As the baby boomer generation ages, the number of job openings in healthcare is projected to skyrocket. Currently that number already far exceeds the supply of healthcare professionals, 1.1 million to 689,000.
With the demand expected to only increase, how can healthcare recruiters find success? Taking a closer look at responses from healthcare recruiters in the 2019 Recruiting Automation Trends Report, we’ve uncovered some answers.
Recruiting is a notoriously tough gig, but for our friends in the healthcare sector, the scarcity of time and resources make it even more so. While 62% of healthcare recruiters say that finding the right candidates is their biggest challenge, only 13.5% have the bandwidth to source for all of their roles. Across all industries as a whole, this number was 20%.
So it looks like we’ve identified the first problem: if healthcare recruiters hope to attract top talent amongst such a competitive talent market, they must actively source for every role; but given the demands of the job market, they lack the bandwidth.
This cyclical battle created by high demand and low supply makes healthcare recruiting a prime candidate for automation. Recruiters agree – 84% of healthcare recruiters said that they would be more productive if they could automate sourcing. With the lending hand of automation, recruiters can focus their sourcing efforts on tougher, complex positions while allowing automation to cover the rest.
Of course, finding talent is only one piece of the puzzle. Once the perfect candidate has been discovered, the pressure is on to craft a message eye-catching enough to reel them in. We already know that recruiters struggle to allocate enough sourcing time towards each role, so when it comes to outreach, it’s not surprising that recruiters are raising their hands for more resources.
When asked where data would be most useful, the majority of healthcare recruiters pointed to outreach. However, only 36% reported that they track email open rates, and 42% reported that they track click-through and reply rates. Healthcare recruiters may believe in the power of outreach data but many have yet to use key outreach metrics to inform their strategy.
The war for talent doesn’t end once a candidate signs an offer letter– companies that invest in their workplace culture have learned this lesson well. In particular, whether a company has a successful diversity and inclusion program in place is strongly linked to overall employee retention. Unfortunately only 46% of healthcare recruiters indicated that their company has a diversity initiative in place, much lower than the cross-industry average of 57%. As a result only 30% believe that their CEOs are champions of diversity.
Specifically, these recruiters identified sourcing and qualification as the biggest barriers to hiring diverse talent. With the number of tools and resources available to help diversity initiatives within the sourcing process, this is a problem with a clear solution. However, only 20% agree that they have the tools in place to ensure a fair and unbiased sourcing process.
To be successful these recruiters need the right tools to automate tedious tasks and the right data to make strategic, impactful hiring decisions. And given the increasingly large hand recruiters play in the overall success of healthcare organizations, the smartest move their companies can make today is investing in their recruiter’s success.