Each year Lean Human Capital by HealthcareSource compiles healthcare recruitment data from thousands of hospitals including post-acute facilities to deliver the latest industry benchmarks. Here, we’ll look through some of the top challenges and recommended solutions gleaned by the expert consultants at Lean Human Capital included within our “2019 Report: The State of Healthcare Recruiting.”

#1 Broaden Your Retention Efforts to Reduce Turnover

According to our research, annual turnover rose to 17.5 percent this year. With this increasing percentage in mind, our consultants offered their advice on how to combat churn at your organization. Look toward broadening your retention efforts to span your employees’ first three years, rather than just year one.

#2 Improve Candidate Experience to Engage Higher Quality Talent

While the applications-to-hire ratio remained stable in 2019 — at 20 to 1 — a new behavior emerged amongst candidates creating a new challenge for employers. More candidates seem to be leaving prospective employers hanging with no updates or response, even after seeming engaged and interested in the role. This is due to the highly competitive job market — a disappearing candidate most likely followed another job offer. As such, focusing more of your efforts on a seamless and attentive candidate experience can help your organization hold on to candidates longer.

#3 Focus on Sourcing to Fill Vacant Roles Faster

Long vacancies are still a major problem in 2019, across the board. However, our benchmarks revealed that for positions that take more than 60 days to fill, recruiting operations that employ sourcers had a median time-to-fill that was two weeks shorter than those without sourcers. It’s about time for healthcare organizations to believe in the cost-efficiencies they can realize through effective sourcing. Filling vacant roles faster can save your organization money, but it will also heighten your overall quality of care.

#4 Lighten Hiring Managers’ and Recruiters’ Workloads

High-functioning recruitment operations streamline their hiring managers’ and recruiters’ workload so that their overall processes are less overwhelming. For instance, using technology to empower candidates to schedule their own interviews takes the burden off hiring managers to schedule interviews. What’s more, for recruiters, our study found that the top performing organizations had their recruiters carry nine fewer requisitions than the median organization. When recruiters and hiring managers have a bit less on their plates, they can function more effectively.

#5 Test Different Hiring Methods to Entice Candidates

When it comes to roles in the housekeeping and food service within healthcare, we’re seeing a lot more competition coming in from quick-service restaurant chains and hospitality giants. As such, healthcare organizations need to act fast to beat the competition. One way to do this is to try on-the-spot offers for these roles. Overall, organizations should also look to broaden their compensation pitches. Top healthcare talent is looking for an employer that will give them the best possible package, it might be time to beef up yours to overcome the competition.

Download the full report, “2019 Report: The State of Healthcare Recruiting,” for more data and insights from Lean Human Capital by HealthcareSource.

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Diana Bishop

About Diana Bishop

Diana Bishop is the Content Marketing Manager at HealthcareSource. In her role, she develops and optimizes content for healthcare talent management professionals. She has been writing and developing marketing strategies for the B2B tech space for much of her career. Before getting into content, she attended Keene State College in New Hampshire where she studied English literature and creative writing. Besides writing, Diana loves art and graphic design and tries to make time for these hobbies in her free time.