In many instances, your job posting is a candidate's first interaction with your organization. The moment they read your job description, the candidate experience begins. It ends when an offer is put forward or the candidate is rejected.
Candidate experience can greatly affect not only how candidates form an opinion about your organization, but also how they decide whether or not to move through your recruitment pipeline.
Considering how busy working physicians can be, it's important for recruiters to respect their time. Making the application process as easy as possible can expand your candidate pool with qualified professionals. Counting the number of conversions per job posting is a great way to see if your methods are working.
Monitor talent attrition rates
The candidate experience directly informs the relationship between new hires and their employer. If the relationship starts out on a bad note, it increases the likelihood that the candidate will leave the organization for another opportunity.
In fact, 40% of employees who quit their jobs do so within six months of their hire date. High levels of talent attrition can be very costly. Therefore, by increasing talent retention, recruiters can potentially improve the ROI of their hiring process.
Read patient reviews
Ultimately, hiring qualified physicians should increase the overall quality of care provided by the organization. In theory, that means patient satisfaction should likewise increase.
Medical recruiters can monitor patient review sites to watch for trends related to treatment satisfaction. Compared with other metrics, this is a longer-term process. However, it can provide insight into what patients want and expect from their healthcare providers.
A great candidate experience begins with an informative job posting. Clear details about the position's responsibilities, requirements and benefits help candidates decide if the job is a good fit.