recruitment benchmark dataThe talent acquisition industry is currently in the throes of transformation — especially in the healthcare space. Healthcare recruitment practitioners who forget the mistakes of the past are doomed to repeat them, as evidenced by the number of professionals who fail to evolve their tactics and strategies appropriately to keep up with current sourcing trends.

Making an effort not just to learn about but to actually understand some of the key sourcing trends is one of the best ways for healthcare recruiters around the country to stay ahead of the curve and at the top of their game.

The following seven sourcing trends are transforming the world of healthcare recruitment, from the way recruiters are connecting with candidates to the way quality candidates are identified.

1. Marketing Automation Software

Marketing automation software has recently emerged as a new way for recruiters to connect with candidates at set intervals through a campaign intended to nurture this relationship. For example, you can send out automatic, targeted, job descriptions on a specific date and have them run on a four-week consecutive basis. Given that it can take three to five emails for a candidate to open a job, automatic, targeted job emails can be an invaluable tool to close this gap.

2. Recruitment Analytics

The vast majority of recruiters today place far too much emphasis on their internal performance with little-to-no weight given to external benchmarks. While things are slowly changing with the advent of national healthcare recruitment industry benchmarking, those who fail to embrace this trend will only find themselves farther and farther away from their ultimate goal than they were when they started.

Over the years, Lean Human Capital by HealthcareSource has kept track of recruitment data from hundreds of healthcare organizations to determine national benchmarking standards for talent acquisition departments. This type of recruitment benchmarking can let a healthcare recruitment department know how they are performing against key recruiting KPI’s and benchmarks.

3. Dedicated Sourcing & Recruitment Marketing Teams

One of the largest costs to healthcare organizations comes down to both agency costs and recruitment marketing. To save costs, many healthcare organizations are creating their own stand-alone in-house sourcing and in-house recruitment marketing teams. Not only does this allow an organization to take greater control over finding candidates who are the best fit for their own unique needs, it also allows them to streamline the recruitment funnel for optimal engagement and performance at the same time.

4. The Power of Glassdoor

According to a study conducted by Adweek, 81% of modern consumers search for reviews before purchasing a particular product or service. In many ways, job seekers are no different and the number one place that job seekers look for reviews on a potential employer is Glassdoor. Those healthcare recruiters that continue to ignore their low Glassdoor ratings will find themselves less successful in recruiting high-value talent. This underlines the need of making proper reputation and employment branding a top priority.

5. Shorter, Mobile Job Applications

Thanks to the digital revolution, there is no longer a place for lengthy applications in healthcare recruitment — especially in terms of attracting the type of high-quality candidates that organizations need to thrive. According to TheHiringSite, a full 70% of all candidates’ first choice for a method of applying for jobs are mobile devices like smartphones and tablets. If a healthcare organization’s career site and job postings are not mobile-friendly, this runs the risk of turning away a majority of the candidates who prefer to apply via these means.

6. Talent Community Management

Make no mistake: talent communities are fervent followers of your recruitment brand. They follow your talent brand through your career pages and social media channels. Promoting job postings is part of the branding process, but it should be secondary to sharing compelling content. As a result, your followers will feel like they are being “spammed” if you’re always filling their newsfeed with job postings links. Get creative by sharing content with images or video that highlights industry and organizational news, employee recognition and awards, and community service and volunteer initiatives.

7. Search Engine Optimization (SEO)

Search engine optimization is a methodology that helps guarantee a particular website (in this case, job board listings) ranks highly in relevant search results on sites like Google through the use of a number of distinct techniques. Paid SEO, for example, allows organizations to place strategic ads that target relevant keywords on search engines so that their own job listings are always visible when candidates search for jobs. Organic SEO, on the other hand, involves optimizing their job descriptions for relevant keywords, formatting, and mobile-friendliness to accomplish mostly the same result at no cost.

There are many traditional SEO techniques that organizations are using to increase visibility and penetration during the recruitment process. For example:

  • Making sure that their website is indexed by all the key search engines like Google, Bing, Yahoo, etc.
  • Updating their website with fresh, high-quality content on a regular basis — this helps increase traffic, which in turn translates to higher organic rankings in search results
  • Linking organically to other websites with similar content and topic areas
  • Earning “linkbacks,” which are when similar sites link back to an organization’s website
  • Optimizing pages for proper keyword placement, keyword density, and other factors

These are just a few of the many sourcing trends that are revolutionizing the world of healthcare recruiting from the ground up. Many recruiters who are still stuck in the “tried but true” techniques of yesteryear are potentially overlooking valuable ways to streamline their process through things like marketing automation software, or even to attract a larger pool of high-quality talent through things like search engine optimization and talent community management.

By not only making an effort to stay up-to-date on these sourcing trends but to stay ahead of them puts healthcare organizations in the best possible position for long-term success.

Hear more when I present at the NAHCR 2017 IMAGE Conference with Karen Antrim, Consultant, Lean Human Capital by HealthecareSource, in our session, “Eight Sourcing Trends to Transform Healthcare Recruitment.”

Get a sneak peek at other topics from HealthcareSource at the NAHCR 2017 IMAGE Conference: 

Are you interested in learning more about how to adapt to these sourcing trends and optimize your healthcare recruitment strategies?

Download this white paper to discover how your organization can embark on a healthcare recruitment transformation journey and go from good to elite. 

Recruiting Sourcing Trends in Healthcare


About Steven Mostyn

Steven Mostyn, MBA is one of the recognized leading experts, and innovators in sourcing. Steve is a bestselling author, and has been a featured writer and speaker on the topics of recruitment and sourcing. Steve’s work has appeared in ERE Media, Lean Human Capital, Recruiting Headlines, and in other media. Steven currently works for Adventist Health System where he manages a high-performance team of 20 sourcing specialists.