7 Ways to Keep Your Bulk Healthcare Recruiting & Quality Game Strong

When it comes to the healthcare industry, high quality personnel are not just nice to have – they’re a must. However, the mountain of challenges facing the industry have healthcare organizations struggling to find and hire enough qualified healthcare professionals to meet the growing demand for healthcare services. This has healthcare facilities turning to bulk healthcare recruiting to address as a solution.

But that brings us face-to-face with a new challenge: ensuring candidate quality remains high during bulk hiring. Fortunately, with the right strategy, it is possible to maintain a consistently high level of quality in bulk healthcare recruiting. To help you keep your recruiting game strong, we’ve put together 7 tips to help you do just that. Before we dive in, let’s explore the state of healthcare hiring in general and the challenges facing healthcare recruiters and staffing agencies today.

Today’s Healthcare Hiring Landscape

Spurred on by the pandemic, the current workforce shortage in the healthcare industry can be attributed to a number of things:

• High levels of employee burnout – A historic 333,000 healthcare workers left their jobs in 2021 citing burnout, stress and an increased workload as a result of the pandemic as the reason.
• Increase in senior population – The population over the age of 65 is expected to increase by 45.1% by 2032 which will likely increase the demand for healthcare services.
• More healthcare workers retiring – Healthcare workers from across the spectrum are “aging out” or retiring in the next several years leaving a significant number of roles unfilled.

All of the above has led to a major gap in the supply vs the demand of qualified healthcare workers and has healthcare recruitment firms and hiring leaders looking to bulk healthcare recruiting to make up the deficit.

Balancing Quality with Bulk Healthcare Recruiting

Data as a Solution

Examining historical hiring data and performance metrics allows you to unearth recurring patterns and trends associated with successful placements.

According to Universum, there has been a monumental shift in how companies utilize data for recruitment and talent management over the past five years. In 2023, 40% of companies consistently relied on data-driven decisions, representing a 50% increase over the past four years. The study also found that an additional 48% frequently base their decisions on data, collectively amounting to an impressive 88% who consistently or frequently incorporate data into their decision-making processes.

Data-driven recruiting can also provide a strategic advantage in terms of resource allocation. By examining historical hiring data and performance metrics, you can identify recurring patterns and trends associated with successful placements and use this data to your advantage. This information can enable you to identify and prioritize candidates with a greater probability of success, leading to increased efficiency.

Predictive Analytics

While data-driven recruiting is valuable, predictive analytics takes it a step further by using historical data to forecast future outcomes. Predictive analytics can identify candidates who are qualified and more likely to thrive in specific roles within a healthcare organization. This level of insight is invaluable, especially when dealing with high-volume recruitment where the stakes are high, and each hire must make an immediate and positive impact on patient care.

And for the record, adoption of predictive analytics in healthcare recruiting is on the rise. A survey by the Society of Actuaries revealed that 60% of healthcare executives have already integrated predictive analytics into their organizations. Not to mention, 20% of payers and providers say they intend to adopt predictive analytics in the coming year.

Healthcare-Specific Job Boards

Job boards tailored specifically to the healthcare industry can be indispensable tools for bulk healthcare recruiting and offer several advantages including:

• Access to candidates with healthcare-specific skill sets
• Decreased manual sourcing time
• Better targeting capability
• Reduced competition for candidates

Designed to attract candidates with the precise qualifications and experience required for different roles in healthcare, these platforms can help healthcare recruiters and hiring teams streamline sourcing saving valuable time and resources.

According to Zippia, 71% of surveyed companies in the US rely on free job boards as their primary method for recruiting new employees.

Video Interviews

In a study commissioned by HireVue, 54% of respondents reported that virtual interviews led to a more efficient recruitment process. In comparison, 41% indicated that it helped them pinpoint the most compatible candidates. Let’s face it, if you can’t be face-to-face, a video interview is the next best thing to being there. The research also found that 23% of study participants intended to transition exclusively to virtual interviewing methods.

Keep Your Employer Branding Strong

In any hiring scenario, a strong employer brand can make all the difference when it comes to capturing top talent. It’s even more critical in bulk healthcare recruiting where competition is fierce and talent scarce. Healthcare organizations with a positive reputation are far more likely to attract qualified candidates. That could be why research revealed that 78% of companies consider employer branding to be one of their top priorities. After all, an effective employer branding strategy has the potential to draw in higher-quality talent, trim down recruitment expenses, and decrease employee turnover rates.

Invest in Your Team’s Future

Employees who believe a company is invested in their future, are more likely to invest their long-term careers in that company. That’s why investing in ongoing training and development of your team is so important for employee retention and satisfaction. LinkedIn’s Workplace Learning Report found that 94% of employees expressed their willingness to stay with a company for an extended period when the company prioritizes their ongoing learning and development.

But it also has the dual benefit of helping your healthcare team develop new skills that can be leveraged to close a potential skills gap in the future in your workforce.

Simplify the Sourcing Process

It’s true that efficiency is absolutely crucial in bulk healthcare recruiting. But it should never come at the expense of quality. Start by looking for ways to simplify the sourcing process. You can leverage automated applicant tracking systems for screening resumes and applications. But there are better ways to maximize efficiency without sacrificing quality.

Consider that recruiters spend approximately 7 seconds on average scanning a resume. That doesn’t leave much room for a truly comprehensive assessment of a candidate’s qualifications. It can also lead to decisions based on arbitrary or biased factors. This is where an AI screening tool can be a game changer. Implementing a powerful sourcing tool such as Arya, allows healthcare recruiters to rapidly source, score, and rank the candidates most likely to excel in the role for 90% of jobs in 5 minutes or less, reducing shortlisting time by 50%.

Healthcare hiring is going to pose some challenges for the foreseeable future. To successfully navigate the rocky road of bulk healthcare recruitment, it’s critical to arm yourself with the right strategies and the best technology tools.

Elevating Bulk Healthcare Recruitment with Applicants on Demand

It’s safe to say that sourcing and hiring even one high quality healthcare worker is no small feat. But with an AI solution like Arya’s Applicants on Demand, (AoD) the burden of sourcing – is completely removed from your team. Instead, AI qualified applicants are delivered directly to your ATS. A true pay-for-performance hiring solution, AoD is revolutionizing bulk healthcare hiring. With no upfront costs and predictable, pay-per-applicant pricing, AoD prequalifies, engages, and nurtures candidates throughout the recruitment process, delivering them back to you as interview-ready applicants. If you’re ready to save your team precious time, money, and resources, contact us today to Learn More about AoD.

Resources

• https://www.webmd.com/a-to-z-guides/news/20221024/over-333000-healthcare-workers-left-jobs-in-2021-report-says
• https://www.aamc.org/news/us-physician-shortage-growing
• https://www2.universumglobal.com/l/13732/2023-05-25/k2n664/13732/1685006384vHDQhOlL/Employer_Branding_NOW_2023_eBook.pdf
• https://www.soa.org/globalassets/assets/Files/programs/predictive-analytics/2019-health-care-trend.pdf
• https://gohire.io/blog/top-healthcare-job-boards
• https://www.zippia.com/advice/cost-of-hiring-statistics-average-cost-per-hire/
• https://www.hirevue.com/resources/report/report-state-of-hiring-experience-2021
• https://blog.hubspot.com/marketing/employer-branding
• https://learning.linkedin.com/content/dam/me/learning/en-us/pdfs/workplace-learning-report/LinkedIn-Learning_Workplace-Learning-Report-2023-EN.pdf
• https://www.theladders.com/static/images/basicSite/pdfs/TheLadders-EyeTracking-StudyC2.pdf