Why Healthcare Organizations Need a Recruiting Strategy

Today, healthcare organizations are facing fierce industry competition driven by a multitude of factors, including rapidly changing market dynamics, healthcare re-reform, and uncertainty around the future of the economy. On top of that, a large amount of experienced and highly skilled healthcare talent is beginning to leave the workforce. A shift is taking place that’s led to shorter tenures and faster turnover. And, to navigate these changes successfully, healthcare organizations need to create recruiting strategies focused on identifying top talent, developing existing talent and retaining top performers. In this blog we’ll look at why it’s so important for healthcare companies, and all business to have a plan of action when it comes to recruiting.


Standing Out From Competition

There are most likely a number of companies that offer similar opportunities, products and services, so what is there to persuade a top candidate to pursue work with your company?  The war for talent continues to heat up, which is why it’s so important to devise an evidence-based approach that aligns recruiting efforts with the company’s business strategy. This allows an organization to consistently find, bring in and develop top performers for all roles. With job-hopping becoming increasingly common, this is a way that companies can retain workers for the long term.

Too often, healthcare organizations approach recruiting as a reactive, but without a clear plan, you may end up spending a fortune on advertising without attracting a single appropriate candidate. In the midst of that, you could also find yourself losing a number of key employees, which would leave you in a difficult place short of valuable skills.


Why a Proper Recruiting Process is Important


Oftentimes, HR departments have to use most of their effort and money to manage current employees, leaving them with little bandwidth left to adequately fill the organization’s hiring needs. In these cases, organizations may end up hiring too many, too little or the wrong type of employee. With too many employees, companies can suffer loss as the cost of maintaining the business increases compared to earnings. However, if positions are left vacant for too long, companies may also incur losses as a result of reduced revenue.

How Much Does a Bad Hire Cost Your Organization? FIND OUT

One of the most effective ways to avoid these pitfalls is by prioritizing open roles according to criticality. Some job openings urgently need to be filled to protect business interests, while   others can wait longer. Recruiting for the positions that matter most first is one way to ensure perfect balance is maintained when it comes to a company’s work and staff.


Defining Yourself in the Job Market

As I mentioned earlier, every company wants to hire the best talent, so none of them are in a unique position. For job applicants, the most attractive organizations are those that have something significant to offer them. A smart recruiting strategy finds a way to differentiate the organization from others either through unique branding, benefits packages, compensation, culture and more. Organizations with creative and exclusive recruitment strategies are bound to appear more unique and attractive to candidates in the job market. However, building a recruiting strategy that sets you apart from your competitors is no easy task and requires a lot of experience, research and thought to ensure success.


Building Your Recruiting Strategy

If well-organized recruiting is your goal, then you need to gain deep knowledge of competitors on the job market, (check out the top jobs in healthcare). This means having a clear vision about the position they are hiring for and a sharp allocation of the recruiting budget to the sources bringing in sustainable long-term benefits to the organization. It is best to seek out the sources that deliver the highest quality candidates. Additionally, your recruiting strategy should be efficient and save you money and time so that you do not spend either investing in sources that aren’t going to bring you the human capital you’re looking for.

Your strategy should effectively identify missing skills and competencies in your organization, so that you can better identify candidates with the desired skill set. If you’re recruiting strategy is effective, you shouldn’t have to advertise your job vacancies widely because people will know and want to work for your organization. Ideally, they should apply on their own due to the great brand recognition and value you’ve created in the marketplace.


Working With a Recruiting Firm to Build a Strategy

If you don’t have the expertise, time or resources to build a recruiting strategy, one of the best alternative options is to partner with a recruiting firm and allow them to manage the hiring process on your behalf. Getting the right people to innovate and grow your organization is oftentimes more important in achieving overall goals than any other part of your business plan.

If you lead a healthcare organization and are in need of top human capital, consider contacting us here at Healthcare Recruiters International. Your people are one of the biggest investments your company makes. That’s what it’s critical to avoid bad hires that can cost your company money, time and resources. Avoid treating human resources like an administrative afterthought because with smart  , you can innovate past your competitors. Prioritizing talent acquisition as a long term play and not a transaction at the time of need gives your company flexibility to scale its business over time to achieve its long-term vision. It’s easy to focus on the competition for customers, but don’t forget about winning the competition for talent.