Best Practices for Healthcare Recruitment and Recruiting

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Our Panelists

Jessica Miller-Merrell@blogging4jobs

Rayanne Thorn@ray_anne

Jay Kuhns, SPHR@jrkuhns

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Session Overview

Our Hot Trends will address the following topics:

Quality-of-HireRetention

The Job MixSocial Media and Mobile

Technology

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Healthcare Staffing Outlook

Source: Wanted Analytics

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Staffing Outlook

• 5 Most Advertised Healthcare Job Titles– Physical Therapist– Occupational Therapist– Registered Nurse– Pharmacist– Speech Language Pathologist

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Trend 1:Quality of Hire

Refining the Quality-of-HireHealthcare continues to be one or the fastest-growing industries, providing jobs for about 15 million people in the US alone -- a number that is projected to grow by 3.2 million new jobs by 2018, according to the Bureau of Labor Statistics. Half of the 20 fastest-growing occupations are healthcare-related; they include such diverse positions as physicians, dentists, registered nurses, physical therapists, medical records and health information technicians, radiologic technologists, dental hygienists and nursing aides.

The challenge for recruiters? Filling those jobs with people who have the right balance of education, technical savvy, and customer service skills to appropriately meet the needs of millions of patients while also minding the budget constraints.

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Trend 1: Quality of Hire

Via CERP

• Quality hires are a direct result of effective relationships

– Between HR and the hiring manager– Between HR and the talent pipeline– And ultimately between HR and the

candidate

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Trend 1: Quality of Hire

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Trend 1: Quality-of-Hire

• The Filter• The Fit• The Fan

The 3 Fs

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Trend 2: Retention

Increasingly Sophisticated Retention EffortsFifteen years ago, a severe nursing shortage was identified. Healthcare Recruiters became busier and busier as the shortage increased and the number of available physicians, pharmacists, and nurse managers decreased. Hospitals and Healthcare Organizations failed to recognize what this meant: loss of loyalty and the ability for recruiters and hiring managers to easily lure away quality employees.

Healthcare recruiters are going to find themselves working even harder to pry top talent from their current positions as employers increase their focus on retention. And recruiters are extending their mission into keeping their new hires satisfied and sticking around. Gone are the days of recruiting and booting. Recruiters will recruit with a retention mindset built into the process.

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Trend 2: Retention

• Supply and Demand– Physicians• Differentiate the organization• CV driven: academics, research options

– Staff • Career development (certification, tuition,

research, mentors, promotions)• Incentives lure staff away from the bedside• RN => ARNP, CRNA

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Trend 2: Retention

• Recruiting on the front-end must match the sophistication of services provided to patients

• Integrating video, multiple social channels, talent communities, and a user-friendly ATS are tools of the trade

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Trend 3: The Job Mix

The Healthcare Job Mix is Shifting!

The Job Mix for Healthcare Professionals is evolving as the patient population is changing and how healthcare is dispensed has been radically altered by the economy. We’ll look at this change and its effects on healthcare recruiting.

A combination of demographic, economic, and regulatory changes is driving a reshuffling of the positions that need to be filled most urgently. In some cases, it is creating specialties that didn’t even exist 10 years ago. While this is good for patients in need, it changes up available positions and how to recruit.

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• External Forces– 10,000 baby-boomers

turn 65 each day!

• The health care hockey stick

• Reimbursement pressure to keep patients out of the hospital

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• Specialized Needs Dominate• Why?– Patients are changing/aging–Medicine continues to be more

specialized– Skills of leaders and staff must adapt to

these changing forces

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Trend 4: Social Media

The Rise of Social Media & Mobile

There are currently 500 million registered users on Twitter and over 950 million users on Facebook. These numbers are not insignificant; they represent the whole world embrace of social media and internet. Consider that over half of the active users in social media access their social networks via their mobile device or smartphone.

Social media is not going away. It will NOT fade into the sunset.

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Trend 4: Social Media

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Trend 5: Technology

Capitalizing on Technology

Software tools, like Applicant Tracking Systems , are consistently improving and now even more innovative tech companies are stepping in to integrate seamlessly with ATSs and CRMs in order to combine outside processes and simplify the complicated practices that have been the tedious recruiting norm for far too long.

This push toward automation makes it easier for recruiters to maximize the value of the data they are collecting about their efforts.

Online recruitment efforts can now be measured and working with marketing is more important than ever in your recruiting and branding efforts.

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Trend 5: Technology

Achieving QHQ

Quality Hires Quickly

Technology changes how we do business

and Recruiting is a business process.

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Trend 5: Technology

DON’T be <= this guy…

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Trend 5: Technology

-Big Data is BIGGER-Cloud Computing-Tech Partners

The new Frontier!

photo – FPMI Solutions

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The Final Word

• Evolution in the relationship between marketing and human resources.

• Social Media is a conversation whether or not you are ready to listen or are listening.

• Cloak and dagger approach is no more.

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Questions?

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Get HRCI Recert Credits

• Visit http://b4j.com/hrciwebinars & register to get PHR, SPHR & GPHR

cert credits free.

http://b4j.com/hrciwebinars

#hrsolutions

Learn more about . . .

• Jay Kuhns at www.noexcuseshr.com• Jessica Miller-Merrell at

www.blogging4jobs.com• Rayanne Thorn at

www.linkedin.com/in/rayannethorn

http://www.noexcuseshr.com/

http://www.blogging4jobs.com/

Best Practices for Healthcare Recruitment and Recruiting

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Transcript of Best Practices for Healthcare Recruitment and Recruiting