New Recruiting Practices You Should be Aware Of
Healthcare recruiting has changed in recent years – driven partly by a year-long pandemic that forced talent acquisition specialists to alter their approach. In fact, many industries have seen several new trends surface when it comes to hiring talent.
In surveys from LinkedIn and multiple human resources firms, respondents revealed how they approach recruitment in the face of increased competition and changing conditions. Let’s take a look at four rising practices affecting healthcare organizations.
1. Virtual Hiring and Onboarding
With social distancing in place, recruiters turned to online staffing apps to fill the void. The growth of on-demand healthcare staffing platforms over the last year has been unprecedented, with brands such as Trusted Health, SnapNurse, and CareRev gaining traction among candidates.
Staffing professionals expect that a hiring process combining virtual and in-person activities will become increasingly common because of the associated cost and time savings online platforms provide.
As these platforms continue to improve the candidate experience, recruiters will lean on them to do the heavy lifting for most preliminary hiring activities going forward. Even as restrictions are lifted, this practice looks like it’s here to stay.
What’s more, virtual technology has become one of the most popular trends in recruitment and many industries. For most job seekers, virtual communication was the only way to find new opportunities throughout most of 2020. Meanwhile, for recruiters, it was the only way to set up an interview, onboard, and even begin a new job. Not only has wide scale remote recruiting proven possible, recruiters have increased candidate pools by expanding their geographic recruiting regions.
2. Internal Sourcing
Internal mobility is up 20 percent since the onset of COVID-19, according to LinkedIn data. Rising demand, limited qualified talent, and the preference of interns to stay with their internship organization has led recruiters to focus more attention on internal candidates.
Fifty percent of LinkedIn respondents expect their recruiting budget to decrease this year while 66 percent anticipate learning and development budgets to increase or stay the same. So internal mobility and reskilling programs should see increases for years to come.
3. Non-Traditional Recruiting Venues
While posting open positions on medical job boards like myHealthTalent remains effective, recruiters are also looking at new ways to attract talent. With a super-competitive job market, recruiters must be savvy in how they reach both active and passive job hunters.
Social media recruiting, for example, is becoming a growing trend – with recruiters using social platforms to identify and attract candidates. Virtual networking within online groups has become popular, so hiring agents are connecting with recruits by sharing organization updates, providing useful career tips, and informing group members about upcoming educational opportunities.
Video marketing, virtual event sponsorship, ad retargeting, and other non-traditional recruiting tactics are all seeing a rise in use as hiring demands become more urgent.
4. Multigenerational Workforce
With high demand and limited candidate pools, healthcare organizations have started to focus on multigenerational recruiting.
Today’s workforce consists of Generation Z, Millennials, Generation X, and Baby Boomers - all expecting something different from their jobs and benefits. For companies with multigenerational workforces, it’s important to remember that each generation has a unique set of goals and aspirations. For example, the better you understand what Gen Z wants from the workplace versus what millennials’ expect, the more effective your healthcare staffing strategy will be.