4 Common Healthcare Recruiting Mistakes To Avoid | Jobs In ME
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4 Common Healthcare Recruiting Mistakes To Avoid

By: JobsInTheUS.com


Recruiting top talent is a major priority for healthcare organizations. And in today's economic environment, recruiting healthcare talent has never been more competitive. Healthcare recruiters are making hard pushes for the right candidates, while the right candidates often have a variety of employment offers to consider.

That's why it's more important than ever to put your best foot forward in the recruiting process. Here are four common healthcare recruiting mistakes, and how you can avoid making these errors.

1. Lack of a Competitive Compensation Package

Compensation has never been more transparent than it is today. Candidates can use a variety of online tools to find a salary estimate for their occupation and geography. They can even find out what your competitors are paying their people with the same job title. As a result, the healthcare organizations who offer the most competitive comp packages are the ones who often attract the top candidates.

If you're unable to offer competitive compensation, then don't make the common mistake of giving up because you're unable to match a salary. Focus on the whole package, which can include benefits, bonuses and the intangibles of a great culture.

2. Inconsistent Onboarding Process

Each floor in a hospital offers a different patient experience. Telemetry is going to be different than Maternity. Although the patient experience will differ in healthcare, the candidate onboarding experience should remain consistent across each department.

The challenge in healthcare recruiting is that each department usually executes their own hiring procedures and onboarding process. As a healthcare recruiter, the onboarding process is what helps spread your employment brand. If the onboarding process is consistent, your employment brand can remain consistent. If each onboarding process differs, then what is being said about your employment opportunities to friends and colleagues can vary.

Avoid an inconsistent onboarding process by verifying that each process aligns with your employment policies, procedures and expectations. Centralizing this experience can help with this important last step to the hiring process.

3. Looking Outside for Hard-to-Fill Positions

It's a common fallacy for people. We tend to look on the outside for things like happiness, when really, it's what's on the inside that counts.

The same is true for healthcare recruiting. Most professionals in healthcare have a high degree of training and knowledge. Because they're highly trained, healthcare professionals often can receive multiple job offers and are selective when it comes to choosing an employer. Recruiters tend to look at an external pool of talented candidates when it's time to fill a role, and that's a common mistake to avoid.

The reason? Your internal employees possess the similar degree of training and knowledge and are probably capable of filling your open position. Internal employees already fit culturally. And, if you promote them internally, employees can experience an increase in happiness which can lead to increased retention rates.

In addition to looking outside for a hard-to-fill position, take a good look at what you have internally to develop a well-rounded pool of candidates.

4. Weeding Out Candidates With a Slow Screening Process

In sales, the term "hot lead" is used to describe a highly interested and highly qualified prospect who is likely to convert into a customer. There is a direct correlation between the amount of time it takes to respond to the lead and how "hot" the lead remains. The longer the response time, the more the lead cools off.

The same is true with healthcare recruiting. The moment a qualified candidate applies is when they are the "hottest." A common healthcare recruiting mistake is letting the candidate cool off and explore other employment opportunities by putting the candidate through a complicated and slow screening process.

The solution? Transparency. Candidates should be able to see where they stand in the application process. A solid screening process should allow applicants to check their status, view open activities, sign and upload documents electronically, and complete any necessary tests.

By being aware of these common healthcare recruiting mistakes, your organization's recruitment efforts will surpass your competition. As a result, you'll be able to better access, attract and retain top candidates.