How HR professionals are ultimately the key drivers of employee retention for hospitals

In today’s world of highly competitive talent acquisition, HR teams are the most important Brand Advocates for hospitals and health systems.

Recruitment marketing can be sexy and provocative to entice the right people to join an organization, but not unlike customer service, employee service must be a constant incredible experience.  When we put our own people first, we build a positive workplace culture. Building a positive workplace culture, leads to increased employee engagement. Increased employee engagement, leads to significantly better outcomes for talent acquisition.

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A Data Driven Approach to Nurse Recruitment

Hospitals and Healthcare Systems around have begun to face a common problem: The issue of having too much data, but not a clear and efficient way to use it.

Thanks to new technologies, collecting data on our nursing candidates has never been easier. But there’s still a lag in how that data is processed and put to use.

By using data to drive your nurse recruitment decisions, you pave the way for improvement in critical areas like budget allocation, productivity/efficiency, uncovering hiring issues that exist and the ability to  reach more objective hiring decisions.

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Why your hospital needs a content marketing plan for recruitment now

Creating content allows you to add value, build trust, and engage candidates.

Talent acquisition for many hospitals was a major challenge before the coronavirus outbreak, now it’s nearly an impossible task for some facilities. In today’s highly competitive labor market, particularly in healthcare, talent acquisition teams need to be more proactive when it comes to targeting, engaging and hiring top talent.

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Hospitals face critical staffing needs now due to the impacts of coronavirus

Here are seven solutions that can be implemented now.

Even before the COVID-19 pandemic hit, many hospitals struggled to hire enough staff to keep up with the nation’s growing elderly population. Now, with the growing patient demand and some healthcare workers themselves being told to stay home due to the virus, the need is exploding across the country.

  • Coronavirus adds to the stress of an already troubling nationwide nursing shortage
  • Nurses are in higher demand than ever with hundreds of healthcare workers being sidelined due to the coronavirus.
  • Healthcare workers with children home from school also struggling to get to work
  • Hospitals and Health Systems fear a potential “domino effect” in which nurses begin to get sick, and nurse staffing crisis would make the health crisis worse.

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The Four Stages of the Health Care Recruitment Marketing Funnel

It’s up to healthcare recruiters to think like marketers by putting themselves in the candidates’ shoes.

The way hospitals and healthcare systems recruit have profoundly changed over the course of just a few short years. The job market is now ninety percent candidate driven, which means that, unlike the old days, we don’t select talent any longer. Talent selects us.

When seeking a new opportunity, healthcare professionals consider prospective employers the same way they make any other buying decision including reading reviews, listening to testimonials and consuming informative content.

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6 Important Recruitment Metrics for Healthcare Recruitment

6 Important Recruitment Metrics for Healthcare Recruitment

As the saying goes, what gets measured, gets fixed.  Which is why paying attention to recruitment metrics is an essential part of any recruitment marketing program for hospitals and health systems.

If recruiters would keep track of every recruiting metric under the sun, we’d have no time left to do actual recruiting. (Or pretty much anything else). The main things to understand are – where your candidates are coming from, how many are you attracting, and whether or not you are attracting the right kind of candidates to your organization.

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How to Conduct a SWOT Analysis for Healthcare Recruitment

For healthcare recruiters, conducting a SWOT analysis can be the driver and framework for all of their recruitment marketing activities including the messages they use, the media they select, and the tone, personality and voice in how they communicate with perspective candidates.

SWOT analysis (strengths, weaknesses, opportunities and threats analysis) is a framework for identifying and analyzing the internal and external factors that can have an impact on the viability of a project, product, place or person.

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The Top 10 Blogs for Healthcare Recruitment

Recruitment marketing is moving at the speed of light these days. Talent Acquisition Professionals can stay on top of the latest trends by reading blogs regularly. In order to make this process easier, I’ve compiled a short list of some of the top recruiting blogs out there today. Read more

How Healthcare Organizations can Recruit like a Super Bowl Champion

Healthcare organizations and hospitals can go from being an also-ran to recruiting Super Bowl Champion by following a few simple but important guidelines:

Healthcare organizations large and small are all striving for the top experienced candidates in a very tight and competitive job market. Now more than ever, experienced doctors, nurses, allied health professionals and others have the leverage over hospitals and health systems. There are simply not enough skilled workers to go around.

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How to Hire Millennial’s for Healthcare Recruitment

As baby boomers continue to retire, millennials will continue to make up more and more of the healthcare workforce.

According to a Pew Research Center analysis of U.S. Census Bureau data, in 2016, Millennials surpassed Gen X to be the largest generation currently in the US workforce.

As of 2017 Census data, 56 million Millennials (aged 21 to 36) were working or looking for work. By 2020, Millennials will account for half of the workforce.

The following are tips on how for hospitals and health systems can position themselves to attract and hire this new and emerging talent.

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