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9 Tips For Recruiting in the Healthcare Field


Posted by Insightlink on 05/17/21

Finding a job can be stressful, but looking for employees can cause just as much anxiety. There is pressure on the recruiter to find the right candidate with the qualifications for the job and fits in with the rest of the current staff.

The healthcare field has different challenges than other industries as many of the applicants are well qualified with degrees and certifications. Knowing what your company needs and understanding the realities of the jobs are essential for finding the right candidate.

healthcare recruiting

Photo by National Cancer Institute on Unsplash

Here are 9 tips for recruiting in the healthcare field:

Job Sites:


The common place to post a job is usually job websites that are well known to all job seekers. While the job market is vast, the healthcare field is a niche within that market, and applicants may be looking elsewhere to find work. There are job sites that cater to healthcare recruiters and offer different filters for applications.

For a large company, an independent application platform may be necessary, but an external platform is a perfect asset for many small businesses. These targeted websites are often advertised in medical schools and certificate programs for students to find work after they graduate.

Update Your Website:


The first thing a candidate does is an online search of your business as their potential employer. They want to verify the information listed on the job posting and get insight into the employees' daily work life. You can save yourself time by including much of this information on your website under the careers tab.

The information can be as simple as photos showing what the workplace looks like to testimonials from current or former employees, demonstrating how the future employees might fit in.

Soft Skills:


Looking for candidates in the healthcare field can be difficult on paper when everyone has the same or similar qualifications. This is where soft skills become the biggest difference in candidates. People skills and abilities to multitask are essential in a lab tech or nursing position as they have many responsibilities at the same time.

Use interview questions to assess your candidate's soft skills and determine if they would be an excellent addition to your workforce.

Skills Gap:


On a job posting, there can be many discrepancies between what a candidate thinks is required for a role and what an employer does. These gaps can create issues when looking for candidates with a certain level of experience but who offer a lower wage or fewer benefits.

With an imbalance between the benefits and qualifications, you may see a gap in applications. Some will be overqualified for the position and ask for more money, while others will accept the posted rate but have fewer qualifications from your list.

On-the-Job Training:


You can entice candidates with on-the-job training that extends beyond their onboarding process. Healthcare is constantly adapting to new research, and it is vital that your employees stay current. There is a steep learning curve in many positions within healthcare. Continuous training will assist your employees and keep them afloat in an ever-changing environment.

Benefits:


Benefits can vary dramatically depending on the company, and it is essential to offer competitive benefits to reduce the turnover rates. Healthcare can be stressful, and the benefits are there to make the job better for the employees. A coffee machine in the breakroom isn't enough to offset the sacrifices of an 80-hour workweek and weekends on the job.

Go the extra mile and provide your employees with resources and unique perks to make their lives outside of work happy and healthy. Examples include gym memberships, mental health care, weekend retreats, etc.

Workload Balance:

Companies can often find themselves in a bind when someone quits unexpectedly, and others have to cover their responsibilities. If only temporary, this isn't a significant issue, but when higher-level managers choose not to replace that person and require the other employees to cover without further compensation, it can create a downward spiral.

Overworked employees have a higher tendency to quit suddenly, causing more strain on the remaining employees. If that person is not replaced, the strain grows, making more people leave. These spirals can create a toxic work environment that is unwelcome to new employees.

Listen to Current Employees:


A recruiter may not be involved with the current workforce directly, but those in charge of the current employees should listen to any issues that create a better work environment for new candidates. It can be tempting for employers to let things continue as they are when there is no safety risk, but the quality of life improvements are often small and make a significant impact.

A remodeled break room or additional amenities can make an employee feel better at work. This can ripple through the rest of the workforce and solve many issues before they arise.

Hire a Top Tier Recruiter:


Large companies will often hire their own recruiter, while smaller businesses hire a contracted company to handle their recruitment. Both of these methods of recruiting have their benefits. An in-house recruiter has intimate knowledge of the company and its needs, while an external recruiter has a unique outside perspective.

A top-tier recruiter will be excellent at reviewing applications to remove those that are not a good fit for the job and hire the right person the first time, rather than replacing the same position multiple times. A qualified recruiter makes for a smoother hiring process overall.

Be Informed to Recruit Great Candidates:


The best thing a recruiter can do is be informed on the needs of the company and the industry standards. There will be applicants from all walks of life and experience levels, and it is the recruiter's job to narrow down the qualified candidates.

Healthcare workers are under intense pressure, and so are the recruiters who hire them. Do your best to find the right person for the job the first time and eliminate unnecessary turnover. There isn't a right way and a wrong way to find a job, but as a recruiter, you should drive to make the process as easy as possible.

 

 

 

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