How to reduce your hospital’s time to hire

Hiring in healthcare is challenging. You need to find candidates who have the right skills, qualifications, and experience to provide quality care to your patients. You also need to compete with other employers who are looking for the same talent. And you need to do it fast, because every day you have an unfilled position, you are losing money and compromising patient satisfaction.

According to a study by LinkedIn, the average time to fill a healthcare position is 49 days, which is higher than any other industry. Some clinical roles can take even longer, up to 250 days in some cases. That’s too long for any hospital that wants to stay ahead of the game.

So how can you reduce your hospital’s time to hire and find the best candidates faster? Here are some tips based on the best practices of successful healthcare recruiters.

Build an ongoing talent pipeline

Don’t wait until you have an urgent hiring need to start looking for candidates. Instead, build an ongoing talent pipeline that keeps you in touch with potential candidates who have expressed interest in working for your hospital, even if you don’t have an immediate opening for them.

You can use tools like email, social media, or newsletters to maintain communication and engagement with your talent pool. You can share relevant content, such as industry news, career tips, or success stories of your current employees. You can also invite them to events, webinars, or open houses that showcase your hospital’s culture and values.

By building an ongoing talent pipeline, you can create a pool of warm leads that you can tap into when you have a vacancy. This way, you can reduce the time and cost of sourcing candidates and increase the chances of finding a good fit.

Improve your job listings

Your job listings are the first impression that candidates have of your hospital. They can either attract or repel them, depending on how well they are written and presented.

Make sure your job descriptions are clear, concise, and appealing. Highlight the benefits of working for your hospital, such as the culture, the mission, the opportunities for growth, and the perks. Use keywords that match what candidates are searching for and optimize your listings for search engines and job boards.

Also, make sure your job listings are easy to find and apply for. Use multiple channels, such as your own website, social media, online forums, or referrals. Make your application process simple and user-friendly, and avoid asking for too much information or requiring too many steps.

By improving your job listings, you can increase the number and quality of applicants and reduce the time spent on screening resumes.

Use tools to automate the hiring process

Hiring in healthcare involves a lot of tasks that can be tedious and time-consuming, such as screening resumes, scheduling interviews, sending reminders, and collecting feedback. You can save time and resources by using software that can help you automate these tasks and streamline your hiring process.

For example, you can use an applicant tracking system (ATS) that can help you manage your candidates’ data and track their progress throughout the hiring process. You can also use online assessments or video interviews that can help you evaluate candidates faster and more objectively than traditional methods.

By using tools to automate the hiring process, you can reduce human errors, improve consistency, and speed up decision making.

Integrate your technology

Having multiple tools to help you with hiring is great, but only if they work well together. Otherwise, you might end up with data entry errors, duplication, or delays that can slow down your hiring process.

Make sure your hiring tools are compatible and connected with each other, so you can avoid these issues and have a seamless workflow. For example, you can use a system that can automatically transfer candidate information from your ATS to your credentialing system or background check provider.

By integrating your technology, you can ensure accuracy, efficiency, and compliance in your hiring process.

Follow the data

You can’t improve what you don’t measure. That’s why you need to use analytics to measure and improve your hiring performance. You can track metrics like time to hire, cost per hire, quality of hire, and fill rate. You can also identify bottlenecks or inefficiencies in your hiring process and take action to resolve them.

By following the data, you can make informed decisions based on facts rather than intuition or guesswork. You can also benchmark your performance against industry standards or best practices and set realistic goals for improvement.

Enlist the help of a staffing partner

Sometimes, hiring in healthcare can be overwhelming or complex. You might not have enough time or resources to handle it on your own. Or you might need specialized expertise or access to a larger network of candidates than you have internally.

That’s when you can enlist the help of a staffing partner that specializes in healthcare recruitment. Staffing companies can help you source, screen, and hire qualified candidates faster and more effectively than doing it on your own. They can also handle the administrative and legal aspects of hiring, such as contracts, payroll, taxes, and benefits.

By enlisting the help of a staffing partner, you can leverage their experience, knowledge, and connections to find the best candidates for your hospital.

Take action to reduce hire time today

Reducing your hospital’s time to hire is not impossible. It just requires some planning, strategy, and technology. By following these tips, you can improve your hiring process and find the best talent faster. This will benefit your hospital, your patients, and your candidates. Happy hiring!

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