Top 5 Takeaways from the 2016 NAHCR IMAGE Conference
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.
1. Video is the Future of Healthcare Recruiting
By 2019, 72 percent of mobile traffic will be video content, according to a study by Cisco. This means healthcare recruiters must incorporate video into their recruitment strategies in order to succeed in the near future. “People are looking for recruiting videos before and during the interview process,” says Jim Stroud, Senior Director of RPO Recruitment Strategies and Support at Randstad Sourceright. Last week, Stroud discussed the prevalence of video on the web, with videos appearing on 55 percent of Google keyword searches. If your organization has not adopted a video recruiting strategy, here are a few ways to get started based on Stroud’s keynote presentation:
- Add a Video to Your Email Signatures - Include a link to a video of employees talking about working at your organization. Provide candidates with an authentic message with an honest depiction of what it’s like to work there.
- Create Videos for Key Searches - Do some research on google and type in a search related to your requisition. Click on one of the popular searches and check if there’s any videos to determine how you can compete strategically.
- Use Live Video to Give Candidates an Inside Look - With the advent of live video such as Facebook Live, you can now promote live events and offer candidates a unique and interactive way to learn more about your facility.
2. The Key to Success is Continuous Improvement
“Leave people where they are. Work harder on yourself than on anyone else,” says healthcare consultant Stephanie Staples, author of When Enlightening Strikes—Creating a Mindset for Uncommon Success. During the conference, Staples stressed the importance of continual improvement. In order to accomplish our goals, we have to be willing to put forward the effort. However, goals can be overwhelming to achieve. That’s why Staples recommends breaking them into smaller, more manageable pieces.
“What are you doing for yourself one percent of your day?” Staples asked attendees. “You should spend 14 minutes of your day on yourself.”
3. Substance Abuse in the Workplace and Legalized Marijuana
Marijuana is the third most-used drug in the United States behind alcohol and tobacco. While some states have legalized recreational or medicinal use of marijuana, its use is still considered illegal under federal law. The Americans with Disabilities Act (ADA) references federal law, not state law, which makes medical marijuana use not protected under the ADA, explained Michael Padgett, Shareholder at Jackson Lewis P.C. According to Padgett, medical marijuana lawsuits have been dismissed in California, Colorado, Michigan, Montana, and Oregon. However, Padgett cautions that newer medical marijuana laws contain anti-discrimination language that may pose risk under certain state laws. Employers should communicate their drug testing policies to their workforce so that employees are aware.
4. Avera Health’s Recruitment Transformation
Sheila Hansen, Talent Acquisition Manager at Avera Health, and Deborah Vargovicki, Senior Consultant at Lean Human Capital, shared an inspiring case study about Avera Health’s ongoing journey. In order to improve their recruitment process, Avera Health assessed hiring managers with a validated standardized survey to establish a baseline to understand areas they were doing well, those that needed to improve, and implement solutions to correct. “Healthcare leaders are recognizing that they need to lean out HR processes and apply the same methodology to recruitment,” Vargovicki says. “There are many wasted steps that do not add value to the process.”
One of the ways Avera Health changed their recruitment process was by creating an offer checklist to be standardized across the system. They also established a very strong partnership with marketing to develop a top 11 list of reasons to work for Avera that has been incorporated into their job postings. Hiring managers and recruiters were involved and the list has now become part of their brand and their marketing when a candidate goes to their website.
5. Attracting High-Demand Talent Through Social Media, HR Tech, & Digital Brand Intelligence
Social recruiting is critical for attracting future talent. By 2030, it is estimated that 75 percent of the workforce is going to be made up of Millennials. “You need to be able to influence opinions on social media,” says Gary Zukowski, Senior Vice President at CareerArc. In order to accomplish this, employers should follow the 3 C’s of Branding, as Zukowski shared during his presentation:
- Consistency - Have a consistent message regardless of where it is. This means having the same messaging across different social media channels.
- Clarity - Social media is very visual and rich media like pictures and videos can better share your organization’s story.
- Content - Content is key. Post about your culture and the things you are doing in your industry.
Healthcare recruiters have many challenges over the coming years. By focusing on continuous process improvement and adopting new technology and recruiting methodologies, however, you can succeed in tomorrow’s recruiting landscape.