Social media has proven an elusive tool for many healthcare recruiters. But before you go blasting out your open reqs on Twitter, Facebook, LinkedIn, and more, check out these social media tips.
Are you singing the healthcare recruiting blues or topping the charts with the work you’re doing? Take our quiz to find out your healthcare recruiting theme song and get some expert advice for being a recruiting rock star.
From employer branding to talent pipelining, try some of these emerging healthcare recruitment trends to build a quality workforce for your organization in 2018.
We count down our top posts of the year to give you the advice and resources you need to start to 2018 off right – we’re sure you’ll notice some trends emerging just like we did!
If you’re hiring for healthcare jobs today, you’re likely overburdened with too many positions to fill and not enough talent in the marketplace. Using a niche job board just for the healthcare industry could be the answer.
Attracting millennial healthcare talent to your organization requires you to restructure your recruiting strategies to align with candidates’ needs. Learn how to do it with these 3 tips.
When we’re pressed for time, it’s tempting to cut and paste sections from a job description when writing healthcare job postings. Resist that temptation — job descriptions and job postings are not one in the same! Job postings are a key recruitment marketing tactic. Here are five tips for writing better healthcare job postings, beyond the job description.
Until recently, most online recruiting strategies could be described as “post and pray,” place duration-based job ads on various job boards and hope that you get enough applications to make a hire before time runs out. This is a gambling game where recruiters hope to get enough applications to fill their pipeline to make a hire. But do you have to gamble? Pay-per-application came along in 2014 to help recruiters ensure they were paying for results. Pay-per-application sites, like Job2Careers, let you post jobs for free, and pay only when an applicant submits a resume.
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.