Remote Healthcare Recruiting Tips
The U.S. is facing a growing need for healthcare professionals. According to the Association of American Medical Colleges (AAMC) data, there will be a shortage of between 37,800 and 124,000 physicians by 2034.
One of the best ways recruiters can overcome this shortage and find the right talent is by developing a remote recruitment strategy. When done correctly, it can help them widen your talent pool considerably. Here are some tips to enhance the remote recruitment process to fill critical healthcare roles with the right people.
Create Attractive Webpages
One of the biggest challenges of remote recruiting is that it is more difficult to instill a sense of your organizational culture and what makes you stand out from your competitors. The right webpage that highlights the benefits of working for you will attract top talent and make them eager to work with you.
Enhance your careers page and give potential employees a sense of what the company has to offer them. Post pictures of life at work and genuine smiles (with the employee’s written permission). Interview employees for key quotes on why they enjoy working there and are proud of their work. Record interviews of employees in different positions around the company where they talk about their typical day, what is rewarding about what they do, and what makes the organization unique.
Your digital presence needs to give prospective candidates a feel for what it is like working with your organization. Create a careers page that inspires and encourages candidates to work with you.
Post Job Ads Where Candidates Are
Posting job ads on large, mainstream virtual boards like Indeed or Monster is critical to getting in front of enough people. However, don’t neglect the niche job boards more targeted toward your ideal talent. Healthcare job boards are crucial to reaching specialists directly and finding the right candidates for your job roles.
Streamline the Hiring Process
With the amount of competition recruiters face, eliminating any friction in the hiring process is critical. Highly qualified candidates quickly move on to other organizations if they find your hiring process too time-consuming, confusing, or frustrating.
Create a mobile-first strategy to make the candidate screening process faster, simpler, and more consistent. Research shows that more people apply for jobs on their phones than on their desktops. Create a job portal with the mobile experience in mind to reach a wider talent pool.
In addition to streamlining the application process, use skills assessment tests to weed out those that aren’t fit for the role instead of turning away qualified candidates with a more cumbersome process. Create tests that seamlessly incorporate with the entire hiring process to encourage talent to apply.
Find strategic ways to create a leadership approach and highlight organizational strengths during your phone and video interactions. Online-only interviews are challenging for effective communication, so prepare for them as much as possible.
Set the right tone by speaking calmly and professionally with candidates during interviews. Because visual cues are critical, make sure that the camera is turned on during interviews and don’t rely solely on phone calls.
Outline your interview process right from the start. Let candidates know when scheduling an interview how many people they should expect to talk to by the end of the process and how long they should expect them to last.
As the shortage of healthcare professionals continues to grow, creating a more effective remote recruiting strategy is critical. However, some simple steps to ensure proactive communication and a seamless application process will go a long way toward providing a steady stream of talent.
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