approach would include social media platforms, online advertising, marketing and outreach to more candidates via job fairs. And traditional methods like print advertising are never out-dated.

2. Make your job position more appealing:

Put efforts to understand the factors that motivate candidates in their decision to choose a new opportunity. A candidate could be looking something beyond salary, flexible schedule call, visa sponsorship or loan repayment options. Concentrate on these specifics to tailor a crisp job description. Efficiently describe the position and use that as a selling point while speaking to candidates. Drawing candidate’s attention to how your organization can fulfill their needs better than any other company will prove to be a plus point.

3. Planning Long-Term:

This is often a case when you come across applications that are not a fit for any of the open positions today and you tend to neglect them away. This can prove to be fatal as these applications can come handy tomorrow. Always place such applicants in your talent pool so that you can pull them again later. This is essential for building a database in healthcare recruiting. Look into long-term hiring; you should be aware of the fact that keeping in touch with potential applicants is always ideal. This way you can fill any position without wasting time.

Be dynamic in your efforts to entice future candidates by creating talent pipelines. It is recommended to partner with national and state workforce boards, public health departments, as well as universities, colleges, institutes and high schools. Create extensive programs to organize and direct these partnerships as an investment in your future workforce.

4. Keeping the process short and simple:

Recruitment process requires a certain amount of time on both ends. Candidate’s time is equally important as that of a recruiter. A prolonged process with delayed responses and unanswered questions leads to a disengaged candidate making him focus on other opportunities. The interview process should be transparent enough and candidate should be informed about the result of each stage. Also, keep the candidate in loop if a part of the process is taking longer time than expected due to any reason. A good candidate experience can also result in increased employer branding.

5. Utilizing technology to outreach more qualified candidates:

Technology has revolutionized every industry, and healthcare is no special case. To attract younger tech savvy candidates to replace retiring baby boomers, it is important to master the tech tools that can streamline your recruiting processes by improving costly time-to-fill metrics. In addition to this, technology can aid healthcare companies connect with candidates where they are—on their laptops or mobile devices. Healthcare organizations can also use technology to create a mobile-friendly job search and application process to maximize on this trend.

Conclusion:

Healthcare organisations need to keep pace with industry recruiting trends. For this you need to have a deep understanding of the market.No matter the amount of success you have had earlier following a certain strategy, the recruiting exercise can always be upgraded.  Amalgamating above discussed tips in your healthcare recruiting strategy, you’ll seal the top healthcare talent you need in no time resulting in a staff with lower turnover rates, higher job satisfaction and improved Return on investment (ROI) for recruitment efforts.