Tips for Effective Healthcare Talent Acquisition

The healthcare industry has always been a popular choice for job seekers and 2014 is no different. In fact, Glassdoor ranks healthcare number four on its “Top 10 Industries Hiring” list, this past May. There is also an abundant amount of talent looking to find their niche within the healthcare community.  The question is – how do we find the right talent while also focusing on the industry’s main priority – its patients? Here are our top three tips:

1. Quality of Care Remains Supreme 

  • HealthcareHealthcare will always be about saving lives and providing exceptional care to patients; and hiring managers need to keep this in mind when looking for candidates. If a candidate has exceptional skill, but does not possess the same goals and values of an establishment, then it can affect the whole organization. This applies to the medical staff itself, but also to other roles including, information technology (IT), management and accounting. In fact, the accounting department is essentially the backbone of any healthcare organization. It must balance the tricky task of allowing the organization to provide exceptional patient care, while also ensuring financial functions operate accurately.  With the right candidate, recruiters and hiring managers are setting the organization up for success.

2. Develop an Efficient Process 

  • As mentioned above, it is crucial to find a candidate that matches all the skills you need as well as one that fits in with the organization’s culture. While it may be easy and time efficient to find someone that simply fits the job description on paper, it is more beneficial to develop a hiring process that allows managers to get to know candidates on a personal level. In return, it will make the hiring process more efficient as recruiters and hiring managers can focus their time on a small number of top talents, rather than an abundant amount of average candidates.

3. Provide Development Opportunities  

  • The hiring process often takes up a lot of time and money that could be going towards more important resources. This is especially true in healthcare. In fact, it can cost a hospital as much as $150,000 to hire a new IT employee. This includes recruitment, training and lost productivity. Therefore, hospitals need to decrease turnover as much as possible. One way to do so is to provide development and learning opportunities for employees. This gives employees the opportunity to feel challenged and allows them to see the impact their work has on an organization as a whole. Ultimately, if healthcare organizations take the time to find skilled and goal oriented candidates and provide them with opportunities to grow and succeed, they are ensuring that the talent they hire will be able to contribute to the overall success of the organization.

Ultimately, if healthcare organizations take the time to find skilled and goal oriented candidates and provide them with opportunities to grow and succeed, they are ensuring that the talent they hire will be able to contribute to the overall success of the organization.

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Frank Green, President