Tips on How Healthcare Staffing Companies can Improve the Candidate Experience
The U.S. Census data shows that there are 49.2 million people over 65 years of age in the U.S., who account for 12.4 percent of the population. Increased life expectancy together with the Baby Boom population has created a demand for more experienced healthcare professionals. Healthcare staffing companies are trying hard to source knowledgeable and experienced candidates to support the increasing need.
The Role of Healthcare Staffing Companies
Even the best healthcare staffing company with a direct contract with clients and the most liberal set of strategies fails to deploy, attract, and retain talent. A high pay package with rewards and benefits are not effective in retaining talent. How else would it be possible for healthcare staffing companies to secure their professionals?
According to the best-in-class healthcare staffing companies, candidate experience is a top priority. The economic landscape clearly indicates low unemployment and record-high job growth plus turnover. Candidate’s experiences can a crucial factor for talent acquisition as well as retention. While the demand for skilled healthcare talent is very high, candidates would rarely settle for an average experience.
Tips to Improve Candidate Experience
Tip#1: Improve Company Brand Image
Whether a candidate is a fresh graduate or seasoned professional, modern job seekers would likely research prospective brands before applying for a position or accepting a job. To make sure more and more candidates accept offer letters, healthcare organizations should create a positive employment brand. The best way to do this is by highlighting the culture of the company and its benefits.
For instance, a healthcare company can demonstrate their work culture by telling convincing stories about the workplace, employees, and benefits.
In addition, healthcare providers can attend certain branding activities, in-person, to show their presence. For example, attend local healthcare fairs and send your talent team to events catering to job seekers at nursing schools and local medical schools.
#2: Utilize Innovative Sourcing Methods and Create a Pipeline
Being proactive is important to succeed in the process of healthcare recruitment. Healthcare organizations should aim to build strategic talent pipelines covering both regional as well as national talent pools.
With the present gap in healthcare recruitment, organizations should focus on sourcing diverse talents from various placed. Having a skilled RPO would ensure that you are able to source promising talent from various places.
When healthcare is concerned, veterans have the necessary training, experience, skills, and discipline to be potential candidates. RPO providers having a proven track record of hiring veterans can help organizations source quality candidates and bridge that talent gap.
#3: Perks & Benefits
Healthcare staffing agencies must determine the perks and benefits that would be meaningful to job seekers. Explore insurance brokers and employee surveys to know what’s trending in the modern marketplace.
Highlighting the perks and benefits on recruitment websites and their own website adds value to the process. In addition, internal recruiters should be trained to explain these benefits and values it can provide to the entire compensation package.
To make a difference, here’s what you can highlight:
- Increase employer contribution to insurance premiums
- Give first-day coverage
- Provide unique and industry-specific benefits for personalized services like pet insurance, small personal loans, student loan reimbursement, legal insurance, and identity theft protection
- Focus on Health Savings Accounts to have control over premiums
- Implement rewards programs recognizing positive and healthy behavior
- Implement employee engagement platforms to appreciate and boost morale
- Offer leave for volunteering
- Provide with greater flexibility such as unlimited paid-time-off etc
#4: Conduct Wellness Programs
Wellness programs can improve the mental and physical health of staff, which would reduce claim costs. Although it may be difficult to conduct an internal wellness program for multiple locations or dispersed workforce, here’s what you can try:
- Biometric screenings can be instrumental for implementing programs specific to the health demographics and potential illnesses of the population – conduct on-site or local testing for dispersed employees
- Promote perks of insurance carriers, which includes discounted gym memberships etc
- Implement point-based wellness tracker online to track the progress of employees, choose a healthy lifestyle, and provide rewards upon reaching a milestone
Why Invest in Candidate Experience?
Most healthcare organizations do not believe in attempting to measure candidate experience. This is one big mistake.
It’s incredibly valuable data that could make or break the harmony of your organization. Getting feedback ensures that you are updated about candidates’ experiences, the scope of changes and improvements, new additions, any deletion, etc.
If your process is designed focusing on the candidates, it’s generally good. However, if not, you may have to make changes.
Losing out top candidates can be a severe loss for your company. After all, it is your staff that promotes the company.