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How Healthcare Recruiters are Leveraging AI Recruiting Tools for Strategic Talent Mapping


Renowned author and time management guru, Alan Lakein had it right when he said, “Planning is bringing the future into the present so that you can do something about it now.” Words to live by if you’re a healthcare recruiter in today’s tumultuous healthcare industry. After all, the overwhelming challenges that exist today in the healthcare industry are no joke. Healthcare hiring leaders and recruitment teams don’t just have to think outside the box to keep the wheels of healthcare turning today, they need to proactively anticipate what’s ahead and put effective strategies in place to meet the rising demand for healthcare workers across the spectrum.

No small feat when you consider the monumental imbalance between the growing demand for healthcare services and the decreasing supply of qualified healthcare professionals. This is where strategic talent mapping and the power of AI in recruiting comes in. Before we explore how healthcare recruiters are leveraging AI tools in their talent mapping strategies, let’s break down what talent mapping in recruiting actually is, and why it’s so important.

What is Talent Mapping in Recruiting and Why is it Important?

Talent mapping is basically what it sounds like. A method for finding your way to the talent your organization needs. Ok, that may be a simplistic definition but let’s go a bit deeper. Talent mapping is a strategic process for forecasting and meeting an organization’s long-term hiring goals. To do it effectively, it requires an in-depth understanding of a company’s long-term business goals and existing workforce structure. Talent mapping is designed to help fill workforce gaps from employee turnover, or to meet workforce requirements necessary to scale your business in the future.

Talent mapping also allows recruiters to gain a better understanding of the talent landscape within their industry. It helps them identify trends, such as the availability of certain skill sets or the demographics of potential candidates, which can inform their recruitment strategies and decision-making. Think about it like this – talent mapping is a “crystal ball” of sorts developed by an organization to help predict and plan for their future workforce needs. An effective talent mapping strategy starts by aligning with organizational leadership and answering the following questions.

  • Identify your company’s long-term goals: In a best-case scenario, where would the company like to see itself in the next 5-10 years? Gain an understanding of the short and long-term vision.
  • Where does the company currently need more support? Identify existing gaps in the workforce and determine which departments may be lacking skill sets, organization or resources.
  • Is there a need for restructuring within departments? Collaborate with department leaders to discover what skill sets are required to effectively achieve target objectives or if restructuring is necessary.
  • Does your existing team have the potential for growth? Assess your current employees to identify strengths and weaknesses. Look for potential to develop existing talent.
  • Do you have a talent pool of passive candidates? Proactively working to build a database of qualified talent is the ultimate goal of talent mapping. Coordinated reach-out , and engagement with passive talent can help you build your workforce of the future.

The Struggle is Real

Talent mapping is more important than ever for recruiters and staffing agencies specializing in healthcare recruitment. Why? Because the healthcare industry is in a bit of a pickle. There’s the rising demand for healthcare services that goes along with an aging population, a mass exodus of healthcare workers either aging out (retiring) or simply leaving the profession due to burnout, and a huge deficit in qualified professionals to replace them. Picture the perfect storm for a major healthcare crisis. For healthcare hiring leaders, the struggle isn’t just real – it’s reaching epic proportions.

The growing need for skilled healthcare professionals requires healthcare recruiters to move at warp speed to secure top talent before the competition. Still, even having the best talent mapping strategy possible may not be enough to keep your competitive edge. After all, the right strategy by itself can only take you so far if your competition has an equally solid strategy plus – the right AI recruiting tool.

The Benefits of Leveraging AI in Healthcare Talent Mapping

Which brings us to the technology that is no longer merely “trending,” it’s becoming a part of the fabric of our lives in many ways. Specifically – AI technology. The growth of AI in the talent acquisition and recruiting industry has been astronomical in recent years. In fact, experts predict that AI recruiting technology in talent acquisition could grow to nearly $223 million by 2026. That’s talent acquisition across the spectrum. But where AI is really gaining traction is in the healthcare recruiting arena. With good reason. The benefits of Incorporating AI recruiting tools into your healthcare talent mapping strategy are compelling.

  • Identifying passive candidates: A critical piece of your talent mapping strategy revolves around finding the right candidates. In healthcare, this is especially important because while a nursing professional may not be actively searching for a new position, they may very likely be open to the right role if they are engaged directly. An AI sourcing tool such as the Arya platform gives healthcare recruiters immediate access the largest proprietary talent pool in North America (850M+ active and passive candidates) sourced from 70+ channels, enabling rapid discovery of both active and passive candidates.
  • AI search and match: Talent mapping notwithstanding, recruiters spend the bulk of their time on sourcing. In many cases, that involves time-consuming manual resume screening to find the most compatible candidates. Using 300+ parameters and seven multi-dimensional data points to understand and assess candidate relevancy, the Arya platform sources, scores and ranks talent for compatibility, from 70+ channels for 90% of jobs across 150 industries – in under 5 minutes, reducing candidate review and shortlisting time by 50%. Arya can also score and rank a client’s internal database enabling candidate rediscovery in your existing talent pool in under 5 minutes.
  • Improved candidate quality: An AI recruiting tool that goes beyond simple resume keyword matching to assess candidate relevancy is naturally going to result in better candidate to job matches. The domino effect from Arya’s AI powered search and match capability combined with natural language processing and predictive analytics dramatically improves candidate quality over time.
  • Reduces unconscious bias: Let’s face it, bias happens. But it’s the last thing you want in a talent mapping strategy, or any recruiting strategy for that matter. Depending on the AI tool, both can happen – bias is created, or bias is removed from the sourcing process. That’s why it’s essential to choose your AI recruiting tool carefully. Arya has diversity built-in, making it easy to reach DEI hiring goals. When creating a job, clients can enable diversity indicators based on their organization’s diversity goals. Arya delivers a list of candidates, scored and ranked for compatibility, highlighting the candidates who match the diversity indicator, but doesn’t select only candidates in the selected underrepresented class. The result – an unbiased and diverse list of qualified candidates, giving the recruiter the power to choose the appropriate candidate for the organization.

