25+ Ideas To Attract & Recruit More Healthcare Talent
To say that healthcare recruiting and talent acquisition today is a challenge may be an understatement. The healthcare industry’s hiring market currently has so many odds stacked against it that you might wonder how any hospital or healthcare organization ever stays on top of their recruiting needs.
Here are some facts about the healthcare hiring market to set the context:
The healthcare industry is currently the largest employer in the U.S. For the next 10 years, healthcare jobs are projected to grow 3x faster than jobs in the rest of the US economy. The healthcare industry on its own will add around 2.4 million new jobs by 2026.
These facts alone mean that healthcare companies will need to fill an enormous amount of jobs and will be competing against each other to attract and recruit the same skilled healthcare talent. But there’s more.
The following job market factors will work to make hiring healthcare employees even tougher in years to come:
- As the current clinical workforce, who hold valuable healthcare experience, gets older they will be retiring or moving to part-time, leaving huge and hard-to-fill healthcare talent gaps behind.
- A rapidly aging population across the nation will put increased patient-care demand on the health care system. By 2025, a quarter of the workforce will be older than 55.
- Large numbers of skilled healthcare workers (especially nurses) are leaving the industry – or at least from their traditional patient-facing roles – often due to professional burnout, which contributes to hospital turnover rates sitting high at 19.1%. Nearly half of nurses (49 percent) have considered leaving during the past two years.
Faced with these realities, any healthcare leader who is responsible for bringing new healthcare talent into their organization really has no choice but to be creative and open to new ideas when attracting and recruiting talent in this market.
Read on for 25+ ideas to attract and recruit more healthcare talent:
Prioritize employer branding
1. Revamp your job descriptions to better represent what you offer as an employer, to be more appealing to your audience and differentiate your job ads from other competitors who may be offering the same job role. Here is a free ebook for writing better job ads: A Quick Guide to Writing Job Ads That Work.
2. Have a clean, modern and up-to-date career page that is mobile-friendly. That means no old information, no broken links, and no complicated designs or odd buttons and links, Here’s a free ebook for making an effective career page: 10 Ways to Attract More Candidates with Your Career Page.
3. Get featured as a top healthcare company on a reputable site (and showcase such achievements on your own company website). This healthcare company was awarded “Employer of the Month”, largely because they fostered a positive environment for employees … and those employees wrote reviews about it!
4. Speaking of reviews…be sure to respond to your online company reviews, both good and bad, so you can be involved in the conversation that’s happening online about your company. Here’s a free ebook on how to do that well: Your Complete Guide to Responding to Employee Reviews.
5. Get high-quality employer branding photos and video produced to highlight the real day-to-day of your workplace culture and people, so that job candidates see your company’s authentic story with their own eyes. Here’s a free ebook about the importance of storytelling for employer branding.
6. Showcase your best employer branding photos and video where candidates are actually looking – on your website, social media and on review sites. This healthcare company has brand and team photos, as well as two employee spotlight videos, showcased on their kununu company profile, a resource that many job candidates go to learn about the company’s culture (outside of the company’s own website).
7. Interview current top employees in your organization and feature their stories on your website, social media and career pages. This healthcare company showcases six different employee stories on their kununu company profile, which serves as a great variety of invaluable firsthand information for curious job seekers.
8. Offer competitive benefits that healthcare job candidates want and that demonstrates how much you care about your people. To start, take a look at which benefits matter to job seekers overall, which include flexibility, commitment to health & wellness, and purpose.
9. Partner with employer branding experts to elevate your online reputation to job seekers and help you get more impact from the effort you put into your employer brand. You have options: whether it’s working with an agency that specializes in employer branding for healthcare companies or an established employer branding and review platform like kununu.
Improve candidate experience
10. Re-examine your application process to make sure it’s not unnecessarily long or overly complex, which turns applicants away. 60 percent of job seekers drop out in the middle of online job applications because of their length or complexity.
