With the advent of so much technology to help the recruitment process, it’s no wonder hospitals and healthcare organizations are turning to apps to acquire top talent. The shift for HR continues to spend a larger amount of time on talent management and candidate engagement has helped technology grow. Outsourcing some of the more mundane of the recruitment tasks can give recruiters more time to spend with candidates, evaluate skills and verify credentials, and orient and onboard new hires. Technology is providing the time to manage more than just interview scheduling. From niche recruiting sites to interactive VR tours, hospital recruiters are using a wealth of tools to enhance the recruitment and candidate experience.
Large job boards have paved the way for specialty boards, catering to the healthcare industry and its specific needs. It’s important to cast a wide net when recruiting to find the best talent you can afford. A recent study revealed 85% of millennials are willing relocate for a job, so it makes sense to go nationwide. But rather than post an opening on a monster-sized board and hope someone in your industry happens upon it, specialty job boards, specific to healthcare, promise a talent pool that’s more selective and specific to your needs.
Talent management applications are speeding the hiring process, providing recruiters with the opportunity to screen through resumes faster and get to the important work – interviewing and placement. Some software and applications even allow candidates to choose their interview times from online schedules: – no more phone tag just trying to plan on meeting.
You may not consider your website a recruitment tool, but it is. Virtually all applicants will look at your online presence, including website and social media, most likely before they hit the apply button. Assuring that your site is user-friendly and portrays the brand you want to represent is critical.
Virtual and interactive tours are becoming more popular in healthcare. The ability to show a potential candidate what your facility looks like in real life is a strong recruitment tool. Applicants are looking to do more than find the right job; they want the right organization as well. Online department or facility-wide tours can help entice top talent to your openings.
More and more talent is looking to social media to find work, so it’s natural for healthcare to follow the trend. Some institutions are creating career pages, or pages that highlight their community service. Short videos can be used for tours or to showcase employee achievements. Tips on applying and interviewing can be included, as well as what’s new at your institution. That accessibility creates a sense of welcome for potential hires, steering them to your openings today and in the future.
Verification software helps recruiters sift through qualifications and track and verify licenses, certificates and other required documentation. Wherever there is a need to verify, a new application seems to be popping up to meet demand and save recruiters time. In the future, blockchain could be used to verify degrees and credentialing directly; we’ll see what tomorrow holds.
Once you’ve hired, the challenge is to retain in those early months: some statistics report 31% of new hires quit within the first 45 days – almost 20% in the first week. A good onboarding process can lower that turnover. It can help the new hires find their place, make connections, and resolve any concerns or questions they have. But the time it can take to properly onboard can be daunting. Software and applications can help. They allow hiring managers to enter tasks and dates to make sure they’re keeping current on how the newest member of the team is adapting.
A highly effective recruitment tool is the potential to learn and grow. For 60% of millennials, the opportunity to learn and grow on the job is extremely important. Institutions that offer the chance to grow could realize a larger talent pool, but managing learning can be a challenge. Many are turning to learning management applications that curate and administer training for staff. The ability to outsource learning management has proven to be a significant time-saver.
The personal touch will never be obsolete in recruitment; people will always need to connect one-on-one when hiring. The wealth of tools and technology now available to recruiters makes it easier to spend more time doing the important work – interviewing.