In the grand scheme of things, leveraging an AI recruiting tool in your healthcare recruiting workflows can be a game changer in terms of time saved and efficiency gains.

Challenges to Consider

Clearly, the right AI recruiting tool can transform the recruiting process and streamline your talent mapping strategy. But where there are advantages, there are always a few challenges to overcome.

  • Data quality and availability: AI algorithms rely heavily on data to make accurate predictions and identify patterns. That makes it critically important to understand exactly how the AI in your tool actually functions and how it was trained. For example, the AI in the Arya platform was trained using the largest dataset in the industry and a machine learning corrective feedback loop for more than a decade, resulting in powerful pattern deduction capability and unparalleled data quality and accuracy.
  • Integration with existing systems: Integrating AI recruiting tools with existing systems and workflows can be a challenge if the tool in not bi-directional. Arya was built on an open API, features one and two-way integration (job pull, candidate push) and seamlessly integrates with 50+ ATS partners.
  • Lack of human touch: While AI tools can streamline and automate many aspects of talent mapping, they lack the human touch that is often valued in the healthcare industry. Healthcare recruiters need to strike a balance between leveraging AI technology and maintaining personalized interactions with candidates to provide a positive candidate experience. This is again where choosing an AI tool that simplifies manual recruiting processes can actually free up recruiters to add even more of a human touch with more time to engage and interact with candidates. You can read more about balancing the human touch in bulk healthcare recruitment in our latest guide here.

What to Look for in an AI Tool

It seems as though AI is permeating every aspect of our lives – and it doesn’t appear to be slowing down. Its’ potential to transform healthcare recruitment is promising and could be the solution to many of the challenges faced by the healthcare recruiting industry today. However, as the technology continues to advance and more and more players enter the game, it’s more important than ever to know what you’re looking for in an AI recruiting tool to maximize efficiency and ROI.

  • NLP capabilities: One key feature most AI recruiting tools don’t have is natural language processing (NLP) capabilities. NLP enables AI algorithms to understand and interpret human language, allowing recruiters to input search criteria in a more intuitive and conversational manner. This makes the talent mapping process even more efficient and user-friendly.
  • Talent scoring and ranking: This really is a must for optimizing your talent mapping strategy and building a solid talent pool. It eliminates so much wasted time with candidates who are not a fit by delivering a consolidated list of the talent most likely to succeed in the role.
  • Talent intelligence: This goes hand in hand with scoring and ranking band empowers more efficient searches on the front-end by providing predictive analytics around key data points such as location potential, skill set distribution, salary projection, company mapping, and education, etc.
  • AI that wasn’t born yesterday: Whenever technology makes a breakthrough, there are always a plethora of companies who try to jump on the bandwagon. Any AI tool is only as good as the dataset it was trained on. That training takes time and corrective action to fine tune. Look for an AI tool with a history.

The AI in the Arya platform is not only enhanced by NLP, it was built on multiple machine learning models vs the single machine learning models of other tools. With 10+ years of training and machine learning corrective feedback loop, you know all you need to know about what to look for in an AI recruiting tool. Simply look no further than Arya. Unparalleled AI leads to unparalleled results. To Learn More about what Arya can do for your healthcare talent mapping strategy, book a demo today.


How can AI recruiting tools improve the talent mapping process in healthcare recruitment?

AI recruiting tools can analyze large volumes of data quickly and accurately, saving recruiters time and improving candidate quality. By automating the screening and ranking of candidates based on specific criteria, AI algorithms also ensure a more efficient and objective evaluation process. This helps recruiters identify top talent that may have been overlooked using traditional methods and widens the pool of potential candidates.

What are the key challenges for healthcare recruiters when incorporating an AI recruiting tool?

Data quality and accuracy can be a challenge, a lack of personal or human touch, and in some instances, the integration process can be cumbersome.

How can healthcare recruiters ensure successful implementation of AI recruiting tools?

It’s super important to choose the right AI tools by researching and evaluating different platforms based on factors such as accuracy, scalability, and compatibility with existing processes. You should also make sure you align your objectives with key decision makers and company leadership to avoid any miscommunication that may affect a smooth implementation.

What should you look for in an AI recruiting tool?

NLP capabilities make AI tools more user-friendly and efficient. In addition, an AI tool that offers scoring and ranking, advanced search and match capability, and built-in diversity features in a single platform will help you maximize ROI. Also, look for an AI recruiting tool that has been trained on a broad dataset and multiple machine learning models such as the Arya Platform. These features combined will deliver optimal results.


  • https://www.yahoo.com/?err=404&err_url=https%3a%2f%2fwww.yahoo.com%2fnow%2fai-market-recruitment-industry-observe-051500287.html%3fguce_referrer%3daHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8%26guce_referrer_sig%3dAQAAAKh2MNOjHHD4BxWcKTXQQdX0BgTKJfiFSSzzcEAJxYG3le8G5UthKzu1_5WGEeK012Y4ZqXNqRfh7BZ0i9mahtSNGPXgRsYqsv08rIFnfXcccccifEBrEi8eti6reWC30do1WS-jUvyVKQRPbVsYpq6vOOEtZ-GXFMOtPjMT51vc

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