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Against All Odds: Healthcare Organizations Take On Talent Shortages

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Alessandra Fagone
on April 29, 2016

Good talent is hard to find – and even more difficult to keep. The passing of the Affordable Care Act (ACA) requires each citizen to have health insurance. This has added millions of previously uninsured citizens into the healthcare system and left the industry largely underequipped to handle the influx of patients.

The Annals of Family Medicine suggest that the average primary care physician cares for about 2,300 patients annually. And there is no relief in sight as the aging Baby Boomer population requires more frequent and dynamic care.

Of the nearly 300,000 unique job postings for registered nurses in 2015, only 97,549 positions were filled. To make matters worse, the American Association of Colleges of Nursing reports that nursing schools denied 69,000 qualified applicants due to faculty shortage.

Qualified candidates in any industry, but particularly healthcare, rarely have to worry about finding a new position. They are inundated daily with solicitations, LinkedIn requests and job board updates. They don’t have to find a new job. The new job finds them. 

Hear directly from some of our customers how they are successfully addressing this challenge.  

Whether your healthcare organization operates in hospitals, private care, hospice or otherwise, it’s clear that the shortage of healthcare employees is a two-fold problem: attracting the right talent and then retaining them. Follow these steps to spruce up your current healthcare talent management strategy:

  1. Create a compelling brand.  The talent acquisition landscape of today’s healthcare industry is a job-seeker’s dream. With the proper self-marketing, candidates are fielding multiple offers at once. How does your organization cut through the noise and get candidates to understand your brand voice? A sound, visible brand and tangible, honest testimonials about your organization are a great place to start. Go beyond the average career page and create videos to give applicants a sense of life at your company. Give your organization a personality behind the name and a culture that people want to be part of.


  2. Make the application process as easy as possible (for both the candidate and your HR department!). No candidate wants to get excited about a job description only to find out the application process takes almost an hour. Link to your candidate’s LinkedIn profile to fill in required fields and parse information from their resume to fill in experience and education. On the HR side of things, the moment you find an ideal candidate, you need to act quickly! Don’t lose time sifting through wordy resumes and cover letters for each and every applicant – save that level of detail for applicants you want to advance to the next stage. Use automation to screen and sort candidates by fields you specify. Your ideal candidates will rise to the top of the stack without much effort on your part!


  3. Meet your applicants where they are – on their cell phone or tablet.  Top candidates are tough to track down. Optimize your site for their on-the-go, always-on lifestyle by adjusting it for mobile devices. Poorly optimized sites are frustrating and cumbersome, particularly for applicants who don’t spend their days in front of a computer.


  4. Carry the personalized engagement throughout the recruiting process into onboarding. Candidates can tell when organizations put on a show during the recruiting process only to fall short of their expectations and bravado once they’re brought on. Continuing the personalized engagement lets employees know you are as dedicated to them as they are to you – and that’s a good feeling.

In today’s healthcare talent landscape, it’s important to realize that both your patients and your talent have options. Qualified candidates have opportunities pitched to them frequently.

To communicate your brand message well, you need to have a clear understanding of what your organization stands for and its foundational values. Gain a strong viewpoint of this by speaking with your company’s long-standing employees, or the executive team, who can help you understand what exactly they find most compelling about the organization. Collaborate with your marketing team to create compelling web copy that attracts the right candidates and states your organization’s mission and goals clearly and concisely

Beating the healthcare shortage of employees is no easy feat, but an applicant-focused talent acquisition strategy is the first step to demonstrating your organization’s level of employee engagement. For more insight into how you can attract and retain the best healthcare talent, check out our ebook.


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