Stop Losing Healthcare Candidates: 5 Fixes to Improve Recruitment

The healthcare industry continues to face disruption as a result of rapid technological advancements and evolving workforce dynamics. The adoption of generative AI and digital tools necessitates new skills, while competition for skilled professionals intensifies recruitment challenges. Additionally, the integration of automated processes and reliance on telehealth solutions may contribute to perceptions of job insecurity amongst skilled healthcare candidates. Rising healthcare costs and heightened consumer expectations strain budgets, making it increasingly difficult for employers to offer competitive salaries.

In this highly challenging environment, attracting and retaining top talent is more critical than ever. Many healthcare employers face issues with candidate drop-off at various stages of the recruitment pipeline. This blog identifies common bottlenecks in the healthcare recruitment process and provides actionable strategies to streamline the candidate experience from application to onboarding, highlighting the importance of a positive candidate experience.

Common Bottlenecks in the Healthcare Recruitment Pipeline

Healthcare recruitment can be a complex and lengthy process, leading to several potential points where candidates might drop off. Understanding these bottlenecks is the first step in addressing them:

Lengthy Application Processes

Complex and time-consuming application forms can deter candidates from completing their submissions. If the process takes too long, candidates might abandon it midway.  According a 2023 report by CareerBuilder, titled "Job Seekers: What They Want," the lengthy application process is a significant barrier for registered nurses, making their job search more challenging and time-consuming.

Poor Communication

Poor communication during the recruitment process can frustrate candidates and make them feel undervalued, prompting them to seek opportunities elsewhere. A candidate experience report by Criteria finds that 51% of candidates have abandoned a recruitment process due to poor communication from recruiters or employers. 

Inefficient Interview Process

Coordinating interviews can be challenging, and delays or miscommunications can lead to candidate disengagement. Candidates prefer a shorter interview timeline; in a 2023 survey of healthcare professionals by healthcare recruitment network, Health eCareers, 52% said they prefer a shorter interview process, with 68% expecting between one and three interviews before receiving an offer.

Slow Decision-Making

Lengthy evaluation and decision-making processes can result in losing top candidates to faster-moving competitors. A report by ERE, in conjunction with the CandE Benchmark Research Program, revealed that "time disrespected" is a major reason candidates withdraw from the recruitment process—an issue echoed globally.

1. Cumbersome Onboarding Procedures

2. A complicated or poorly organized onboarding process can discourage new hires before they even start. Engage2Excel, a global career experience company, finds that 70% of employees say that their first-day onboarding experience influences their decision to stay with the company for more than a month.
   

3. 

5 Fixes to the Healthcare Recruitment Process

Simplify the Application Process

• Streamline Forms: Reduce the number of fields and steps in your application forms. Only ask for essential information upfront and gather additional details later in the process.
• Mobile-Friendly Applications: Ensure your application portal is mobile-friendly, allowing candidates to apply easily from their smartphones or tablets.
• Clear Instructions: Provide clear, concise instructions and examples to guide candidates through the application process. This reduces confusion and makes it easier for candidates to complete their applications quickly.

Enhance Candidate Communication

• Build Recruitment Campaigns: Focus on who your target candidates are, what benefits they will receive, why those benefits matter, and how you will communicate with them. Develop a multi-channel communication plan that includes email, social media, text messages, virtual events, and job fairs to reach candidates where they are most active.
• Create a Retention Strategy: Develop a comprehensive strategy that includes consistent messaging to move candidates from awareness to action. Continuously test and refine your communication methods, adapting your strategy based on feedback and performance metrics.  If one method isn’t yielding results, be prepared to redirect your resources to another approach that might work better.
• Regular Updates: Keep candidates informed about the status of their application with regular updates. Automated emails acknowledging receipt of applications and providing timelines can be very effective.
• Respect Preferences: Be mindful of candidates' communication preferences. Remove opt-outs from your lists and spread your communications over time, avoiding multiple emails on the same day.
• Personal Touch: Where possible, personalize communication. A quick phone call or a personalized email can make candidates feel valued and appreciated. Direct calls can also improve engagement by providing immediate answers to candidate questions. 
• Feedback Loop: Provide constructive feedback to candidates who are not selected. This helps them feel respected and can improve their perception of your organization, making them more likely to apply again in the future.

Optimize Interview Scheduling

• Flexible Scheduling Tools: Use online scheduling tools that allow candidates to select interview times that work for them, reducing the back-and-forth often associated with scheduling.
• Group Interviews: Consider conducting group interviews or assessment centers to streamline the process and evaluate multiple candidates simultaneously.
• Virtual Interviews: Leverage virtual interview platforms to reduce logistical challenges and speed up the interview process. This flexibility can be particularly appealing to busy healthcare professionals.

Speed Up Decision-Making

• Clear Criteria: Establish clear, standardized criteria for evaluating candidates to expedite decision-making. This ensures fairness and consistency while speeding up the process.
• Panel Decisions: Use hiring panels to review candidates and make decisions quickly. This can help ensure a balanced and fair assessment.
• Set Timelines: Commit to specific timelines for making decisions and communicate these to candidates. Stick to these timelines to maintain momentum and keep candidates engaged.

Streamline Onboarding

• Pre-boarding Engagement: Engage with new hires before their start date by providing necessary paperwork, information about the team, and organizational insights. 
• Onboarding Checklists: Create comprehensive onboarding checklists that cover all necessary steps and ensure a smooth transition for new hires. 
• Mentorship Programs: Implement mentorship programs to provide new hires with support and guidance, helping them acclimate quickly and feel connected to the organization.
  
  

Hiring Healthcare Talent Requires Careful Planning and Execution

At LevelUP, we understand the complexities and demands of healthcare recruitment. Our award-winning talent solutions are designed to meet these challenges head-on, providing tailored strategies that align with your organization's unique needs. Our expertise in RPO, Contingent Workforce Management, Total Talent Management, and advisory services ensures that you have the right support to attract and retain top healthcare talent. 

To learn more, schedule a consultation today. For more information about our specialized healthcare services, please visit our healthcare page.