building-a-world-class-recruitment-model-for-healthcare-organizations

Workforce shortages and the COVID-19 pandemic have transformed the healthcare recruitment landscape. Many healthcare organizations are building world-class recruitment models to meet the demands of job seekers, compete with healthcare agencies and help staff feel valued.

Explore how your organization can rise to the challenge and create an exceptional recruitment model.

 how-compensation-transparency-is-changing-the-hiring-and-recruiting-processes

According to a press release from Indeed, beginning July 18 of this year nearly every position on Indeed’s site now has a salary — either entered by the recruiter or estimated by Indeed’s algorithm (as long as Indeed has enough data to provide a salary estimate). Before July 18, large employers could opt out of this process, but being a large employer no longer exempts you from having to post a salary range or prevents Indeed from estimating one for you.

 the-evolving-landscape-of-healthcare-talent-acquisition

A labor shortage in the healthcare industry, from front desk workers and medical technicians to doctors and nurses, means that healthcare organizations are fiercely competitive in this new talent acquisition environment.  Successful healthcare talent acquisition requires a strategic and comprehensive approach to ensure that the right employees are hired and retained.

should-you-include-social-media-in-background-checks

The short answer: Yes, but proceed with caution. In a 2020 survey by The Harris Poll, 70% of employers who responded said they believe every company should screen candidates' social media profiles during the hiring process and 78% of employers believe that current employees should maintain a work-appropriate social media profile.

Healthcare-recruitment-strategies-for-the-new-normal

In 2022, it’s a prospective employee’s world, and never more so than in healthcare.

There is constant pressure to fill vacant positions in healthcare systems at all levels, from executives and physicians to nurses and support staff members.

Different types of bias, whether intentional or unintentional, have been a concern among HR departments for decades. In fact, psychologists have defined more than 180 human biases.

Artificial intelligence (AI) and machine learning (ML) programs have been promoted as a more objective, less biased way to screen, hire, and train job candidates. Unfortunately, humans may program biased information into algorithms, skewing results. AI programs also may exhibit bias when they lack sufficient, representative data.

With so many employers struggling to hire and keep talented workers, employers might be looking for shortcuts to hire faster. Some employers have lowered job requirements, such as college degrees, and others have walked a risky line by eliminating or postponing background screening and using conditional offers of employment.

After more than two years spent in a global pandemic, healthcare employers have had to adapt how they attract, hire, screen, and onboard new talent.

Cisive, PreCheck’s parent company, conducted an industry benchmark study that asked human resources, talent acquisition, compliance, recruitment, and operations professionals in the healthcare industry how their policies and procedures changed as a result.

Many health systems have improved their performance by focusing on what is called the “Triple Aim.” These include three dimensions:

During the pandemic, the Centers for Medicare & Medicaid Services expanded access to telehealth. In early 2022, that expansion is set to become permanent. While increased access to telehealth opens opportunities for reaching more patients, it also poses additional challenges for long-term hiring practices.

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