I recently read an article Solving Ongoing Struggles of Retention with Healthcare Recruitment Strategies. With my background in healthcare and executive search, I found this article to be very interesting and decided to share my views on the topic.
The article covers aspects of recruitment and retention, in healthcare. “In terms of recruitment, the global pandemic had a particularly profound effect on the healthcare industry. Now in the latter half of the year, we’ll take a look at the current state of recruitment, unraveling the cycle of healthcare turnover, and the healthcare recruitment strategies and tech that industry leaders are adopting.”
Whilst many industries today are being forced to downsize their workforce, others are seeing the opposite effect. Healthcare, pharmacy retail and supply chain industries are hiring by the thousands. Recruitment in these difficult times is something which should be supported by specialists. The “human-factor’’ is now more valuable than ever, in a time when transparency is growing and impressions are ruled by media – the good and the bad. The words of a single disappointed employee can lead to devastating effects on recruitment for a company (both traditional and direct search).
Due to these circumstances, employer branding and media presence are extremely crucial. Employer branding refers to an employer’s reputation as a place to work. Training opportunities, fair treatment, growth opportunities etc. are essential and need to be addressed – especially currently in the healthcare industry. Low retention rates due to unpleasant working conditions are commonplace in the healthcare industry, which is why they need to prioritize and improve their staff’s needs and wants. Potential candidates are the ones who decide where, and if, they want to be employed, which is why the reputation of your company is key.
On the flip side, employer branding and media presence is desirable and needs to be pursued. Some companies may miss out on the best talent because they are simply not looking. This brings us to the next point of reaching out to audiences. Many highly specialized and well-trained potential candidates are not available in the market because they are not aware of opportunities. They would hardly consider a job if it lacks pulse from the outside. This holds true for older candidates as well, who would not consider themselves being of interest. However, today, experience is Gold in healthcare. These ‘sleeping beauties’ can only be found with a determined approach on behalf of the employers.
It is essential that recruiting activities are accompanied by a direct approach, through a third party. This builds trust and makes the candidate feel wanted. A direct approach is not only more promising, but based on our experience, it’s the only way to successfully “reach out to new audiences”, as mentioned in the article.
The article provided an interesting take on today’s developments in the healthcare industry.
Read the original article here.
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Tags: Michael Eckert, Höchsmann & Company, Executive Search
Gerhard Michael Eckert 