How to attract the best candidates when hiring
The healthcare sector is navigating a dynamic landscape, characterised by a rapid digital transformation, accelerated by the onset of the COVID-19 pandemic. This shift towards digitalisation encompasses a broad array of innovations including telehealth, AI-driven diagnostics, and remote patient monitoring—technologies that are revolutionising health care delivery. As these technological advancements continue to unfold, there is an increasing demand for recruitment strategies to embrace the adoption of digital innovations. Modern recruitment processes are increasingly harnessing the power of artificial intelligence to filter candidates efficiently, and virtual interviews have become commonplace in streamlining the hiring process.
As machines take a more prominent role in pre-screening applicants, HR departments can focus on more strategic recruitment initiatives, ensuring that candidates not only meet the technical requirements but also align with the core values of the organisation. When a shift in the healthcare landscape occurs, it unearths a requirement for new and refined skillsets. Recruitment teams need to be agile in their response with commercial capability to grasp what other industry they need to tap into to get that niche skill onboard.
Forward-thinking recruitment strategies are the key to sustained business growth, enabling healthcare providers to not just keep pace but to lead the charge in delivering exceptional, innovative care. In this way, the recruitment processes of today lay the foundation for future success, meeting the evolving needs of both the workforce and the community.
Here are our top 5 tips for attracting the best talent:
1. Know your Employee Value Proposition (EVP)
Your EVP is the value an employee gets in exchange for bringing their skills and expertise to your team. More than just salary, this is the unique set of benefits working for your company brings an employer. It encompasses everything from company culture to holiday entitlement and other benefits, and it is what sets you apart from your competition. You should be clear and honest about what your EVP is - why a candidate should work for you - and put that at the forefront of your offering. Make sure this EVP is visible on your social media channels and in any careers section of your website. It is also a clever idea to use sites like Glassdoor and Trustpilot to display your company culture, rewards, and reputation to potential new hires.
2. Make your advert stand out!
Most candidates reading your job advert will have read hundreds of other adverts for similar roles during their job search, so you need to make sure yours grabs them straight away! One of the best ways to do this is by starting the jobs advert with a clear indication of the salary range and hours you are offering. Studies have shown these are the most important pieces of information to most job seekers, yet very few companies put salaries in their job adverts, so simply offering this information up front – ideally at the top of the advert, not buried somewhere in the body - can make you stand out from the crowd. After that, you should add a brief description of the job role, what they can expect an average day to look like, and any professional or educational qualifications required. Then tell them why your company is a fantastic place to!
3. Keep the hiring process short
Yours will not be the only job the candidate has applied for, so a prompt response could mean the difference between hiring the perfect person and losing them to a competitor. A shorter overall hiring process also limits the risk of competing brands approaching prospective candidates, and candidates are much more likely to stay engaged in the process! Ensure you maintain good communication with candidates and manage their expectations around the speed of the process.
4. Be flexible around your interview process
The covid pandemic has opened-up new ways of working. One major change is that interviews, especially first stage – are taking place remotely. It may be the case that you will not employ an individual without meeting them in person, but it is important to offer a reasonable degree of flexibility. Showing you are considerate of these needs, even at the interview stage, will highlight your company’s commitment to supporting diverse needs, which in turn will help attract more varied candidates. Multiple studies have shown that a more diverse team brings a plethora of benefits, so catering for differences all the way through your hiring process really is a no-brainer.
5. Give feedback
It is amazing how many people overlook this tip, but it is the most important on this list. Firstly, giving feedback is simple professional courtesy, and for candidates it really makes a difference to their interview experience if accompanied with honest, constructive feedback. Even if you do not offer candidates a job, they will remember that you took the time to tell them how they can improve - and that you are the kind of employer who values valuable feedback! Perhaps the candidate was not the current right fit for the role you were advertising, but they could be perfect the next time you are looking to hire. If you have made sure their experience has been positive all the way through the process, they are much more likely to keep you on their radar and apply to you again when more opportunities come up.
Ensuring every applicant has an enjoyable experience with your company, regardless of their suitability for the role, is one of the best ways to attract top talent. Another great way is to partner with Fertility Talent and let our team of expert recruiters find candidates who solve the problem, not just fill the role.
Call 01904 230002 today to discuss how we can find healthcare professionals that make a difference!