Healthcare leadership is grappling with significant workforce challenges, compounded by financial pressures that make it difficult to address these issues on a grand scale. With the number of individuals entering medical professions dwindling, the urgency to find solutions is palpable. The future is a common topic of discussion, yet few organizations are taking concrete steps to rectify the problem. Success lies in those who are willing to completely revamp their recruitment processes, with the goal of recruiting to retain.
Solving today's workforce dilemma hinges on both people and processes. The journey begins with the recruiters, the essential human element in attracting top-tier talent to an organization. The initial candidate experience sets the tone, underscoring the importance of showcasing the benefits of working for the organization.
Despite an unprecedented number of job vacancies, it's often overlooked that recruiters are managing a record number of open positions, many without the necessary tools to manage this workload effectively. A recruiter overwhelmed by requisitions cannot provide the attentive experience that candidates deserve, leaving candidates disengaged about the opportunity and organization. The absence of updates, or worse, 'ghosting' candidates, is a problem that permeates all levels of hiring, including leadership roles.
Consider the time recruiters spend on tasks like scheduling interviews, which typically takes about 3-5 minutes per candidate. Multiplying this by hundreds of requisitions reveals hours consumed by a fundamentally administrative task. This not only prevents recruiters from engaging with and hiring potential candidates but also contributes to the risk of missing out on top talent due to inefficiencies and delays.
The complexity of the application process also presents a substantial barrier. 92% of job seekers abandon their applications, with 60% attributing their decision to the length and complexity involved. To attract healthcare professionals like nurses and support staff, it is imperative to simplify the recruitment process, specifically starting with the application itself. A clear, streamlined application helps guide candidates into the hiring pipeline more efficiently, it can be done by reducing the number of clicks and asks in the screening process.
“You don’t need the candidate’s I9 information to find out if they are qualified for a job, get the essential information that would qualify them.” — Margaret Malagisi SVP Leadline, Inc.
Fortunately, technological advancements offer a solution. Automation tools can streamline communication by updating candidates via text messages about their application status and by scheduling interviews automatically. These technologies can return valuable hours to recruiters, enhancing productivity and reducing the risk of burnout. There is a difference however between AI and automation. AI can take the human element out of recruiting and while it is beneficial in some cases, it can contribute to the problem. You can’t take humans out of recruiting and automation assists in streamlining a process.
“Organizations need greater visibility and analytics into their entire hiring process—from the number of open requisitions, days open, or candidate pipeline, to time to hire, ROI and financial spend on job boards. Too many organizations are flying blind with outdated technology that’s hindering their workforce and ability to hire.” — Margaret Malagisi, SVP at Leadline, Inc.
Fixing today’s workforce challenges starts with reviewing your technology. Do you have the right tools for your recruitment teams to hire better and faster? Once you have the right tools you can hire permanent talent better and create your internal agency if that’s an organizational goal. You can create and manage your float pools and do it all faster, cheaper, and most importantly you are now hiring to retain because you did it correctly instead of hiring just to do it again in six months.
Solving workforce challenges demands a dual focus on improving both the candidate and recruiter experiences. By embracing task automation and simplifying the application process, organizations can extend their reach beyond traditional job boards and create a more effective and human-centric recruitment strategy. These efforts will ultimately lead to a more robust and engaged workforce, capable of meeting the demands of the healthcare industry.