There is a great demand for employees in the healthcare industry. Whether it is specialists, caretakers, or other related medical staff, they face several challenges regarding job stability, remuneration, and the risks associated with the job; recruiting them poses more difficulty with the increase in such challenges.
In the US, almost 94,000 healthcare jobs have been lost since February 2020, and a shortfall of 3.2 million workers is predicted by 2026. But telehealth and healthcare apps are on the rise, creating several new opportunities for professionals in this field.
Recruitment Strategies for the Healthcare Industry
Let’s now study several beneficial recruitment strategies for the healthcare industry:
Table of Contents
1. Utilize Technology
As mentioned, learning the latest technology is essential for advancement in any field, not just healthcare. There are many new technology trends associated with healthcare. Several recruitment apps facilitate communication and allow you to track a candidate’s progress in their hiring journey.
AI tools, used with discretion, can help filter candidates. Before making any firm decision, ensure you know how the volume of applications is sourced and screened.
And who can forget social media, a fantastic advent of modern times? Through social media, one can send out notices about mass hiring drives, notify candidates accordingly, and communicate with the younger demographic in a familiar way.
2. Strong Employee Value Proposition (EVP)
These are the benefits that employees receive for their hard work and dedication. Confirm that potential candidates know the opportunities for empowerment, growth, and advancement in your organization. Communicate the diversity of your organization and how accomplishments are awarded.
Perhaps there are innate qualities of your organization that you wouldn’t know how to articulate. Ask your current employees for feedback on what they like about your organization. Keep in constant touch with these employees, and communicate the same to the new hires.
3. Strong Networks
Stay up-to-date with the industry’s people. Attend industry-specific events like seminars and conferences to learn the latest trends.
Collaborate with universities and training institutes to create a pool of potential candidates with whom you can communicate about recruitment.
Employee referral programs are another great way to acquire new employees. Furthermore, referral bonuses incentivize current employees to amass more of their acquaintances at a place they can trust.
4. Specificity in Messages
Take care of how you project your organization to potential candidates. Demonstrating that you promote diversity in your workplace can go a long way. Highlight your reward system for achievers. Try to identify the persona your potential hires are adopting so that you can communicate the right message to them.
Communication is vital when you consider the candidate’s priorities. With this, retention is also easy.
5. Training and Development
Learning is a never-ending process for continuous growth. For organizations to stay relevant, they must know the latest technologies in healthcare. Highlight your organization’s training and development opportunities so potential candidates who want to learn and upgrade their knowledge would be interested in working for you.
Moreover, training and development are necessary for existing employees, too. Therefore, new hires can communicate with existing employees and form connections to help them grow. They can learn about the organization personally and be in sync with their co-workers. Having hands-on experiences will also help them in the actual work rapport.
6. Priority for Internal Hiring
Existing talents will surely benefit your organization. Employees feel rewarded for their loyalty and will be dedicated to their work. By giving them priority while hiring, you instill confidence in your organization. Onboarding, training, and development costs can also be significantly reduced.
Internal hiring will also solidify employees’ expectations of growth in the organization. They might refer their acquaintances and establish the benefits of working for the organization.
7. Marketing
Healthcare organizations should establish them on all channels – online job boards, academic institutions, social media – and the like. Since the healthcare workforce requires extensive training, these organizations must build a steady relationship with future candidates.
Organizations can even build academies, provide internships, or offer volunteering opportunities to attract more delighted candidates and achieve retention.
8. Efficient Hiring Process
Make sure that your hiring process is smooth. Health is something that everyone needs. Potential candidates may have been previous patients or might be in the future. Make sure that you treat potential candidates like you treat your customers. Make them feel valued.
Communicate about job expectations, roles, responsibilities, remuneration, and EVP. Be as accurate as possible, and don’t just paint a pretty picture to attract applicants.
Create an onboarding survey for existing employees so that you can refine your hiring process if necessary. Understand each candidate and where they are coming from. Continue to improve your process.
Conclusion
There is a shortage of recruits yet a high demand in healthcare. With all the changes around us, it is challenging for more people to join this workforce. Healthcare organizations must empathize with potential candidates and ensure they are heard, valued, understood, and cared for. Their commitment to serve should be recognized and rewarded accordingly. Adopting these recruitment strategies for the healthcare industry will result in better growth for humanity.
