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?
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.
When you look at the top people in a given industry, you’ll find that many of them once worked for the same leader. Research into the practices of these “superbosses” uncovered similarities in their talent management strategies. Here are four habits of superbosses that healthcare leaders can adopt to improve their own ability to recruit and retain the best of the best.
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?
Recruiters have the most important role in the organization. And that is by no means an overstatement. The vast majority of CEOs we work with cite people as their top strategic initiative — putting the best people in the right roles. And, recruiters are responsible for making that happen.
Providing great patient care is crucial to the success of your healthcare organization. However, everyone is competing in the same limited talent pool in order to provide consistent quality care to their patients.