The hiring process today has evolved significantly compared to ten years ago. Even strategies from just two years ago might already be outdated. Therefore, it’s essential to regularly review and enhance your current recruitment process. By adopting innovative hiring tactics, you can attract qualified candidates who not only fit well with your business but also serve your patients effectively.
Also Read: Why executive search firm is important for your Top-level hiring need in GCC?
Kickstart Your Brand
Your company’s brand encompasses more than just its logo or your personal image, though these are part of it. It also includes your culture, values, communication style, goals, and the way your patients and employees perceive you.
Review Your Benefits & Compensation Packages
The healthcare sector is facing a minor crisis with more job openings than there are qualified healthcare executives in GCC, making the hiring process highly competitive. To attract top talent, you need to offer benefits that stand out compared to your competitors. However, this doesn’t necessarily mean you have to offer the highest salaries.
Update your job listings
Many practices use pre-designed templates for their job listings to save time, which can make posting openings quick and easy. However, as your practice expands and evolves, the roles you’re hiring for likely change too. It’s important to regularly update job requirements to ensure they accurately reflect the responsibilities and tasks of the position.
Improve the recruiting process
If you still ask applicants to fax, mail, or return applications in person, you’re likely missing out on a large pool of qualified candidates. Outdated application methods can give the impression that your business model is also out of date, which may discourage potential leads. To create a hiring process that truly works for your practice, start by closely examining your current approach. This includes everything from the application process to the interview questions you ask. Ensure that your hiring procedure aligns with your brand. If your practice is tech-savvy, make sure to integrate technology extensively throughout the recruiting process.
Be Culture-Aware
Your company culture is essential not only for attracting top talent but also for retaining it. Burnout is a significant reason why many nurses leave the profession. By fostering a culture that values and cares for your staff as much as your patients, you can alleviate burnout and help your team perform at their best.
Publish on Well-Known Job Boards
Simply posting a job opening and waiting for applications is no longer enough. While you might receive a flood of responses, their quality can vary widely. To find the best nurses, doctors, and other candidates for your practice, it’s crucial to go straight to the source. All healthcare executives in GCC should learn which job boards and postings are most reputable and widely used in the healthcare sector. Improve your hiring process by understanding firsthand what candidates are looking for and asking your own questions. Don’t hesitate to reach out to individuals you think could be a great fit for the positions you’re hiring for.
Use Other Branches as Support
Considering the evolving trends in the healthcare industry and the increasing workload on nurses, it could be beneficial to explore candidates from different medical specialties. These professionals may possess the necessary skills you’re seeking. They might not realize that your practice offers a better fit for them, whether they are travel nurses seeking stability or hospital nurses aiming to build deeper client relationships.
Build a Multi-Platform Campaign
Relying on a single platform to advertise your job openings may cause you to overlook many qualified candidates. In today’s competitive market, simply posting a job and waiting for applicants is not effective. If you limit yourself to job sites, you might miss candidates who engage with you on social media. Similarly, if you focus only on social media, you could overlook those who regularly check your careers page. Ensure your job openings reach the most suitable candidates by promoting them across multiple platforms. This includes emailing individuals who have previously shown interest in your company or former employees in good standing, alongside posting on your careers page or relevant platforms. Utilise paid advertisements on various social media platforms like LinkedIn and Instagram, in addition to your organic posts. The broader your reach to qualified candidates, the greater the chance they will discover and apply to your opportunities, thereby enhancing awareness of your business.
Look within
When developing a recruitment and selection process, internal factors are one of the most frequently ignored areas. You can expand your audience and give your team the liberty to brag about continuing to work for you by speaking with them about available positions and asking them to share them.
Utilize a database for recruiting
Due to increased competition, everyone is racing to see who will hire the candidate first. However, it takes time to make sure the applicants you interview are a good fit for your business. If you’re vying for talent, the game is already over for you. You can find talent before it appears on job boards by using a specialized recruitment database that gives you access to candidates before anyone else. You won’t have to wait around for applications to start to trickle in because recruitment portals such as Linkedin actively put your open positions in front of qualified candidates.
Connect with us at www.robbertmurray.com to source the right healthcare executives in GCC
