We’ve talked before about the healthcare talent shortage. Shockwaves and rumblings hint at the coming crisis, but the full earthquake has not yet arrived. These stats suggest what’s coming:
- By 2020, the United States will face a shortfall of 193,000 nursing professionals according to Nursing Supply and Demand Through 2020, a 2015 report from Georgetown University Center on Education and the Workforce, McCourt School of Public Policy.
- Physician demand grows faster than supply and there is a projected total physician shortfall of between 61,700 and 94,700 physicians by 2025 according to the Association of American Medical Colleges (AAMC) 2016 Update, The Complexities of Physician Supply and Demand: Projections from 2014 to 2025.
- Immigration policy changes may also impact this shortage. The Migration Policy Institute reports that one-fifth of all health care workers are immigrants, including 27.9% doctors and surgeons, and 23.8% nurses and home health aides.
What Are You Doing Now To Prevent A Staffing Crisis?
Even before these projected shortfalls arrive, chances are high you’ve already experience problems finding and keeping healthcare talent. Healthcare recruiters and HR managers have turned to a number of popular tools and practices to populate their talent pools.
Social recruiting is a popular tool. Savvy recruiters use popular social media platforms (LinkedIn, Facebook, Twitter) to connect with recruits. For many recruiters, this approach has worked well. In truth, there are many benefits to this practice. If you nurture your connections, you can build a strong and deep network from which to pull new talent. These platforms also allow easier recruit targeting, such as posting to sites or accounts that nurses and clinical workers frequent.
Closely tied to social recruiting has been greater emphasis by recruiters on inbound recruiting. In theory at least, inbound tactics draw talented applicants to your organization. This often requires several members of your recruiting team dedicated to building up a following, constantly producing content and positive press, and long-term nurturing of contacts.
There are a few problems with these strategies. First, social recruiting is perhaps too popular. Recruiters all use the same social media platforms. This increases competition and means fewer job hunters being approached for a higher number of jobs. Second, inbound recruiting is time intensive. Recruiting teams pressed for time and resources rarely have the bandwidth it takes to create a truly effective inbound strategy. A third problem with these approaches is that they mainly attract only active job seekers. LinkedIn’s 2014 Talent Trends report found that only 12% of the workforce are active job seekers. Another 13% are casual job seekers. At best, these efforts attract only 25% of the talent pool. That means three-quarters of possible job seekers remain untouched by your efforts.
If Those Steps Aren’t Solving the Problem, Where Do You Turn Next?
In a perfect world, the ideal recruiting tool would:
- Help reach passive job seekers
- Use tactics most other recruiters are not using, giving you a competitive edge
- Automate the more routine tasks of talent sourcing
It was those things we kept in mind as we developed Rekruti.
Our tool helps recruiters reach passive job seekers by
- Using predictive analytics find “ready for a change” candidates—those candidates in the gray area between active and passive job hunters.
- We monitor the U.S. healthcare workforce every day to discover new and qualified candidates.
- The platform helps recruiters find, nurture, and build relationships with candidates.
Our tool improves outbound recruiting tactics via technology by
- Accessing multiple private and public sources to feed clinical staff profiles into the platform.
- Providing millions of aggregate profiles with a quick-view tag cloud presentation.
Rekruti automates routine talent sourcing tasks by
- Generating automated alerts based on tracking profiles set to your specific needs and candidate preferences (location, profession, skills and more) prompted by social media activity.
- Sending alerts that put you first in line to contact newly defined prime prospects.
The talent shortage is starting. Make sure you tackle it before it becomes a crisis. We invite you to take our tool for a test-drive. Sign up for the Rekruti demo to see how it works.