The Best Recruitment Strategies in Healthcare for 2023 

Healthcare organizations should consider expanding their recruitment strategies in 2023. The Bureau of Labor Statistics predicts the healthcare industry job market will outpace all other sectors, adding about 2.4 million jobs from 2019-2029. Even as the healthcare industry expands, the candidate pool is shrinking—hospitals that want the best candidates for their institution will have to innovate and accelerate their hiring processes to stay competitive.

Every day, more and more healthcare organizations are turning to technology for recruiting. With platforms that streamline the interviewing and hiring processes, saving you time and money, using this technology is a no-brainer. Healthcare organizations that have adopted remote and online tools like interviewstream have had great success in their talent acquisition outcomes.

Expanding the net for recruitment and modernizing your hiring process is essential for the future of your healthcare organization. We’ve come up with some ideas you can use to revamp your recruitment process and find your ideal candidates, so start now and get an edge on the competition.

Healthcare Recruitment Strategies to Try in 2023

1. Recruit for diversity.

In today’s work environment, diversity is an essential hiring focus that includes race, gender, age, religious affiliation, and gender identity—to name a few. For healthcare organizations, hiring a diverse workforce is a matter of providing the best service for local patients and a more dynamic workplace for employees. Why?

• Diversity improves accessibility. Many populations in America don’t speak English as a first language. Local healthcare facilities should examine how this issue impacts their patients and hire according to the needs of their demographic.
• Diversity builds trust. There has been much discussion about the imbalance in the quality of medical care given to minority patients. Ongoing studies are monitoring the impact of hiring more minority doctors and attending medical staff as it relates to the outcomes for minority patients. 
• Diversity increases competitiveness. Glassdoor found that 76% of job seekers consider the diversity of an organization as an important factor when deciding whether to apply or accept a job offer.  
• Diversity leads to profits. Diverse teams are 33% more likely to outperform non-diverse competitors, according to research by McKinsey & Company. A healthcare organization’s profitability and innovation directly tie into their employees’ range of experience, education, and perspective.  

HR teams can use interview builder to apply screening criteria objectively and consistently across all candidates. You can choose questions commonly asked in the healthcare industry, or create your own set of questions. If you have multiple employees managing recruitment activities, having a tailored set of interview questions is crucial to creating a fair and consistent candidate experience.

2. Invest in students.

Research shows that graduates who participate in nurse residency programs have higher stay rates than grads who don’t. Organizations that support recent graduates transitioning from college to the working world see improved retention, increased confidence among new nurses, and a better sense of community. Hospitals that invest in worker education and career advancement also see dramatic improvements in retention.

While job fairs drive interest, they do not always guarantee job seekers a place in your screening process. Busy applicants find it difficult to arrange a time for in-person interviews around work or school schedules. With interview on demand, students can complete interviews on their own time, saving your office the time, hassle, and expense of lengthy screening calls.

Once you are ready to have a live conversation with candidates, help applicants with a busy schedule save time by using an automated interview scheduler. These tools allow applicants to self-select a time that works best for them—as a result, most candidates schedule their interview within 24 hours of receiving the interview request. This shortens the time between the initial contact, and their in-person or live video interview, enabling you to interview more candidates, faster.

3. Revamp your hiring practices.

Speed is a popular term in current hiring practices. According to the Society for Human Resource Management (SHRM), the average hiring process takes 42 days. Healthcare positions can take even longer. That’s a long time for a candidate to wait, especially considering the lack of medical professionals on the market. Lengthening the recruitment process gives your competitors time to swoop in and steal your top candidates.

Strategic hiring is equally as important. Experience, training, and skills are essential, but healthcare organizations should make sure they ask questions geared towards workplace culture and job progression. Your perfect candidate is only perfect if they fit into your workplace culture and growth opportunities—if you’re not asking these questions, you’re risking your new hire jumping ship. Work ethic, attitude, communication, and accountability are strong indicators of a recruit’s likelihood of job satisfaction

Video interviews provide a deeper insight into your candidates. With live video interviewing tools like interview connect, you and other decision-makers can record and rate every candidate’s live video interview. Rewind and rewatch candidates’ answers to knock out who are not a good fit and say goodbye to sitting around as you try to dredge up memories of each interview. After finishing all the interviews, you can easily see the stand-out candidates by their rating.

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Add video interviews to your healthcare recruitment strategy.

Video interviews can save time, money, and the hassle of planning in-person interviews. Whether you’re recruiting for diversity, investing in students, or looking to streamline hiring practices, incorporating video interviews into your healthcare recruitment process leads to success. Transform your hiring process and reach your candidates before your competitors with interviewstream. 

Our virtual interviewing process is easy and affordable to integrate into your healthcare recruitment strategy. Contact interviewstream to demo our technology and learn more about connecting with prospective hires by video.

About The Author

Caroline Chessia is the Marketing Operations Specialist at interviewstream. She loves color-coordinated graphs, hiking in the mountains, and every dog she meets—especially the Golden Retrievers.