It’s gotten harder to be a healthcare recruiter or HR manager.
The nursing shortage is being felt everywhere. In hospitals, private practices, nursing homes, and urgent care clinics, recruiting teams struggle to find qualified workers.
A growing number of health facilities battle over the same pool of people.
With too few candidates to choose from, competition becomes fierce.
Sometimes you’re forced to hire less qualified applicants because that’s all you have available.
With a talent pool this tight, how do you find qualified healthcare candidates before your competitors do?
Go where others aren’t. As a recruiter or HR manager, you probably have go-to sources when looking for talent. These might include your favorite social media platform or job board. Unfortunately, your competition uses the same sources. Solution: Use tools that look beyond common social media sites or glean business intelligence from those sites for you. Through the power of digital tech, you’ll effortlessly
Tap the passive talent pool. Various sources say the passive talent pool is anywhere from 70% to 88% of the working population. A report from LinkedIn, Global Recruiting Trends 2016, reveals that 28% of recruiters are concerned with finding better ways to source passive candidates. That’s a reasonable fear since that’s a huge chunk of the workforce to overlook. Solution: Follow HR thought leaders and solution providers making gains in ways to connect with these casual job hunters.
Make smarter use of technology. Marketing, R&D, shipping—these business functions were early adopters of data analytics and business intelligence. All use big data to do their jobs better. HR has been slow to catch on, but is now gaining traction. Solution: Smart HR and recruiting teams now understand that data analytics can be applied to candidate tracking and outreach. These teams will discover how to use data to transform their business practices.
Explore the gray area between active and passive job seekers. There’s no hard line between the active and passive job seeker. Think about your own career moves. Did you suddenly decide one day to start a job hunt? Most people don’t. You gradually shift from passive to active as your job and life situation changes, or when policy or personnel changes happen at work. For most people, many factors play a role in deciding to find a new job. Solution: Rekruti automatically searches social media cues that indicate a person may be ready for a job change. You receive alerts when a candidate is on the verge of switching from a passive to active job seeker. This makes it easier for recruiters to reach talent first when they are most receptive to a job change.
Use automation whenever possible. Automation is used for tasks that computers and apps can simply do better or faster than humans. For example, Rekruti accesses millions of healthcare talent profiles. It monitors and tracks the North American healthcare workforce. Users can create alerts when new candidates are found that match your hiring profile. Solution: If you find yourself doing a lot of manual searching on social platforms like LinkedIn or Facebook, find a tool that does those searches for you. This frees up your time to stay focused on HR and recruiting functions that require the human touch.
You’ve explored inbound vs. outbound recruiting. You’ve built a presence on social media platforms. You know the ins and outs of every job board available.
Yet, all that knowledge fails to fill your talent pipeline. Explore a tool that can help you find qualified healthcare talent before your competitors do. Sign up for our demo and try Rekruti today.