Artificial intelligence. Predictive analytics. Machine learning.
If you’re in healthcare recruiting or HR, get used to those words.
Why? This tech, which has disrupted so many other business functions, now takes aim at HR.
For HR and recruiters, this disruption will be a good thing. Technology can automate routine tasks of their jobs. That will free up their time to focus on more critical functions of their jobs instead.
How is technology disrupting healthcare talent recruiting—in a good way?
Helps recruiters find qualified passive candidates. As a recruiter, you can’t predict when a passive candidate is open for a job change. At best, you’d only be guessing. What if you had a tool to track when a passive candidate was ready for a career change? That would give you a serious edge over your competition. That edge is crucial, especially in high-stakes game of healthcare recruiting. Rekruti tracks those signals with predictive analytics, business intelligence, and trend monitoring. With that data, Rekruti rates candidates using the “ready-for-a-change” index. Your team no longer has to perform time-consuming manual searches. Your team can create automated alerts when qualified passive candidates send these signals. This puts your team first in line to approach these receptive candidates.
Delivers smarter candidate engagement tools. Making a job offer may be the easiest part of your job. Today, candidate engagement is an activity that takes place before, during, and after the job offer. Smart recruiters engage with candidates and nurture relationships. Why? So they can keep their talent pipeline filled and prevent a staffing crisis. This requires an active approach to reach and then track potential candidates. Recruiters use candidate relationship management (CRM). Rekruti incorporates CRM functions. You can use the CRM to build rich connections with candidates. You can nurture existing inbound sources and support your outbound recruitment platform. You and your team can share notes, comment threads, and other candidate info. This centralizes all candidate information, for more efficient teamwork and greater manager insight. Additionally, Rekruti measures workforce sentiment within your own organization. It compares your workforce data to a national or regional average. With that information, you can gauge your standing among peer competitors.
Automates sourcing functions. The Society for Human Resource Management defines sourcing this way: “Sourcing is the proactive searching for qualified job candidates for current or planned open positions; it is not the reactive function of reviewing resumes and applications sent to the company in response to a job posting or pre-screening candidates. The goal of sourcing is to collect relevant data about qualified candidates, such as names, titles and job responsibilities.” Collect relevant data—that’s the essential piece of the definition. Rekruti accesses many private and public data sources. This information feeds and updates our platform of clinical staff profiles. Our tool also processes dormant résumés you have on hand. The tool updates these resumes using social media cross referencing. This feature uncovers a tremendous hidden asset within your organization. Rekruti also monitors the North American healthcare workforce every day. This tracking reveals national trends that your team should be aware of.
The teams smart enough to put these tools to work for their organizations will come out ahead. This is crucial as you compete in the high-stakes healthcare talent recruiting wars. How are you using technology to make your job easier? Explore a tool that uncovers passive candidates qualified for your healthcare job openings. Sign up for our demo and try Rekruti today.