Old-school recruiting tactics might not be enough to fill your positions, especially on a timeline that works for your organization. That’s why healthcare recruiters are evolving their responsibilities to include components of marketing. This is known as recruitment marketing. When you think like a marketer, your tactics are brand-led and candidate-focused. Instead of focusing on promoting job openings, recruiters need to promote the entire brand, including the organization’s reputation in the community and beyond, and its values and culture. Here’s are three ways to begin thinking and acting like a marketer.
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.
Mental and behavioral health conditions are strongly related to many risk behaviors for chronic diseases and substance abuse, as well as to the occurrence, treatment, and course of chronic diseases like asthma, cancer, cardiovascular disease, diabetes, and obesity. According to the World Health Organization (WHO), more than 300 million people live with depression and stated that the “lack of support for people with mental disorders, coupled with a fear of stigma, that prevent many from accessing the treatment they need to live healthy, productive lives.” And to make matters worse, the supply of trained psychiatrists can’t keep up with demand.
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.
An otherwise qualified applicant has typos on their resume. What’s a healthcare recruiter to do, especially in the highly competitive war for healthcare talent?