How to Build a Strong Candidate Pipeline For Your Healthcare Facility
According to the U.S. Census Bureau, the healthcare sector continues to be the nation’s largest employer. Approximately 20 million employees were working in the healthcare industry in 2018 – and as the medical needs of Americans continue to increase along with our life expectancy, it’s no wonder that employment in healthcare occupations is predicted to grow by 15% from 2019 to 2029. But while there are plenty of employment opportunities available, that doesn’t always mean that you’ll have an easy time filling open positions within your medical facility. A recent report released by the Association of American Medical Colleges (AAMC) revealed that the U.S. physician shortage might hit a new high of 139,000 by 2033. Thanks to increased demand coupled with concerns related to retirement and practitioner burnout, your needs for medical staff could very well go unfulfilled. That’s why it’s essential to build a strong candidate pipeline for your healthcare facility.
If you want to keep up with growing demand and provide a better care experience for patients, it’s essential that you master the recruitment process sooner rather than later. Here are a few tips to keep in mind to attract the best candidates on a consistent basis for your organization.
Define Your Ideal Applicant
Before you delve into the recruitment process, you’ll want to first figure out what and who you’re really looking for. It’s not enough to simply know the position you need to fill; you’ll want to define the specific skills, experience, and educational background you’d like to see in your perfect candidate. Keep in mind that the day-to-day responsibilities of the job are only one piece of the puzzle. Be sure to think about the soft skills and shared values you want your ideal applicant to possess, as well. Then, you can reference this description as you progress into the hiring stage.
Create Enticing Job Descriptions
In most cases, simply listing an employment opportunity won’t produce the results you want. Remember that you need to captivate potential new hires with your job descriptions. An overly vague or confusing job description will scare candidates away and cause frustrations during the interview process. Your job descriptions should be clear and rich with details that can help a candidate determine whether the position is a good fit. Consider including a brief overview of the typical workday, your organization’s mission and values, and a list of required or recommended skills. Sell your story in a way that encourages your ideal candidates to apply.
Bolster Your Brand and Culture
In the healthcare sector, your organization will constantly compete with others to attract the best-fit candidates. To stand out for the right reasons, you’ll want to clarify your brand identity and highlight your company culture. Solidifying your brand can make all the difference when it comes time for a potential hire to make an employment decision. Your messaging should be well-aligned with your values and your other marketing efforts. Taking steps to strengthen and showcase your culture, especially online, will position your organization as an industry leader.
Simplify the Application Process
If you want to build a better candidate pipeline for your facility, you have to make it easy for qualified individuals to apply. Don’t make them jump through hoops just to submit their application. It’s essential that you accept applications online, but you’ll want to make sure that the process is straightforward. Test out and troubleshoot the process to ensure there are no errors or barriers present that could make it more difficult for you to recruit on a consistent basis.
Know Where to Look
Considering the increasing demand for healthcare workers, you need a pipeline of potential new hires to choose from. Even if you don’t have any open positions yet, it’s often a good idea to constantly look for best-fit candidates. That might mean keeping a close eye on job boards or making connections with those who are currently employed elsewhere but who are looking to make a change in the near future. You might also focus on campus recruiting to attract recent grads or make it part of your strategy to promote from within. Diversifying your applicant pool can allow you to build a stronger pipeline for long-term growth.
Finding qualified candidates can be a challenge for any organization. With these tips in mind, you’ll be in a better position to build a strong candidate pipeline, recruit consistently and quickly fill open positions within your healthcare facility.
Marin Hoover is the Marketing Manager for JobDiva, the global leader in Talent Acquisition, Talent Management and Applicant Tracking technology, delivered as an AI-powered SaaS solution to the staffing and recruitment industry.