Healthcare Recruiting

Nearly 60 percent of respondents in a recent survey state they will be investing more in their employer brand compared to last year.

Last week, I had the opportunity to attend the 42nd National Association for Health Care Recruitment (NAHCR) IMAGE Conference in Las Vegas, Nevada. In 2016, more than ever, it is evident that healthcare recruiters need to integrate new technology and social media in order to attract tomorrow’s talent. This imperative was evident by this year’s opening keynote session, which focused on the use of video as a recruiting tool.

As you review your recruitment processes for the year, consider the following five key takeaways from this year’s NAHCR conference.

While tracking recruitment metrics can be viewed as a tedious, time-consuming process, regularly monitoring recruiting metrics is the easiest way to save time and money. It’s easy to ignore metrics and tell yourself that they don’t matter, but they are essential to measuring the overall success of your recruitment and hiring efforts.

A patient-centered culture is one that "honors and responds to individual patient preferences, needs, values and goals," according to The Permanente Journal. When you hire for positions in healthcare organizations, best practices dictate a conscious recruiting process, focused on selecting those candidates who will contribute to a patient-centered culture. Below are some tips about why this is important and how to go about hiring the right people.

Healthcare employers know they have to be at the top of their game to get the people they need: Increasing provider retirements as insurance coverage expands mean healthcare recruiting has gotten competitive. The first Tuesday of June is National Health Care Recruiter Recognition Day, so it’s a good time to look at best practices in healthcare recruiting. These five tips will help your organization stand out to potential hires.

As talented job candidates continue to be in short supply, your healthcare organization will benefit from expanding its traditional recruitment sources. The Society for Human Resource Management (SHRM) has identified the broadening of sourcing scopes as one of their key HR trends for 2016.

Healthcare continues to lead the job market and it’s expected to add the most jobs of any industry from 2014 to 2024, according to a projection by the Bureau of Labor Statistics. What does this mean for healthcare employers and their recruiters? The competition for top talent will become increasingly prevalent and retaining high performers will be a top priority.

A CareerBuilder survey reveals that 82 percent of employers think there’s little to no negative impact on the company when a candidate has a bad experience during the hiring process—but that couldn’t be less true. Not only can an unpleasant candidate experience reflect negatively on you and your employer brand, but Steve Lowisz, CEO of global recruitment research firm Qualigence International, says it can leave candidates feeling unappreciated and disrespected.

No matter what specialty or practice you’re recruiting physicians for, the marketplace is going to be competitive, experts agree. Not only is the general population aging and requiring more care, but as older physicians age and retire out of the system, there are even fewer providers to meet that increased demand, says Eric Dickerson, Managing Director at Kaye/Bassman International.

Establishing an authentic employment brand is a critical measure in any organization’s overall long-term strategy and success. Not only is it a key tool in helping employers attract right-fit candidates, it’s also an important method in continually recruiting quality candidates to your organization.