Recruiters have been sold on the power of inbound.
Inbound recruiting focuses on employer messaging and infrastructure to support that messaging.
A strong candidate page on your web site. A consistent and active social media presence on LinkedIn, Facebook, and Twitter. PR activities that boost your brand. These activities and more create a pervasive online, social media, and web presence, all needed to build a strong inbound recruiting program.
Inbound recruiting has been the top tactic for HR and recruiters for years. Inbound recruiting takes time and staff to create and then nurture messages and platforms.
For top companies—companies that get great press and often appear near the top of “best employer” lists—inbound tactics pay off in an abundance of top job candidates.
For smaller, less well-known companies, the payoff isn’t quite as good. Many healthcare recruiting and HR teams see serious flaws and lackluster results.
How Does Inbound Recruiting Fail the Healthcare Sector?
Inbound recruiting should be part of your plan, but it can’t be the primary focus. Why? There are serious flaws with this strategy, especially in healthcare.
Draws only active job seekers. Inbound recruiting relies on capturing attention. LinkedIn’s 2014 Talent Trends report reveals that only 12% of the workforce is actively seeking a new job. Another 13% are casually looking for a new job. At best, your inbound efforts are targeting only 25% of the workforce. This leaves 75% of the potential talent pool untouched by your efforts.
Requires flawless execution. Inbound strategies are time intensive. You must have a team dedicated to creating and posting regular content, babysitting social media platforms, and then nurturing potential candidates through the hiring process. If your team becomes too busy with other necessary work, then your inbound strategy quickly loses steam.
Works poorly in a tight job market. An inbound strategy works best if you work in a field with an abundance of job seekers. If you work in healthcare, you know the healthcare staffing crisis is real. There aren’t enough applicants to fill open positions. A Becker’s Hospital Review article states that as many as 50% of open healthcare positions go unfilled. In a hiring environment like this, inbound tactics are hit or miss.
Attracts many unqualified applicants. Another drawback of an inbound strategy is that it often attracts unqualified applicants. Even targeted social media efforts attract job seekers that don’t fit your ideal candidate profile. In addition to the time spent to create and nurture inbound tactics, your team also spends time wading through piles of resumes hoping to find a handful of candidates that can move forward in the hiring process.
Recruiters Pivot to Outbound Recruiting Powered by Technology
Recruiters mired in time intensive work on inbound strategies are finally seeing the light. They realize their lackluster results are not worth the effort and are focusing once again on outbound efforts.
However, outbound recruiting also has drawbacks. Like inbound, it’s time intensive. Outbound efforts often include direct contact with people found through networking. Some recruiters stalk meet-and-greet sessions or college career days looking for qualified candidates. Like inbound, outbound efforts often attract only active candidates, again leaving much of the talent pool untouched.
If both approaches have drawbacks, what’s the answer? Rekruti recognizes this dilemma and believes technology is the answer to a better outbound strategy.
Rekruti Empowers Your New Outbound Strategy
Focused only on healthcare, Rekruti uses predictive analytics, business intelligence, and North American trend monitoring. With that technology, this tool taps into a much larger part of the overall healthcare talent pool. How? With the following features:
Uses exclusive “ready-for-a-change” index. There’s a gray area between being an active vs. passive candidate. Rekruti tracks candidate social activity looking for clues on candidates “ready-for-a-change” who are poised to move from being passive job seekers to active job seekers. With this tool, you’ll find candidates open to job offers long before your competitors do.
Powers searches specifically for healthcare. The Rekruti search engine allows you to pinpoint your perfect candidate. Search by skill, “ready-for-a-change” index, location, current employer, past employer, and more.
Derives predictive analytics and business intelligence from 1.5 million healthcare providers. Rekruti infers specialties and skillsets based on previous and current employers. It also measures sentiment from your own workforce and compares it to national averages.
Accesses public and private data sources. Many private and public resources feed data into our platform, constantly updating clinical staff profiles.
Creates automated profile alerts. Do you already know the skills, location, and common titles of the candidates you look for? Rekruti lets you create alerts based on your specific needs and candidate profiles.
Don’t take our word for it. Try it for yourself. Sign up for our demo to see firsthand how Rekruti works.