Recruiters’ jobs are evolving, especially in competitive fields like healthcare. As you incorporate more elements of marketing into your quest to attract and hire quality talent, you want to be sure you have the right tools. That’s why it’s important to understand the differences between recruitment marketing software and an applicant tracking system.
If you work for a healthcare organization, you’re no stranger to emergencies, including those in the human resources department. You have firsthand experience trying to fill open positions for nurses, physicians, and more, while your pool of qualified talent seems to be shrinking. Luckily, the HealthcareSource® ER can help you with recruitment marketing.
I have some great news to share: HealthcareSource has completed its acquisition of Centricity™ Contingent Staffing from GE Healthcare. This is the third time this vital suite of contingent staffing solutions has been acquired, underlining the tremendous value and importance they offer to the healthcare staffing industry.
The healthcare recruiting game is changing. It’s no longer about just meeting your most immediate needs — it’s about building a pipeline of qualified candidates so you can find the right talent at the right time to fill your open positions. This takes planning and a new approach that incorporates recruitment marketing.
In the spirit of Healthcare HR Week, here are five actionable tips from The Recruiter Academy Certified Recruiter (RACR) Program for healthcare recruiters to become more effective and advance their healthcare recruitment careers.
Imagine you’re a recruitment team of one at a rural community hospital with 350 employees. On your own, you’re managing 64 hard-to-fill open reqs. You’ve tripled your ad spend for job postings. You’ve attended every local job fair. You’ve implemented new technology platforms. You’ve promoted your employee referral program like crazy. Yet despite all of your efforts, you’re still not getting the results you need. Instead of starting a new initiative from the ground up, could there be a hidden opportunity using existing resources? There may be. If your marketing team produces patient stories, you can leverage their efforts as a recruitment tool.
Healthcare organizations rely on the skills and dedication of their healthcare recruiters to source and acquire their talented pools of clinicians to deliver patient-centered care. While doctors, nurses, and medical assistants are, of course, crucial to the successful operation of any healthcare organization, professional staff, including receptionists, practice managers, administrators, coders, environmental services staff, and more comprise a Patient-Centered Workforce™ — a workforce of highly-engaged people and teams who always endeavor to provide high-quality patient-centered care.
As healthcare recruiters and talent acquisition practitioners, we have little time to waste as we are sprinting through our day, wondering which task to tackle next. We often fall into the trap of feeling that the busier we are, the faster we have to move, believing we don’t have a minute to spare to plan our day. But quite the opposite is true: Taking ten minutes to plan and prioritize our day before we begin it, saves us hours of wasted time.
By making an effort to not just stay up-to-date on key sourcing trends, but to stay ahead of them sets healthcare recruitment practitioners up for success.
The art of elite recruitment today is dramatically different than yesteryear. Recently, I came across a LinkedIn infographic called The Modern Recruiter: Part Artist, Part Scientist that outlines, with a fun visual, what it takes to be a great recruiter in today’s world, with today’s challenges. So what exactly is a “modern” recruiter?