The job market is especially competitive right now. There are more open positions than candidates. With frontline medical workers in high demand, hiring within the healthcare industry is only getting tougher.

According to recruiting and hiring experts at Glassdoor, on average, it costs $4,000 and takes 24 days to hire a U.S. employee. These numbers can add up fast when you have an abundance of positions to fill.

Here are three strategies you can use to drive down costs, speed up timelines, and efficiently recruit non-physician healthcare workers.

Market Your Culture

Your brand is more than your logo and uniforms. It's how you treat your patients, employees, and recruits. It's your website, social channels, offices, and public opinion. Candidates have access to all of this, so make sure they're seeing the best you have to offer.

  • Update your recruitment messaging to emphasize employee perks and benefits (such as a signing bonus, flexible PTO, and 401k match)
  • Revamp your website to showcase your mission and values
  • Read and respond to your employee and patient reviews on Glassdoor and Yelp
  • Use your Facebook and Instagram feeds to prove to employees that they want to join your company

Source Passive Candidates

Active candidates are those who are searching for and applying to jobs. Passive candidates are not taking steps towards a new career but are open to conversations about one.

Although active candidates are easier to find, the number of passive candidates in the workforce outnumbers them. For example, in a 2020 survey, 38% of nurses reported being open to new opportunities, while only 11% were actively looking.

To compete with other employers, your recruitment efforts need to target these passive candidates. Set up an employee referral system. Reach out to applicants who previously applied for open positions. And make it as easy as possible for candidates to opt-in to future messaging about open roles.

Diversify Job Advertisements

Jobseekers — particularly passive candidates — require more than one touchpoint to spur them to action. You'll want to take an omnichannel, multi-platform approach to maximize impressions and increase conversions (applications).

Make sure to use a combination of push and pull campaigns. Push tactics include:

  • Updated job listings
  • Job board postings
  • Social media and paid search advertisements

Optimize your landing pages, banner ads, and paid search ads to maximize traffic and views.

Pull tactics include:

  • Email
  • Calls
  • Direct messages to candidates who match your open role's qualifications

Start conversations via LinkedIn and Facebook. Amplify organic reach using SEO best practices.

We can help you define and refine your recruitment strategy to target (and hire) the best candidates for your organization. Contact us today to get started.