Hospitals and health systems are still considering hiring plans and ways to deal with workforce issues as 2023 draws near. These programs go beyond compensation, including virtual “walk-in Wednesdays” hiring events and video interview submissions.
Here, we’ll discuss several creative hiring strategies for 2023 that will draw top medical personnel.
Modernize and optimize our hiring process
Video technology is one element to take into account when updating. As more individuals become accustomed to video technology, employers request video interviews from candidates during earlier stages of the hiring process. Candidates can record their comments on videos at their convenience, and hiring managers can watch and rewatch them. They can then choose which applicants to invite for a second interview. Spending more time considering who would be the best fit rather than trying to make schedules work can be beneficial. Healthcare firms need to take action to market to job applicants through their preferred channels and connect with them on their preferred platforms. Organizations can interact with candidates in digital areas through various channels, including career sites, social media pages, and text recruiting software systems.
Using software and automation simplifies hiring.
According to Daniel Smith, CEO of Ledask, “Organizations must implement solutions to minimize friction in talent flows once employees have been engaged. Many of the answers that enable this can be found in software applications”.
For instance, candidate relationship management (CRM) solutions can assist HR and recruitment professionals in centralizing the tracking of applicant communications. A thorough applicant tracking system (ATS) can even serve as a platform for all recruitment efforts for healthcare firms. Other crucial tools include mobile applications, talent intelligence systems, video interviewing tools, and testing and assessment solutions.
Launch a new training program
The greatest method to draw in healthcare talent is to start new training programs that assist people as they work toward becoming certified healthcare assistants.
Partnering
The owner of AboveItAllRoofing shared that, “The nationwide shortage of healthcare professionals has made it necessary to concentrate on creative partnerships and hiring practices that the industry has yet to see. Staffing, well-being, and growth should be the top priority of healthcare centers”.
The healthcare system will be able to teach and establish a pipeline of workers for the future through training and prompt job placement after successfully finishing the program by cooperating with nonprofit and academic undergraduate and technical schools. Retaining current employees is still crucial, and by emphasizing retention as a recruitment technique, the healthcare industry will draw in more talent.
Virtual walk-in Wednesdays
James, CEO of Kailshan, is of the view that “To join up for one of the monthly open recruiting events where they can sign up to be virtually interviewed by hiring managers and possibly receive offers within 48 hours, qualified clinical candidates should be approached via text and email drip campaigns (or even same day in some situations)”.
Nurturing talent through the assignment and beyond
Compared to other staffing industries, healthcare workers wanted more value from recruiters than matching them with suitable employment. Healthcare professionals want recruiters to provide them with options for education or certification that will help them develop their careers at a rate that is nearly twice that of workers from other sectors. Healthcare practitioners said receiving guidance and knowledge from recruiters was another top goal.
Conclusion
Throughout the entire talent lifecycle, it’s clear that providers have high expectations. Healthcare firms need to prepare for a talent market disrupted by non-traditional rivals, overworked healthcare workers, and a new generation of tech-savvy, young healthcare graduates.
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