One of the fields most affected by the Great Resignation is healthcare. In the aftermath of recent volatility, medical professionals faced some of the most obvious and momentous challenges. Not surprisingly, such pressures resulted in a significant number of resignations. The resulting surge in healthcare recruitment is an attempt to mitigate staffing shortages in hospitals, clinics, and other institutions.
There are ways to mitigate the recent aversion to medical jobs. On the whole, it is a field that offers significant and fulfilling rewards. By optimizing your strategies for talent acquisition hiring managers can engage and motivate these professionals to apply for open roles.
Be Upfront About the Job Requirements/Description
Research suggests that most applicants shy away from jobs that make them feel as though they lack the basic skills required of a role over the long term.
Take a budding dentist, for instance. If the job description for an entry-level job at a clinic requires someone with prior experience in performing complicated procedures like implants and root canals, it will drastically reduce the number of applications they receive.
In times such as these, however, you must reconsider the content and context of the job description. By remaining receptive to less experienced candidates who can polish their skills over the near term, you are encouraging a much higher application rate.
Market the Job as a Holistic Career Path
Contrary to popular belief, careers in the healthcare field are not restricted to doctors and nurses. There is a plethora of supplementary roles that require talent, motivation, exceptional customer-centric mindsets, and communication skills. These roles offer very promising career prospects and attractive long-term benefits.
It’s possible to make less mainstream medical job options known by committing to one or more of the following strategies:
- Networking at career fairs and promotional events
- Offering training or internship experiences for students and aspiring doctors so they can obtain practical training experience
- Keeping in touch with career counselors and recruiters, giving them a clear idea of your requirements
- Creating social media content and promoting jobs, the associated expectations, and paths of advancement
Contact a Staffing Agency
Partnering with staffing agencies can prove to be a great solution in the midst of healthcare recruitment shortages. Agencies offer streamlined recruitment strategies due to their connections and specializations.
Not only does this save valuable time and energy over the long run, but it also enables organizations to preserve money and resources that would otherwise be invested in expensive recruitment campaigns. The best part is that they are very readily available in most regions, whether you are in search of a staffing agency in Pittsburgh or elsewhere.
Analyze What Your Firm Has to Offer
What is your reputation when it comes to fostering a healthy working environment, offering good pay, and other benefits? A thorough workplace investigation process is often necessary to audit and examine the culture and atmosphere of your business. Does your organization align with the brand image that you set out to create? Are your employees happy? Reflecting on these questions boosts retention rates drastically in the long term.
A few questions that may help an organization to fairly assess itself:
- How are our patient reviews?
- Are our career listings up-to-date and professional?
- What does Google say about our firm?
- Does our website make a lasting, informative impression?
Get Your Staff on Board
The best people to testify to the legitimacy of any company are their current staff. They are already familiar with the workflow, workload, and personnel within the larger organization. They can recommend people who are best suited to the firm’s culture. A referral bonus scheme can further incentivize effectual growth from within.
Invest Time in Recruitment
Healthcare recruitment is a tough job, that requires more than just budget allocation and occasional HR interest/effort. As such, it can end up feeling quite difficult juggling day-to-day business operations and recruitment campaigns. It is important to set aside a fixed time to focus on such critical elements; here’s how you can manage that:
- Allocate an hour to recruitment activities daily
- Involve your staff in the interview processes
- Allot specific recruitment-related tasks such as screening resumes to someone on your team
- Contact a well-reputed recruiter firm for help if time management is becoming too hard