Healthcare staffing is having a second. This yr, healthcare staffing income reached historic highs and is projected by Staffing Business Analysts (SIA) to attain $50B in 2023.
However that progress doesn’t come with out challenges. Of their current Healthcare Staffing Pulse Report, SIA discovered that healthcare staffing companies put their recruiting issue at 3.7 out of 5. Moreover, we discovered on this yr’s GRID Recruitment Developments Report that, for the primary time, candidate acquisition and expertise have been listed as the highest priorities for healthcare staffing companies.
Healthcare staff are additionally feeling the pressure. In our current World Recruitment Insights & Information (GRID) Expertise Developments Report, lower than 20 p.c of healthcare staff cited themselves as advocates for his or her most up-to-date agency. There may be excellent news: those that did have been 6x as more likely to have a superb expertise expertise all through the lifecycle.
The message is obvious: companies should guarantee candidates have the very best expertise to retain expertise. How are you going to meet the expectations of the fashionable healthcare employee and guarantee your agency capitalizes on this historic progress? Check out our full GRID Expertise Survey findings, or try our key takeaways under.
Assembly candidates the place they’re
Provided that healthcare is a 24/7 job so sufferers can get the care they want, it’s no secret that suppliers are busy. They’ve sufficient on their plate without having to hunt for his or her subsequent task – and that’s the place recruiters are available. The primary worth healthcare staff attribute to recruiters is discovering them the appropriate jobs.
It’s as much as recruiters to step as much as the plate and meet healthcare staff the place they’re. Meaning constant communication: 73% of healthcare candidates need recruiters to achieve out a minimum of as soon as per week with alternatives. This stage of communication doesn’t should burden recruiters; even a fast, automated – but customized – check-in is sufficient to assist healthcare staff really feel valued.
Recruiters additionally want to verify they’re connecting with candidates on the appropriate platforms. Throughout the job search, e-mail is the easiest way to get in contact with healthcare staff: 37% of these surveyed listed it as their best choice for staying involved. However whereas on task, textual content messages are virtually simply as common a selection, with 31% itemizing it as their most well-liked methodology.
How are you going to make sure you’re not letting candidates slip via the cracks? Strive an omnichannel engagement technique encompassing cellphone, e-mail, SMS, video, and chatbot, with all the data you obtain flowing proper again into your database. Regardless of how your candidates choose to speak, you may leverage this engagement technique — with the assistance of Bullhorn Automation – to fulfill them the place they’re.
Tackling the challenges of onboarding
For healthcare staff, a cumbersome onboarding course of was the highest reported problem. One out of each three healthcare staff surveyed mentioned they handled a time-consuming onboarding course of of their most up-to-date task. Between interviews, reference checks, background checks, and credentialing, onboarding must occur shortly and easily, so companies (and their shoppers) aren’t lacking out on beneficial candidates: 70% of respondents reported abandoning a promising alternative as a result of the method took too lengthy.
Compliance is especially essential, particularly in a area like healthcare that requires certifications like primary life assist or CPR. However offering a frictionless credentialing expertise is simply as essential as guaranteeing suppliers keep compliant whereas on the job.
All through all the onboarding expertise, companies can have a look at their friction factors and decide the place tech will help streamline the method. A 3rd of healthcare supplier respondents reported that their credentialing course of was largely guide – however within the digital age, the expertise pool has increased expectations than that. Permitting nurses to add, replace, and examine their credentials when they need via a self-service expertise platform is only one approach you may streamline your onboarding and get candidates on task faster and simpler.
Nurturing expertise via the task and past
Moreso than in different staffing sectors, healthcare staff reported looking for worth from recruiters past matching them for the appropriate jobs. At virtually double the speed of staff from different sectors, healthcare suppliers need recruiters to supply them training or certification alternatives to assist advance their careers. Moreover, healthcare suppliers listed receiving recommendation and experience from their recruiters as one other prime precedence.
Nurturing expertise past their task needs to be prime of thoughts for staffing companies, however two out of three respondents mentioned their recruiter didn’t attain out about future alternatives earlier than their task finish date – together with 45% who actively needed to work with their agency once more. For those who’re not taking the possibility to upskill, redeploy, or nurture your candidates, you’re not simply leaving cash on the desk – you’re forsaking what may develop right into a fruitful candidate relationship.
Automated communication processes will help you keep engaged with staff all through their assignments – and lengthy afterward. From check-ins to suggestions surveys, having these devoted engagement streams will help you be taught extra about your expertise neighborhood, so you may assist them form their profession.
All through all the expertise lifecycle, it’s clear that suppliers have excessive expectations. Study what else candidates need from healthcare staffing companies within the newest GRID Expertise Developments Report so you may assist your staffing agency go above and past.
