To say that the healthcare sector is important to our society is to be guilty of massive understatement. Most everyone comes into contact with the healthcare system in one capacity or another—even those of us who like to boast that we hardly ever get sick.
We get our annual flu shot from the local clinic, we stop by the doctor’s office for a checkup, we take prescription pills supplied to us by the pharmacist, we help family members with their medical issues and rehabilitation efforts—in sum, we either deal with the healthcare system ourselves or we know someone who does.
Therefore, the chronic shortage of qualified medical personnel—a phenomenon driven largely by the aging Boomer population—affects all of us. However, for those involved in recruiting medical specialists for their clients, this paucity of talent is troublesome on a professional level as well. This is not a field where recruiters have the luxury of drawing from a massive pool of applicants. What can you do to improve your chances of locating prime candidates? We have a few suggestions.
Know the Field – Do you know what HIPAA is (without looking it up on Google)? Could you explain why it’s so important to the healthcare industry? Do you know all the job responsibilities of the positions you’re recruiting for? Not knowing these things puts you at a disadvantage when it comes to pinpointing the kinds of personal and professional qualities that your candidates should have.
Exploit the Power of Technology – The healthcare sector is notorious for its resistance to changing its computing habits, due largely to chronic underfunding. Recruiting software and supporting technology can give you an edge, particularly if you’re dealing with clients who are stuck in the past. This means using mobile apps, cloud storage, and up-to-date ATS software—all of which can work together to make up a powerful recruiting platform.
Maintain Your Talent Pipeline – Another negative trend plaguing the healthcare sector is an unusually high turnover. For the year 2015, the turnover rate in the industry was 19.2%.1 As a recruiter, you need to stay in contact with qualified candidates, even if they’re currently employed—because they may not be at their present position for long.