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.
Here are 5 ways you can use Data to improve and enhance your nurse recruitment outcomes:
1. Increase Quality of Hire
The ability to track new nursing hires across the employee lifecycle helps you discover what makes an effective job candidate — and a bad one. This means looking beyond how quickly someone was hired and if it was at the lowest price possible.
2. Predict Speed of Hire
Wouldn’t it be great if you could provide more accurate hiring time estimates to your key stakeholders? When properly done, workforce analytics enables you to know with confidence how long it is likely to take to hire for a certain role, including time in each stage of the hiring process. With this information, you can provide more credible timelines to stakeholders. Likewise, this data-driven approach can reveal the bottlenecks slowing down hiring and inform you on the right actions to take to fix them.
3. Improve the Candidate Experience
The fact is, health care systems and hospitals are better able to deliver higher quality talent, improve recruitment efficiencies and align more closely with business objectives when the candidate comes first.
While candidate experience has been a hot topic for decades, many health care organizations still struggle to improve this important part of the hiring process.
Analytics bring the factors that impact candidate experience to the forefront, and a workforce intelligence solution can help you quickly measure the effectiveness of each. Whether it’s time since initial contact, time between stages, etc., you’ll be able to tell what’s increasing or decreasing the likelihood of a candidate withdrawing his or her application — and create strategies to decrease the odds of losing strong nursing candidates.
4. Embed Diversity into Recruiting Process
Traditional recruiting methods make it hard to tell whether you’ll hit your diversity targets or ensure equity during the process. Instead of guessing, use analytics to continuously monitor your hiring funnel for important demographic ratios such as gender, ethnicity, and veteran status. This enables you to better track diversity and implement the correct evidence-based programs to increase diversity throughout your pipeline.
5. Deliver On Recruiting Capacity
Recruiting is a fine balance: over-hiring can create an unnecessary cost burden, while under-hiring can reduce productivity. In order to stay on track, recruiters need fact-based hiring plans that are continuously updated to reflect the most current state of the health system. Data-driven workforce planning, done in collaboration with Talent Acquisition and Finance, enables recruitment to create more accurate hiring plans, ones that use forecasts based on historical rates for factors such as employee turnover, internal movement between departments, and hiring success.
Are you collecting and using data efficiently in your nurse recruitment activities? Let’s talk about your current issues and, importantly, opportunities. There are hospitals out there right now crushing it when it comes to nurse recruitment. Yours can be one of them too. Contact me today at firstname.lastname@example.org