3 Simple Strategies for Overcoming Common Healthcare Recruiting Challenges
The recruiting industry is constantly changing. Ask anyone who has been in the field for a while, and they’ll tell you that it looks completely different than it did five or ten years ago. New technologies like crowdsourced platforms, and the ability to recruit virtually have changed the entire landscape for many recruiters, and nowhere is this more apparent than in healthcare, the growth of the industry itself means more recruiters are focusing on healthcare candidates.
This changing landscape doesn’t mean that recruiting is entirely free of problems. In fact, three main problems still continue to plague even the most seasoned recruiters.
We break down the three biggest challenges for healthcare recruiters, and some tips from our agent success team for overcoming them.
Healthcare recruiting challenges and solutions
Here are the top three common challenges healthcare recruiters run into, and how to find success in the face of these challenges.
The problem: It’s a challenge to stand out from other recruiters
Recruiting is a competitive game, and it can be a challenge to stand out from other healthcare recruiters. If you use the same tactics as everyone else, you’ll have a hard time cutting through the noise and reaching candidates. Many passive candidates (that is, healthcare professionals who aren’t actively looking for a job) aren’t necessarily going to respond well to a cold call, so you need to go above and beyond to get their attention.
The solution: Refine your pitch and take advantage of tools
The best recruiters are the ones who not only have a solid pitch to candidates, but who are also able to effectively leverage technology to reach candidates. According to a recent survey, 92% of recruiters use social media to connect with candidates, and today that number is likely approaching 100%. To succeed in recruiting, you’ll need to not just be on social media, but also be able to use the connections you have to find candidates. Investing in an applicant tracking system (or just keeping track of candidates in a spreadsheet) is also incredibly helpful.
However, using tools like social media is only one part of the equation. You’ll also need to have a strong pitch for why a candidate should work with you over other recruiters. If you’re recruiting with Relode, we have a sample script in our resources here.
You can also check out the infographic below for the anatomy of a great recruiting pitch.
The problem: There’s a shortage of great healthcare talent
Low unemployment rates means that there are less people than ever actively searching for jobs. While this is great for job seekers since it means less competition, it’s not as ideal for recruiters, since the ball is essentially in the candidate’s court.
The solution: Get good at pitching passive candidates and refine a niche area
Choosing a recruiting specialty may help in this instance, as you can select a specialty such as physician recruitment, which is a field that is experiencing high growth. As an example, we have 288 open physician positions on the Relode platform, with more to come in the future. You might also choose to look in a specific area where there are a lot of jobs available (for example, there are 34 available nursing jobs in LA).
The other skill that’s essential to develop is the ability to successfully talk to passive candidates. Passive candidates are defined as candidates who aren’t actively job searching. These people may or may not be content in their current roles — it will be up to you to persuade them to advance their careers at another organization. This means learning how to send emails or social media messages that pique a candidate’s interest, and committing to build a strong candidate pipeline. This article that explains how to answer passive candidate concerns is a great place to start if you’re looking for specific scripts.
The problem: Hiring managers are too picky
Most recruiters can think of a time where they submitted the “perfect” candidate, only to receive a rejection notice. This is often because hiring managers will have a very specific vision for what they are looking for, and sometimes that’s not always communicated effectively to the recruiter.
The solution: Develop a relationship and understand the role before you recruit
Having a good relationship either with the hiring manager, or with the team you’re working with (like Relode!) will help you be more effective in your recruiting. This means taking the time to understand not only the job description, but also looking for any information that might not be in the description. If you're recruiting with Relode, you can use tools like the messaging feature in your dashboard, which is designed to give you more insight into the roles and will help you understand more about the type of candidate the client is looking for, the hiring timeline, and other unique information that won't be in the description.
If you’re recruiting with Relode, using the messaging system in your dashboard is critical. This is your direct line to the Relode team, and you can ask any clarifying questions you need to in order to make sure your candidate is a great fit. We’re always here to help.
How Relode can help you overcome common recruiting challenges
At Relode, we help manage the heavy lifting involved in recruiting by providing you with the job orders and tools you need to succeed. If you haven’t already signed up to be a Relode agent, you can sign up here. Otherwise, start browsing jobs here.