There is no denying that when it comes to recruiters and candidates, it is candidates that seem to be having all the luck where the healthcare jobs market is concerned. This is for the very simple reason that the healthcare jobs market in the U.S. has, for a long time, been primarily a job seekers market. What this means is that there is a relative dearth of top talent for a surplus of healthcare job vacancies. This means that employers are normally scrambling and fighting for the top talent, putting that same talent in a very strong position.
However, while this might be good news for candidates, it has a number of other effects which are not so positive. In fact, the current job seekers market is probably, overall, pretty bad for the effective functioning of healthcare services across the country. There are a number of reasons for this. For one thing, it is certainly no good for recruiters.
The Negative Effects of the Talent Shortage
So, while the jobseekers market makes it easier for candidates to find a job somewhere, the quality of that vacancy could well be compromised by this situation. This can happen when recruiters lower their recruitment standards in order to snap up talent. This certainly makes the interview itself easier for candidates, but once they get into work they might find a lack of standards, a poor working environment, and a high turnover of staff. Talent churn is no good for a healthcare institution simply because healthcare workers need to form well integrated teams to work together effectively.
For recruiters, the talent dearth also makes it far more likely that factors like inconvenient location and inadequate salary will put potential candidates off. It also makes it more likely that time and money will be spent on recruiting a candidate who ultimately declines the offer. It should be obvious, but none of this is good for the people who matter most – the patients.
Proactive Recruitment Strategies
As a recruiter then, what can you do about this situation? The solution seems to lie in adopting a proactive recruitment strategy. This refers to anticipating the need for the talent before it arises, and then having reserves ready to fill it. There are several things you can do to build up a truly proactive recruitment strategy. These include:
Making the Time
Health Jobs Nationwide, a healthcare jobs board, note that said health jobs boards very often refine candidate searches in order to return only the best suited vacancies. This is good news for recruiters as it stops the valuable applications from being lost in a slew of others which ultimately go nowhere. There is a wealth of smart technology available, which can also filter out inappropriate applications.
Work With Data
And make no mistake, the data is there. Analyzing trends over time and all the various metrics by which the jobs market and recruitment at your specific institution is monitored is the best way to ensure that you can be more selective with the applications which you receive.
Build Up Connections
It is hard enough to stand out as a recruiter in the jobs market as things currently stand. Isolating yourself is sure to make it even harder. Recruiters can build valuable working relationships with all sorts of healthcare institutions, from med schools to other recruiters and recruitment services. It makes sense to have someone potentially sending candidates your way.
Even if you have an adequate workforce right now, it makes all the sense in the world to shore up your reserve of talent. Proactive recruitment is the way to go about this.