Physician recruiters: 3 tips for shortening your response time

 

Ask any professional who has recently been through the hiring process about their top frustrations and you'll hear the topic of communication come up frequently. Job seekers don't like waiting to hear back from recruiters, and they'll often lose interest if they have to wait too long.

As a recruiter, you have a limited amount of time to communicate with candidates, so it's important that you make the most of it. Here are three tips for speeding up your response time:

1. Use multiple communication channels

According to an industry report cited by Business News Daily, job seekers say they feel most frustrated when employers leave them in the dark about where they stand. Furthermore, 82% of job seekers say they want a clear timeline of the entire hiring process.

When you don't have time to write an email or take a phone call, consider using a more efficient channel like text messages. You can quickly communicate essential information without taking too much time out of your day.

2. Pre-assess your candidates

When candidates wait for days or weeks to hear back from a recruiter only to be rejected, they may develop a negative opinion of your brand. If they share that opinion with other job seekers, it could damage your ability to attract quality candidates in the future.

By pre-screening candidates as they enter the recruitment pipeline, you can cull unqualified applications early. Doing so frees you up to focus on more qualified candidates and allows the rejected applicants to move on to the next opportunity.

3. Look at the process from the candidate's point of view

As you evaluate your recruitment workflow, take a few moments to consider each step from the candidate's point of view. For instance, when you didn't respond to an email, you know it's because you were too busy - but a candidate may interpret your silence as rudeness. You could eliminate this risk by using an email auto-responder or sending a quick text message.

Likewise, you should fill out your own application to see where candidate's might get stuck or frustrated. You may uncover inconsistencies or confusing instructions that could be limiting your ability to engage candidates.

As you consider the job search from the candidate's point of view, think about how this new perspective will change your job listings. You may need to make adjustments to your online postings, such as including more information about job perks. When you're ready, advertise your next open position on myHealthTalent.com to reach a qualified and engaged audience of physician job seekers. As a recruiter, you have a limited amount of time to communicate with candidates, so it’s important that you make the most of it.