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Healthcare Recruiters Are Seeing Beyond the Curve

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STORY HIGHLIGHTS

  • Healthcare recruiters are using this time to adapt to our new working environment and taking steps to improve upon current processes
  • Breakthrough research is transforming data into actionable insights
  • The time is now for recruiters to get ahead of the game and look ahead of the curve to prepare for a whole new world of recruitment

Normally, the healthcare industry is active and fast-paced, with little time to stop and switch gears. But for some healthcare recruiters and organizations, the pandemic has dramatically altered their day-to-day responsibilities. While some recruiters were able to quickly adjust to meet the influx of demand, others were up against new challenges: furloughed workers and hiring freezes.

Even if your healthcare system has been forced to furlough workers or place a hiring freeze, that doesn’t mean a recruiter’s job must come to a halt. Times like these present a unique opportunity for healthcare recruiters to focus on adding value and making an even greater impact.

If you’re wondering how to keep business moving, take these steps to put your best foot forward when recruitment picks up again.

1. Reevaluate Recruitment and Hiring Processes

  • Think like a candidate and reimagine the candidate experience. Have you ever lost a great candidate due to a lengthy or intimidating process? If so, consider removing this step for a swifter, smoother recruiting experience.
  • Adapt to the new digitally-driven landscape by creating virtual hiring experiences. Think ahead of the curve to forecast how current events could impact the recruitment process and completely transform the hiring experience. Since the pandemic, 86% of organizations have reported conducting online interviews and utilizing new technology to onboard employees. This new method has inspired healthcare recruiters to consider incorporating these new processes into their recruitment strategy once things return to normal.
  • Review, revise and refresh job ads and descriptions. Take them to the next level by updating to make them more engaging, or condensing to get straight to the point. Now is also a great time to refine your messaging and confirm that it aligns well with the organization’s values and resonates with candidates.
  • Pinpoint the most efficient sourcing tactics that build your talent pipeline. Reflect back on successful sourcing strategies and when you’re ready to start hiring, you can revisit these methods in the future.
  • Analyze your performance. Put performance data to good use by turning valuable information into actionable insights. If you aren’t collecting performance data on your hires now is a good time to start, so you can effectively measure their retention rate and your return on investment (ROI).

2. Enhance Talent Acquisition Capabilities

  • Take a moment to think about additional opportunities your talent acquisition team can utilize to maximize potential. Start by looking through your applicant tracking system (ATS) for ways to improve its use and the data it provides. Is there anything you’ve discovered about your recruitment and hiring needs that can be used to improve your hiring strategy for the future?

3. Lead Through Disruption

  • Stay sharp and productive. Keep the momentum going by continuing to interview candidates for strategic roles that need to be filled in the future. Get ahead of the game by using talent mapping to identify a pool of qualified candidates who will be ready when it’s time to make a hire.
  • Perfect talent spotting. Recognize top talent to attract when the time comes and develop communication tailored specifically for them. At the peak of the pandemic, 42 percent of organizations have already frozen or reduced hiring, which has freed up top clinical talent from other healthcare systems that recruiters can also attract.
  • Engage in succession planning. Use your downtime to study your existing candidate population and talent-based hiring assessments to identify opportunities for succession planning. Healthcare recruiters can’t predict the future, but they can plan for it. A solid succession plan ensures that critical roles in a healthcare organization can be filled quickly and efficiently.
  • The future depends on what you do today. Once the hiring freeze melts away, will you be ready to grow the talent pipeline and fill the position? If not, start using this time to identify potential needs and strategies that can improve the recruiting experience for the future.
Our work environments are different and the way we work is changing, but recruiters are still hard at work and adapting to our new way of life. Talent acquisition teams are sharpening their skills, researching to maximize potential and uncovering powerful data that can enhance the hiring process once things return to normal. During this unprecedented time, little is known of what the future holds for the healthcare recruiting industry, but looking beyond the curve empowers healthcare recruiters to face the unknown.

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