The healthcare industry is the fastest-growing job market in the nation. Recruiting outstanding talent can be extremely competitive which means that the staffing crisis in the medical industry will remain unchanged for quite some time. Not only do we face a shortage of healthcare physicians and nurses, but with baby boomers aging and increased technological advancements, the demand for all healthcare professionals is growing faster than ever. Physician’s assistants, pharmacy techs, physical therapists and administrative support staff are also in high demand.
Finding qualified candidates to fulfill these positions has 92% of senior healthcare executives concerned, according to J.P. Morgan’s Healthcare Industry Outlook, and 35% of respondents say that the talent shortage is one of their top three challenges. At a time when competition can be fierce, healthcare providers may need to augment their recruiting process. Artificial intelligence (AI) can help recruiters take a more innovative approach to hiring, by enhancing the recruiting experience, optimizing the hiring funnel and finding the best match for the job.
AI allows recruiters to target passive healthcare providers.
There is dormant pool of untapped talent that AI may be able to reach. Through 2032, the nation faces an estimated shortage of 122,000 physicians because 86% of physicians are not actively looking for a job. AI software allows recruiters to extend their candidate sourcing to social media networks, professional communities, portfolio sites, resume databases and job boards. This software can review millions of profiles within seconds and identify more candidates than manual sourcing.
Tapping into the pool of healthcare providers who are not actively searching for a job could move the needle on supply versus demand. This brings providers back into the field as more than half of these healthcare providers would be willing to discuss a job opportunity if one were offered. So, this could be a significant approach to fulfill staffing needs.
AI helps recruiters to optimize the hiring funnel.
Technology has changed the way we look at the recruiting process. It no longer resembles a linear, step by step process, but instead mimics a funnel. The top of the funnel catches a variety of potential candidates and as they move through the funnel, they move closer to your agency. Candidates that are not a good match are weeded out throughout the process.
Tools such as Crazy Egg and Yoast can help recruiters to reach the pool of candidates at the top of the funnel by creating search-friendly career pages, improving URLs and gaining backlinks from the right job listing sites. Using technology in this way will allow recruiters to optimize job listings and SEO rankings so that candidates can quickly find them in an online search.
Leveraging social media and online employer rating sources will help recruiters to enhance their employee brands as well. Candidates will look at current employee opinions, posts and reviews, so it’s imperative to understand the employee culture. Healthcare providers should work to increase the number of employee brand advocates working in their favor.
Technology can remove the mundane and repetitive tasks from the hiring funnel, such as scheduling interviews, coordinating skills assessments and sending letters to candidates. Applicant tracking systems save time and frees up staff for other aspects of the hiring process, while VoIP services and video conferencing make it possible to conduct interviews from around the world. These services often have screen recording and play back features, enabling a smoother review process.
AI obtains the best candidate for the job.
Not only can technological advances identify qualified candidates and filter out the unqualified, but emerging platforms can also draw upon data points to predict the cultural fit of a candidate, allowing recruiters to consider facets beyond the skills and talents of a prospective hirer. Predictive analytics can help recruiters find candidates who have the potential to meet the expectations for the job who wouldn’t otherwise have been considered, such as hiring an OR Assistant instead of an OR Nurse. There may be candidates you would otherwise have overlooked but who are just as skilled if not a better fit.
AI provides a better recruitment experience.
Today’s candidates are seeking a more gratifying career experience. Healthcare providers must connect with recruits on the cultural and lifestyle aspects of a job offer, not just the technical skill requirements. Candidates expect personalization in the process and use it to gauge the culture of the hiring provider.
Data intelligence gathered from current employees can help recruiters to customize their recruiting strategies. Technology can improve the application process while simplifying data collection and the hiring process. A responsive career portal that renders well to mobile devices will capture millennial recruits and chatbots establish rapport quickly and easily with these candidates.
Quality candidates are keeping their options open and interviewing with many employers. Implementing technology to create an engaging, responsive candidate experience to attract these job seekers is important to your bottom line.