Hiring is a complicated process, but retaining the right talent is more challenging, especially with the Great Resignation. With recruiting strategies in healthcare, high employee turnover has toppled this industry, which primarily requires frontline workers who have to work in an office. That’s unavoidable given the nature of the industry—hence, the benefits need to match up.
According to the U.S. Bureau of Labor Statistics, around 1.7 million employees have quit the healthcare workforce in 2022—and we’re only halfway through the year. In such a grim scenario, how do you hire the best? More importantly, how do you incentivize them to stay?
This article will discuss five ways clinics can hire and retain top talent in their industry without compromising on their requirements.
5 Recruiting Strategies in Healthcare
Rethink your benefits & compensation package
If you offer the right compensation package and work culture, people are more than willing to re-enter the workforce.
Also, considering the nature of the job and the current work overload in healthcare, it is prudent to re-adjust compensation packages to fit the expectations of the candidates.
While the workforce comprises different generations, from Baby Boomers to Gen Z, having standard packages for everyone will lead you nowhere. They all have different needs—so you have to meet them halfway.
Market—and market well
Treat your potential candidates as customers. Only when you have this mindset will you be able to sell your clinic as the go-to workplace.
Work with HR and external talent acquisition teams to understand candidates’ expectations. Most are looking for a full-fledged career with learning experiences—reflect it in your hiring process. Let your brand messaging convey the same across all channels.
Don’t just give them a job. Sell them a dream workplace.
Automate what needs to be automated
Tracking hundreds of applications is hard. It’s even worse when you lose track of candidates you’ve contacted. Therefore, it is essential to automate applicant tracking.
At HMR, we use applicant tracking software to flag applications based on status and update them with the next steps. We also get on a call and interview candidates to add a personal touch to the process—increasing satisfaction with the process.
Use strategic hiring practices
When the candidate’s expectations align with yours, you have a perfect match. Your hiring process needs to be a win-win for both parties.
We recommend using standardized templates to get started. At HMR, we use behavioral questions to understand how candidates will fare in your working environment.
Some questions include:
- What are some traits you feel make a great employee?
- Tell me about a time you made a mistake at work?
- What are some things you are passionate about?
Create an effortless onboarding process
It’s best to automate your onboarding process. We recommend using HIPAA-compliant software to get e-signatures and personal information. Let it verify and issue employee credentials automatically.
As a part of the onboarding process, brief the employee on three things:
- Your clinic’s core values
- Importance of their position in your clinic
- Your clinic’s working guidelines
It makes them connect with your clinic from day one.
Hiring during the pandemic is undoubtedly challenging but not impossible
It’s about emphasizing that you care. From hiring to onboarding, show your potential candidates the future they can expect within your clinic—and how far it’ll take them.
If you’re looking for specialized recruiters to help you out, reach out to us today, and let’s recruit your dream workforce.