Due to the recent global pandemic and an aging population, the demand for skilled medical professionals has never been higher. Yet recruiters in the field are struggling to meet this demand. The obstacles are tough and numerous, from a dwindling talent pool to strict regulations and fierce competition. In this article, we share five keys to medical recruiting that address the most common challenges in the industry.
1. Use recruitment marketing to address the healthcare talent shortage
At the heart of the healthcare industry’s hiring challenge is a severe shortage of skilled professionals, especially for key roles like nurses and doctors. According to the American Association of Colleges of Nursing (AACN), the nursing shortage is only going to get worse, with a projected shortage of nearly 1 million nurses by 2025. 1 million nurses by 2030Similarly, the Association of American Medical Colleges (AAMC) Increase the number of doctors to 124,000 by 2034So how can recruiters hire when supply is low and demand is high? The answer is by adopting a multi-pronged approach.
- Think beyond traditional channels. Casting a wider net and looking for talent on social media platforms and professional networking events can help you stand out from the competition. Additionally, highlighting your employees on social platforms and celebrating their accomplishments can help build your employer brand in the long run. Northwestern Medicine Instagram account It sets a great example.
- Develop a strong employee referral program. Sure, this is an old sourcing method, but it’s still highly effective in healthcare and other industries.
- Make sure your career site is informative, easy to use and showcases your employer brand. Career SiteFor example, has a user-friendly design and offers FAQs, testimonials, a list of benefits, interview prep guides, etc. To learn more about career sites, read 4 Great Career Sites and Why We Love Them.
- Partner with educational institutions to find and acquire top talent before they graduate (and before other recruiters approach them). Top talent is competitive, and you should be too. For example, at Northwestern Medicine: Pre-Medical Internship Program.
2. Streamline the rigorous health screening process
In an industry where lives are at stake, recruiters must be extremely careful when examining candidates’ qualifications, credentials, references, financial records, and criminal histories. Background screening helps companies avoid trouble and improve the quality of their hires. HireRight 2023 Global Benchmark Report 66% of North American companies report that implementing pre-employment screening has improved the quality of hires. However, conducting such thorough checks takes a lot of time and resources. To overcome this challenge, you need to:
- use Applicant Tracking System (ATS) Automation and Integrated Reference Check and Background research Provider. This proven combination expedites the review process and improves quality and compliance.
- Establishing clear guidelines and standardizing your credential validation process will reduce the chance of errors and ensure consistency across your organization. It is also a good idea to conduct regular audits and quality checks to uncover and address any weaknesses, even minor ones, in your vetting process.
3. Engage healthcare workers to retain talent
Finding and hiring the right medical professionals is only half the battle. Next, you have to retain them. The medical industry is notoriously high in employee turnover, 18% of healthcare workers There has been a surge in people quitting their jobs during the COVID-19 outbreak. Burnout, lack of work-life balance, and pursuing opportunities elsewhere are some of the top reasons cited for this mass departure. Here are some things you can do to stem the tide of attrition:
- Prioritize wellness by creating wellness programs and offering counseling. It goes without saying that burnt-out employees are not going to provide the highest quality care.
- We offer flexible work arrangements and competitive amounts of PTO wherever possible. Every employee should be able to maintain a healthy work-life balance, regardless of their job title.
- Implement employee engagement, recognition and incentive programs that not only foster a sense of belonging and loyalty, but also help employees feel valued and appreciated for their work.
- Create different paths to career development and communicate them clearly so employees know the long-term career benefits they can get by staying with your organization.
- Where possible, we offer competitive compensation packages and attractive benefits.
4. Use automation tools to reach out to healthcare candidates 24/7
Unlike traditional jobs with a 9-to-5 workday, the healthcare industry operates 24/7, with healthcare workers often working long hours, juggling shifts, and changing schedules without sufficient notice to ensure continuity of care for patients. For recruiters, this means it’s difficult to reach candidates during regular business hours. Calling candidates is also not possible for the same reasons. However, there are asynchronous communication channels you can use, such as:
- SMS/WhatsApp messagesThis allows you to send interview reminders, job updates, and other important communications directly to candidates’ mobile phones so they can respond at their convenience.
- HR Chatbots: HR chatbots can be programmed to answer frequently asked questions and keep candidates updated at any time.
- One-way video interview toolThese asynchronous tools allow candidates to record their answers to pre-determined questions at their own convenience, and you can review submitted answers individually or collectively after multiple submissions have been received. Video interview tools integrated with ATSMake your healthcare recruiting team more efficient.
5. Uphold diversity, equity and inclusion
DEI is crucial in healthcare, and it doesn’t just improve workplace engagement and culture: DEI can have a positive impact on healthcare. Patient Outcomes and Innovation Achieving true representation within organizations remains a challenge in the United States, with Black, Latino and Native American Severely underrated To address disparities in the healthcare workforce, recruiters need to do more than just use job sites.
- Actively seek out underrepresented communities and build relationships with professional associations, community organizations, and educational institutions that serve as a pipeline for diverse talent.
- Rethink your hiring process through a DEI lens to reduce unconscious bias and other barriers that may prevent you from recruiting diverse candidates. This could include conducting blind resume reviews, standardizing interview questions, implementing a hiring scorecard, and providing comprehensive DEI training to all hiring managers and decision-makers.
- Celebrate the diversity of your workforce on your social channels to show candidates that your organization is inclusive. For example, Catholic Healthcare’s LinkedIn feed states: Ramadan, Lunar New Yearand Multicultural Employee Events.
The Future of Healthcare Recruiting
Hiring in the healthcare industry is more than just filling open positions. It’s also a commitment to finding the best talent to care for people. When recruiting in this field, remember to cast a wide net to find skilled candidates, leverage technology to streamline the vetting process, prioritize employee wellness and career growth, and put diversity and inclusion at the core of your recruiting strategy. Adopting a creative, multi-faceted approach will help you stay ahead of the curve and ensure a steady influx of skilled professionals into this critical field.
To learn more about how SmartRecruiters can help your healthcare organization recruit top talent, explore our recruiting platform or contact us for a demo.
This article, “5 Keys to Hiring in the Healthcare Industry,” first appeared on the SmartRecruiters blog.
