A variety of factors has shaped today’s complex and competitive health care labor market. On the one side, there’s the growing demand for health care services due to the aging population and the Affordable Care Act. On the other side is the shortage of health care workers, especially registered nurses – by 2020, nearly half of RNs will be at traditional retirement age.
So it’s no surprise that 54 percent of health care employers plan to hire full-time, permanent employees in the coming months, and 30 percent expect to hire temporary or contract workers. Yet 60 percent of health care employers have positions that stay open 12 weeks or longer, according to CareerBuilder research.
If you want to beat your competition to the best health care talent, you need to use a combination of recruitment tactics to find, attract and keep them engaged with your company.
Here are three ways to navigate today’s challenging labor market and make better hires:
1. Don’t Just Post Your Job – Sell Your Job. Yes, job postings are an important part of the recruitment mix. But it’s not enough to post a job to check it off your recruitment to-do list. You need to invest the time in writing a compelling post that catches candidates’ attention and convinces them that your organization is better than the competition.
Also, don’t forget to optimize your advertisement so that it gets ranked high in search engines – and gets noticed more quickly by candidates. This is especially important with the recent launch of Google’s new search engine.
2. Rely on Your Resume Database. Think about all of those candidates’ resumes sitting in your database. These candidates have already expressed interest in your company, so they’re more likely to respond to a recruiter – and at a faster rate. By searching your resume database for prospective hires, you can potentially minimize sourcing costs.
Plus, many databases offer advanced features such as Boolean and semantic search to find the right talent quickly, as well as access to public web profiles, widening your pool of relevant talent.
3. Tap Into Your Talent Network. It’s crucial to engage with top talent, whether or not they’re ready to apply for an open position. Because once they are ready, you don’t want them to get recruited by another organization right under your nose. That’s why talent networks provide so much value. By continuously delivering new, relevant positions to your candidate pipeline, it ups your chances of getting noticed by high-quality talent and filling your health care positions faster.