Healthcare Recruiting Guide

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In this article, I’ll be going over a comprehensive guide to healthcare recruiting based on insights and research from Glassdoor.  Recruiting in healthcare has become extremely competitive and is one of the toughest markets to recruit successfully in.

1. Supply and Demand

While there are currently more than 17 million healthcare employers in the United States, it takes an average of 112 days to fill 23% of positions in the healthcare industry at an average cost of $2,127-per-hire.  There is clear demand for healthcare employees, due to factors like our aging baby-boomer population and increased healthcare coverage from Obamacare, so it is imperative to utilize the best tactics to optimize recruitment.

According to Glassdoor, 42% of healthcare professionals plan to look for a new job in the next three months.  That means almost half of the healthcare professionals are on the lookout for opportunities, so it’s all about finding the best candidates.  The top 5 most searched job titles are:

-Physical therapist

-Registered nurse

-Occupational therapist

-Nurse practitioner

-Medical assistant.

2. Recruitment Tactics

To optimize your recruitment tactics, you first have to know where healthcare professionals are looking for jobs.  The vast majority use online job sites like Indeed and Monster, while a smaller majority go through recruiters, co-workers, or friends.  Some use social media, networking events, and conferences as well.

In terms of what a healthcare professional wants out of a good recruiter, these were the most desired attributes:

-Transparency about pros and cons of companies and hospitals

-Work as hard as they do for me as they do for other employers

-Knowledgeable about my experience

-Strong understanding of the medical community

-Solid communications

-Not pushy

3. Retention Insights

In order of importance, here are the top reasons healthcare professionals said they would leave their job.  It is important to keep these in mind when attracting healthcare professionals as well as keeping them happy in the long term.

-Salary and Compensation

-Career Growth Opportunities

-Relationship with Managers

-Location and Commute

-Type of Work

-Culture

-Amount of Work

-Senior Leadership

-Relationship with Peers

-Company/Hospital Reputation

-Company Mission and Values

-Amount of Required Travel

One important insight is that money is not necessarily the biggest motivation for changing jobs.  66% of healthcare professionals said they would accept a lower salary to work at a company or hospital with a great culture, and 56% of healthcare professionals said they would accept less money to work at a company or hospital that values helping people above everything else.

4. Influence over Job Decision

When making final job decisions, healthcare professionals will go to a trusted source for information.  For example, 94% of them will read online reviews about a company before accepting a job offer.  Here are the other top sources of information:

-Current or former work colleagues

-Friends

-Online forums

-Family

-Online news and blog sources

Furthermore, 86% of healthcare professionals are more likely to apply at a company that a friend recommends, so reaching a broad network is important for recruiting.

5. Final Lessons

Looking at all the data on where healthcare professionals are looking for jobs, why they are looking for jobs, and how they finally make their decisions, here are 3 top tips for healthcare recruiting:

-Be transparent about the pros and cons

-Check that you are offering competitive salary and benefits

-See if employees would recommend your company or hospital to friends

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