There are too few nurses, physicians, and other health support workers to fill open positions.
For at least the next 5 to 10 years, that scarcity will continue to outpace demand in North America.
Healthcare recruiters and staffing admins feel the pressure created by this shortage. These worries send them seeking workable solutions to solve the staffing crisis they face.
One tool that recruiters and admins have looked to for help has been social recruiting. Savvy recruiters have picked up on this trend by noting the success of salespeople using similar tactics.
What Is Social Selling and How Did It Inspire Social Recruiting?
Where did the notion of social recruiting start? Social selling seems to have inspired the trend. What is social selling? It’s when salespeople use social media channels—like LinkedIn, Facebook, and Twitter—to make connections with people and companies in their social networks. In theory at least, the goal is not to sell to your connections, but to offer oneself as a source of information and help. The indirect goal, of course, is to make a connection that will ultimately lead to a sale.
Social recruiting operates similarly but with key distinctions. Recruiters use social media to make connections with people in their social networks. The tactics are two-fold. On one hand, the goal is outreach, used to find candidates actively seeking or at least receptive to considering an open position. The other tactic is in-reach, the use of social networks as advertising channels. With tweets and posts, a recruiter or HR person can spread news far and wide about job openings in hopes good candidates will make contact.
Why Social Recruiting Fails to Solve the Healthcare Staffing Crisis?
The benefits of social recruiting are many.
- Strong and deep social networks lets recruiters connect with more people than ever.
- Social posts make referrals more likely, a top source of finding qualified hires.
- Social media platforms enable targeted recruiting efforts. For example, if you’re looking for nurses, you can place posts on sites and accounts that nurses frequent.
- These platforms provide a cost effective way to advertise postings, saving employers money.
If social recruiting offers these benefits, why do staffing problems still plague the healthcare industry? The answer is simple: social recruiting targets active job seekers, even though active seekers are a minority of the qualified employee pool.
LinkedIn’s 2015 Talent Trends report surveyed 20,000 professionals in 29 countries. The survey found that 70% of the global workforce is passive talent. In the U.S. the passive pool is 69% and in Canada the passive pool is 72%.
Another report from LinkedIn, Global Recruiting Trends 2016, reveals another problem. The report surveyed talent acquisition decision makers. When asked about their greatest obstacle to attracting top talent, 46% answered it was finding candidates in a high-demand talent pool. Healthcare can certainly be described as a high-demand talent pool.
If Social Recruiting Isn’t the Answer, What Is?
Another trend noted in the Global Recruiting Trends report was that 28% of recruiters are concerned with finding better ways to source passive candidates. We share that concern at Rekruti and we think we’ve found the answer.
Our platform combines the benefits of social recruiting and pairs them with predictive analytics. This tool expands the recruiter’s reach by exploring both the active and passive pool of possible talent in the healthcare industry. How do we do that?
- Rekruti uses predictive analytics 24/7/365 to find “ready for a change” candidates.
- Our platform focuses specifically on the healthcare industry.
- We monitor the U.S. healthcare workforce daily to find the needle in the hay stack.
- The platform helps recruiters find, nurture, and build relationships with candidates.
But don’t take our word for it. Let us show you. Sign up for our demo to see how Rekruti works.