Hueman Blog Talk | 4 Strategies for Successful Hospital Recruiting

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What if your hospital could become the employer of choice for healthcare professionals? Discover how advanced recruitment technologies and recruitment process outsourcing (RPO) can supercharge your talent pipeline, ensuring your organization is always one step ahead.

From leveraging multi-channel sourcing methods, including online job boards and professional associations, to fostering strategic partnerships with educational institutions, we've got you covered.

Related Links

• Original Blog: https://www.huemanrpo.com/resources/blog/strategies-for-hospital-recruiting
• Leveraging Recruitment Technology for Efficient Hiring
• Why Your Organization Needs a Candidate Experience Audit
• Looking for more ways to strengthen your recruitment process? Download the World-Class Recruitment Guide
• Hueman Healthcare RPO Solutions

Don't forget to subscribe to the Hueman Resources Podcast Channel for more valuable insights on talent acquisition, recruiting, and workforce planning and management.

Visit Hueman.com to learn more about our recruiting services.

Episode Transcript

Speaker 1 (00:00):
Welcome to the Human Resources Audio Blog, where we
bring you valuable insights ontalent acquisition, human
resources and workforce planningand management.
In today's audio blog, we'rediving into strategies for
successful hospital recruiting.
Stay tuned and subscribe to ourpodcast channel for more
helpful content.
If your hospital is strugglingto attract and retain skilled

(00:21):
staff, you're not alone.
In fact, a recent surveyrevealed that over 40% of
inpatient RNNs are consideringquitting their jobs.
High competition for hospitalstaff continues to fuel
persistent shortages, making ita challenge for healthcare
organizations everywhere.
So what can your organizationdo about it?
Let's dive into four strategiesthat can help you ensure

(00:41):
adequate staffing levels.
First up, let's talk aboutsourcing and attracting
candidates.
To build a robust talentpipeline, this requires a
proactive approach.
Start by leveraging multiplechannels, such as online job
boards, professional healthcareassociations and social media
platforms.
Using advanced recruitmenttechnology, like an applicant
tracking system, can make iteasier to identify and engage

(01:05):
potential candidates quickly.
You could also considerpartnering with educational
institutions.
By connecting with students andrecent graduates, you can
create a strong talent pool andreduce your time to fill for
those crucial roles.
If you really want to take yourrecruitment to the next level,
consider working with arecruitment process outsourcing
provider like Human.

(01:25):
Our recruiters use advancedtechnology and tailored
marketing strategies toproactively source talent for
both immediate and long-termneeds.
Next, we need to focus onengaging healthcare
professionals with a positivecandidate experience.
With so many job options outthere, including roles in
unrelated industries, it's vitalto keep candidates engaged and

(01:47):
excited about the opportunity tojoin your team.
So how do we do this?
Start with clear andcomprehensive job descriptions
that truly reflect yourorganization.
Promote your hospital's culture, values and mission throughout
the recruitment process.
Also, don't forget theimportance of communication.
Regular and personalizedupdates can make a huge

(02:08):
difference.
Use technology to streamlineyour application and
interviewing process.
This makes it easier forcandidates and leaves a great
impression.
The third strategy is aboutemphasizing employee well-being.
Burnout and stress are commonin the healthcare industry, so
integrating wellness into yourorganizational culture is key.
Wellness programs that includemental health support or stress

(02:31):
management can make candidatesfeel valued from the get-go,
which can help you attract andretain top talent.
Once you've built that culture,make sure it's clearly
reflected in your employee valueproposition, or EVP.
It should also capture yourorganization's culture and
values while appealing to thewellness needs of healthcare
professionals.

(02:51):
Finally, let's talk aboutcompensation.
Inadequate pay is one of thetop reasons healthcare workers
leave their jobs.
If you're struggling to attractqualified candidates, it might
be time to review yourcompensation packages.
To attract top tier talent,your salary and benefits must
not only be competitive, butalso align with industry
standards.
Start by conducting marketresearch to understand what

(03:11):
healthcare professionals expectand what your competitors are
offering.
If you decide to adjust your paystructure, make sure to
advertise those changes in yourjob postings.
And remember benefits are justas important.
Do you offer things like healthinsurance, retirement plans and
parental leave?
Today's job seekers also valueoptions like remote work,

(03:31):
relocation assistance, commuterbenefits and even unlimited time
off.
Offering attractivecompensation and benefits can be
a game changer in attractingand retaining healthcare talent.
Hiring talented healthcareprofessionals can feel
overwhelming, but rememberyou're not alone in this
challenge.
By adopting innovativerecruitment strategies and
fostering a supportiveenvironment, your hospital can

(03:53):
create an attractive workplacethat resonates with top talent.
Thank you for tuning in totoday's audio blog.
For helpful links andadditional resources related to
this topic, please check out thepodcast notes.
Remember to stay tuned for morecontent on recruitment best
practices and HR insights.
To learn about Human and ourrecruiting services, visit

(04:14):
humancom.