11. Ensure frequent and constructive communication with job applicants to keep them from losing interest and patience (and even “ghosting” you!). In this recruiting climate, being “ghosted” is quite common, unfortunately – it’s all about what you do to prevent it and learn from it.
12. Actively monitor your company’s reviews on review sites so that candidates have up-to-date information and know where you stand. You can get access to respond to your company reviews on kununu and get notifications for any new reviews by claiming your free company profile.
13. Showcase benefits on your career page and job listings so that candidates know right up front whether you offer what they’re looking for. The benefits section on this company profile is a great example of being open and transparent about the many benefits the company offers.
14. Paint a clear picture about what your candidates are getting into to minimize confusion and anxiety on both sides. That includes things like sharing what the whole application process looks like, who they will be interviewing with, and where to find company information and employee perspectives.
Put your brand in the right places
15. Post your jobs where you’re more likely to find motivated candidates, such as niche job boards (for example: Nurse.com or NursingJobs.com if you’re recruiting nurses, PracticeLink.com if you’re recruiting doctors, Healthecareers.com and HealthcareJobsite.com, if you’re recruiting other healthcare roles), and also on LinkedIn and on kununu (which is free to do).
16. Display your company ratings on your career page and individual job postings to boost the likelihood a job seeker will apply (by 30%, actually). Here’s an example of that in action on an AARP job listing; having your star rating displayed on your job listings like this makes a better first impression of your employer brand on job seekers who are just getting to know you.
17. Share your company’s achievements and new developments on different online channels every chance you get, especially on your blog and website.
18. Reach out local nursing, medical and health-related school programs to find ways to get in front of their graduates and get exposure among this new group of incoming healthcare talent.
19. Share company culture and employee updates on your company’s main social channels, such as Facebook, Instagram, Twitter, and LinkedIn to give candidates more access to and insight into your internal culture. Here’s a LinkedIn post of kununu’s resident office dog that we posted on our company page not long ago, which got great engagement. You might not be able to share your hospital or healthcare company’s (non-existent) workplace pet, but you could certainly share a staff member’s work anniversary or promotion, a heartwarming moment with a patient who has made a fantastic recovery or snapshots of how you celebrate during the holidays.
20. Create dedicated social media accounts that are primarily focused on sharing your employer brand to the outside world (Instagram is especially great for this). This way you don’t have to worry about whether something is “okay” to post on your company’s main social accounts. There are some solid examples from big brands like Starbucks and Hubspot in this free ebook: The Employer Branding Resource Book.
21. Widen your search by sharing your open roles to other geographic locations (and consider offering a relocation package as a benefit to attract out-of-state employees). This is especially useful when you’re facing the all-so-common problem of there being low healthcare talent supply or high competition (or both) in your company’s immediate location.
22. Create an employee referral program that rewards your current employees for bringing in talent. Added bonus(es) for you? Employee referrals are faster to hire, save you money, and reduce turnover rate.
Don’t just talk about it:
actually BE a better employer
23. Get frequent feedback from your employees about their experience working at your company, and actually take action on it. Here’s a helpful post about How to Make the Most of Employee Feedback (Internal and External).
24. Celebrate differences in background, perspective and opinion in your organization so that everyone feels welcomed and appreciated. One way that you can measure your company’s “gender diversity” and “inclusiveness” in a data-oriented way is through your scores on kununu. You can even track the performance of these (and 16 other) metrics within your organization over time and compare your scores against your competitors when you have a kununu company profile. See all of the categories you can measure on this healthcare company’s kununu profile or contact us for more information.
25. Give genuine recognition to your employees for the work they do. Here at kununu, managers give recognition during regular 1-on-1 meetings, but we also make it a team effort: we have a weekly tradition of giving kudos to fellow team members at each office location who did something commendable, big or small, and then share those kudos across the whole company in our weekly global company newsletter to give more spotlight to their work.
26. Conduct exit interviews with employees who are leaving to understand the reasons why and discover what you could be doing better. Here’s some advice on How to Make Exit Interviews Count.
27. Conduct stay interviews with current employees, or informal yet structured conversations to engage employees before they become dissatisfied.