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Health care staffing is already one of the biggest challenges for talent acquisition professionals, and it will only get worse as the population ages. According to a 2017 survey conducted by The Economist Intelligence Unit  a looming talent shortage is top of mind for more than 90 percent of U.S. hospital executives.

Despite this, many healthcare organizations still use old school interruption methods of talent acquisition. In modern talent acquisition, candidates are interested in a relationship with your brand.

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Developing and communicating your unique brand is the only way to attract top talent.

Ask any Talent Acquisition professional and they’ll tell you that the war for top healthcare talent is in full swing. It’s no longer enough for healthcare systems to simply market their programs and services to consumers. The reality is that these organizations must now market their attributes by applying the same focus and consistency to their employer branding as they apply to their corporate and consumer branding.

As a result, promotion of the talent brand is now front and center as a marketing initiative. There are many factors that have dictated this shift in focus over the past few years including the following: [Read more…]

Having a career site and an ATS that works in harmony is key to candidate conversions.

Every recruiter wants a fully functional Applicant Tracking System (ATS) and a career website that provides a great experience for their candidates and ease-of-use for the recruitment team.

The Career Site is essentially an online representation of your talent brand. It should tell candidates who you are and why they should work for your healthcare organization. An additional function is to make it easy for candidates to find your jobs and easily apply for them.

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A clear call to action drives candidates towards your ultimate goal – more conversions.

I am always amazed how many healthcare organizations spend countless hours and recruitment dollars looking to attract candidates to their website – only to fail to tell those candidates what to do when they get there.

A clear call-to-action or CTA, tells candidates very clearly and succinctly what the next steps are and what they can expect when they take them and utilizing CTA’s is essential to adding top healthcare talent to your recruitment pipeline.

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Turn more career site visits into conversions with an effective mobile recruiting strategy.

Delivering an exceptional mobile experience for your candidates isn’t difficult or expensive, but it is essential in today’s age of 24/7 mobile device usage. In fact, according to a survey conducted by Pew Research Center, nearly two-thirds of Americans are now smartphone owners, and for many, these devices are a key entry point to the online world.

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Equal parts Recruitment and Retention tactics are the key

Nearly every healthcare organization struggles with recruitment and retention of experienced nurses. The challenges are multifactorial and can include everything from retirement of existing nurses, mergers and acquisitions of hospitals and health systems, poor morale, leadership issues and unsafe nurse-to-patient ratios.

The need for experienced nurses is only going to intensify in he coming years. In fact, the Bureau of Labor Statistics projects the need for 525,000 replacements nurses in the workforce, bringing the total number of job openings for nurses due to growth and replacements to 1.05 million by 2022.

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