Healthcare Recruiting workers have been burned out, forcing many to leave the profession.
We ALL feel the hiring burn.
The healthcare/dentistry industry pre-pandemic was always a frustrating landscape in which to recruit due talent shortages and endless needs. After 18+ months of a pandemic it’s been even more challenging. Healthcare workers have been burned out, forcing many to leave the profession. Some had to take time off due to being in close contact with elderly loved ones or having children in remote learning. Whatever the reason might be, the industry has had to deal with MASSIVE amounts of turnover, which led and continues to lead us to MAJOR hiring sprees.
Don’t give up! Things will get better.
Now that the vaccines are fully and readily available to anyone and everyone, you will start seeing a slow and steady shift of candidates returning back to the workforce. Some states, like NH, are now providing checks for people going BACK to work, versus being at home (great job!) Gradually, the unemployment process will become tougher for all – i.e. forcing applicants to show more proof of aggressive job searches. As a result, the choice of employment for financial gain will become a necessity once again.
Once employment versus unemployment becomes more financially advantageous, coupled with children going back to full time, five days a week for in person schooling, the applicant numbers will increase significantly. Theses candidates will return to the workforce – sometimes returning to their previous employer – perhaps on a part-time basis – where they were comfortable. However, since there are so many employment shortages, they have many choices for employment and may pursue those other opportunities.
As you enter into this “candidate-driven” market, you need to ensure that your recruiting strategies are all up-to-date and on par to generate the best hire possible for your business, and to STAND OUT amongst others that are hiring! What’s a recruiting strategy you ask? It’s a plan of action to help you successfully hire the best possible candidate for your employment opportunities.
Review this list to ensure you are current in your recruiting strategies:
Treat candidates like customers – red carpet/white glove service
I talk about this in my previous article: Frustrated With Recruiting For Your Dental Practice? Struggling With Turnover? You Are Not Alone! I explained how you need to treat candidates and others the way you want to be treated. It’s simple! All candidates need to be provided with a “white glove” or “red carpet” kind of service. Whether it’s a phone screen, video, or an in-person interview, a candidate’s first impression of your company is critical. It is important to make them feel like you’re just as excited about getting to know them as they are about being considered for the role. One of the best recruiting techniques is to treat interviewees the same way you treat your customers.
- Be respectful of their time. Whether it’s a phone call, video conference or in-person meeting, always be sure to show up on time. If you’re running late, let the candidate know as far in advance as possible. Also know that most candidates are busy between juggling things at home and work (if they’re working.) You may need to meet with them before work, during a lunch break, or in the evening after work. Most candidates don’t have the flexibility to take time off for interviews, so if you want to hire, take the time and be respectful of theirs! This will go a long way.
- Be hospitable. When a candidate arrives for an onsite interview, ask if they’d like something to drink and show them where to find the restrooms. Make them feel welcome and comfortable. Introduce them to others around you and on your team. Give them a tour of the office! All of this gives them time to get settled, comfortable, and breaks the ice.
- Make yourself available and flexible. Provide potential candidates with your contact information so they’re able to reach out with questions and concerns throughout the hiring process. Be flexible with candidates’ work schedules – this will lead to an ideal work environment for them.
Use social media – especially LinkedIn
Social media is a fantastic recruiting tool. Social recruiting allows you to share job postings with your entire network and encourages a two-way conversation. Even if the people you reach aren’t interested in the role you’re hiring for, it’s possible they may know someone who is a good fit. People often debate and ask about which one is the best, and although there’s no specific one to claim the “best,” LinkedIn works very well as a professional platform!
Implement an employee referral program – let your employees be your true cheerleaders!
Great people usually make a habit of surrounding themselves with other highly-capable professionals. So why not financially incentivize your awesome employees to tell their networks about your hiring needs and how awesome you are to work for you? (I have a separate document on this, please feel free to direct message me on LinkedIn if you want to learn more.)
Create compelling job descriptions
Writing an attention-grabbing and thorough job description is one of the most important parts of the hiring process. Refer back to my previous article on this.
Check resumes posted online and post jobs on multiple job boards
There are multiple job boards you can use, I would recommend the following as a start:
- Indeed
- ZipRecruiter
- Dental Associations per state
- HealtheCareers
- iHire
- Specialty Associations
- JoinDSO
All of these sites have a place for you to post your job and then a place to have you do resume searches. Make sure you fully utilize both as they usually come together in one price.
Consider past candidates – ensure you save all resumes and stay up to date and organized with proper notes for each candidate
When you hire for a position, there are often a few talented candidates that end up not making the cut due to timing or other external factors. When you’re recruiting for a similar position, consider re-visiting the resumes of past applicants. These candidates are already familiar with your company and may have picked up new skills and experience since you last spoke.
Keep in mind while you are interviewing to take good notes on each candidate, and keep their resume on file for future openings!
Attend industry-related annual/quarterly/monthly meetings
Even though job fairs can be helpful for finding qualified candidates actively looking, non-recruiting-specific events are also an excellent opportunity to meet motivated industry professionals who are eager to network and advance in their field. This is a good way to find experienced, passive talent, and helps you stay ahead of the game when it comes to recruiting for quality talent in a candidate-driven market!
You can attend trade shows, CE and/or networking events that are industry and area specific and pluck talent that way, or at least spread the word and buzz on you hiring, and also is a good way to build an employer brand.
Involve colleagues in the interview process – don’t be the only person involved in interviewing
It’s best to get multiple people involved in an interview versus doing it by yourself (even if you are the hiring authority.) It helps the candidate gain a sense that you are more team oriented versus “top down,” and they will learn how others feel about the company, culture, and their role as well. It will also help you make better, sounder Dental Recruiting hiring decisions – attaining quality talent that will last you a long time!