According to the Bureau of Labor Statistics, healthcare is the fastest growing industry in the U.S. With an annual growth rate of 2.6 percent, the sector is expected to add five million jobs between 2012 and 2022.
Thanks to the consistent demand for talent in both public and private healthcare organizations, healthcare professionals are in a good position in the labor market. They don’t have to stay in jobs that don’t offer them everything they want in terms of compensation, work environment and career advancement. In fact, according to Glassdoor, three in five healthcare workers intended to look for a new position in 2014.
Clearly, for healthcare organizations that want to remain competitive, it’s crucial to have a good recruitment strategy that enables them to attract qualified, experienced and engaged talent. What follows are 9 tips for recruiting for the healthcare industry:
- Work with educational institutions. This allows you to establish a steady pipeline of competent talent. Offer opportunities for healthcare students to learn about your organization, for example by means of training or mentoring programs.
- Use online job sites. The majority of healthcare workers find their positions through online job sites. Aggregator job sites such as Monster.com are especially useful, since they have a high number of job seekers.
- Include "passive" candidates. Top talent is often employed and not in the market for a new job… until the right one comes along. Use resources such as LinkedIn to approach highly skilled passive candidates who might be open to a new opportunity.
- Use your talent community to your advantage. Get to know community members. Then when a job opens up, you’ll already have a shortlist of possible candidates who are acquainted with your organization.
- Employ social media. Use Facebook, Twitter and LinkedIn to your advantage by asking followers to repost your job openings.
- Highlight your employer brand. According to HealthcareSource Blog, 60 percent of workers cite an organization’s reputation of being a great employer as the single most important attribute when considering a new position. You can strengthen your employer brand by engaging current and former employees as company advocates on social media, in publications and in your talent community.
- Emphasize the company culture. One of the most important aspects of a successful hire is that the candidate is a good fit for the company culture. That’s why he or she has to have a clear picture of what it’s like to work for your organization, what its values are and what types of personalities do well in the company.
- Recruit for retention. To avoid costly turnover, look for candidates who are a good fit for the company and the position, who know they can advance within the organization and who are engaged with the organization’s objectives. Transparency and engagement contribute significantly to long-term retention.
- Provide competitive relocation packages. Especially for top-level talent in critical roles such as physicians, surgeons and high-level administrative staff, it’s essential to provide competitive relocation assistance. A global relocation managment company, like CapRelo, can coordinate every aspect of an employee’s move, reducing his or her stress surrounding the relocation. And this in turn assists in moving an employee back to productivity.
Keep the tips above in mind when recruiting healthcare talent so you can establish a strong workforce of qualified and engaged professionals.