It takes over 160 days to fill the average medical position, which means that any reduction in time-to-hire can give recruiters an advantage. Goal-oriented recruiters can reduce the time it takes to source qualified candidates if they build the right habits.
Over time, these five habits can help you become a more efficient and successful medical recruiter:
1. Maintain a to-do list and calendar
If you want to be goal-oriented, you need clear goals. Specifically, you need long-term and short-term objectives. A calendar will help you keep track of long-term objectives such as your target number of hires for a given quarter or year. A to-do list will help you prioritize daily tasks.
Research from MIT shows that our brains aren't built to multi-task. Therefore, at the beginning of each day, you should write out your tasks and rank them in order of priority. Then, cross them off one-by-one. If you finish your most important task at the beginning of the day, you'll have more brain space for your less-important tasks.
2. Prioritize candidate communication
Candidates don't like being left in the dark. Goal-oriented recruiters prioritize candidate communications because an active pipeline is a healthy pipeline. However, a common challenge is that recruiters often lack the time to send a meaningful response to every candidate.
So much of a recruiter's day is taken up by emails, phone calls and interviews that it can seem counterproductive to disconnect from the world. However, there are likely tasks on your to-do list that don't require an internet connection.
Consider lumping all of those tasks into a single block of time in which you turn off your phone and don't check your email. You may be surprised at how much faster you can complete those tasks when you're free from buzzing notifications.
4. Check in on your pipeline
At the end of the day, your pipeline of candidates is the life blood of your business. If your pipeline gets stagnant - such as when a large number of candidates go dark - your business could suffer.
Developing content to keep your pipeline active and engaged is essential to filling positions. For example, content that encourages your contacts to refer their colleagues and friends can increase the number of applications your listings receive.
5. Keep track of your work
If you don't keep track of your response times, average time to fill positions and similar recruitment metrics, you can't determine if you're improving. Establishing a baseline for all relevant metrics will help you determine where you can improve.
For example, if you track how long it takes for you to respond to candidate messages, you'll soon begin to see patterns emerge. Perhaps you'll notice that when response times extend beyond 48 hours, candidates are more likely to drop out of your pipeline. Then, you can take steps to decrease your response time and note whether or not that affects candidate engagement.