Applicant Tracking

Applicant drop-off rate is an underused HR metric, but recruiting teams must be able to measure it and improve it in order to create a stellar candidate experience. There are many reasons why an applicant might begin an application on your career website, but not complete it.

Here, we’ll explain why this metric is so important and offer some tips that can be easily implemented to optimize your online application process and improve your drop-off rate.
 

There’s been a renewed imperative in human resources to create a culture of safety and belonging at work. Part of delivering on that imperative is conducting background checks on your new hires. A 2020 joint survey between HR.com and the Professional Background Screening Association (formerly the National Association of Professional Background Screeners) revealed that 94% of respondents perform at least one type of employment screening.

Each decade, the U.S. Bureau of Labor Statistics (BLS) publishes an occupational outlook. It goes into great detail about each industry and occupation. Overall, the BLS expects total employment to increase by 20.5 million jobs between 2010 and 2020. While 88 percent of all occupations will experience growth, the fastest growth will occur in healthcare, personal care and social assistance, and construction.

Employers and human resources leaders have seen several changes to their background check process and policies in the last few years. Today, the increasing number of class-action lawsuits and ever-present threat of data breaches have prompted employers to review their current screening practices and apply proper safeguards to protect patients and their sensitive healthcare information.

I recently attended a National Association for Health Care Recruitment (NAHCR) webinar which discussed the recruiting challenges healthcare employers face. In their presentation, "Putting Care Back into Healthcare Recruiting: Blending High-Touch with High-Tech,” Christopher Young, CEO of Async Interview, and Lindsay Finlay, Account Executive at RIVS, reviewed the benefits and disadvantages of both high-tech and high-touch methodologies in healthcare recruiting.

When it comes to background checks and credit checks, healthcare employers, like those in other regulated industries, have to comply with a myriad of regulations. Not only do healthcare employers have to follow the same background check laws that apply to any employer, but additional regulators such as the Department of Health and Human Services (DHHS) Office of Inspector General (OIG) and the Centers for Medicare and Medicaid Services (CMS) also come into play, and even certain sections of the Affordable Care Act (ACA) have specific implications for healthcare background screening.

As the recruiting landscape continues to evolve and shift with increasing demands, healthcare recruiters are searching for ways to attract and manage their top candidates. Utilizing an effective applicant tracking system (ATS) not only aids in the monotonous task of managing the influx of applicants, but also positions your organization as a leader in a very competitive market.

When evaluating the best Applicant Tracking System (ATS) partner, there are several key factors to consider as a healthcare organization. Comparing ATS software can be a lengthy and tedious process, but the following five questions should help you make an objective decision. By answering these key questions, you can remain confident in selecting an ATS that will be the best fit for your organization, which includes your hiring and onboarding model.

With all the competition to find and recruit top healthcare talent, it’s paramount job candidates don’t get fed up with your application process and choose to pursue work elsewhere. Ensuring you have what candidates are looking for and delivering it throughout the recruiting and hiring process can help keep them engaged until you’re ready to bring them on board. It can also set a positive tone for their entire experience working for your organization.

Consider these six ways to improve the candidate experience in your healthcare organization.

With the March 31st affordable healthcare deadline behind us, hiring needs are expected to grow in the healthcare sector as more patients enter our nation’s healthcare system. In an article published on Monster.com, Heather Boerner shares that as many as 32 million additional Americans are expected to have health coverage this year under the Affordable Care Act.