It’s no secret that hospitals and the healthcare industry in general are big on the customer experience. Virtually anyone who has spent time as a patient has been asked to complete a satisfaction survey. And for many people, online reviews of healthcare providers and the quality of care patients received have become increasingly important tools for selecting where they seek treatment.
This data is captured, analyzed, measured and interpreted very seriously, since less than stellar reviews or ratings can have potentially enormous financial and even hiring implications for healthcare providers. (A story in itself!)
Let’s take this a step further.
Since hospitals put such a strong emphasis on how customers (i.e., patients) feel while being cared for, it only makes sense that those who care for them (i.e., nurses, doctors and ancillary staff) enjoy a positive experience as candidates and feel aligned with your mission, goals and employer value proposition. The reason being that - from a TA perspective - if you’re hiring the right people, you’ll positively impact the patient experience, too. And your organization will ultimately benefit.
So, where does the “recruiter experience” come in?
Because they want the best candidates out there, your recruiters want to create great experiences at every touchpoint of the candidate journey. They need to source people whose core values align with the organization’s. They also want to focus on more of the “people -centric” aspects of their jobs and less on things that can be handled automatically. This is where the tools they’re using make all the difference. The trouble is, many of the current processes - and the systems supporting them - make it an uphill battle.
Does this sound familiar?
In most instances, search is a very labor-intensive part of the healthcare recruiter’s day to day. That being said, do your current technologies allow recruiters to conduct candidate searches efficiently and effectively? When a recruiter logs into the back end of your system, what are they seeing? Is the data from multiple systems interconnected and interpretable? Are they able to filter through the entire talent community to quickly find people not only qualified for the job, but aligned to your core values?
For example, when they’re looking to fill a new role, recruiters probably don’t already have a pipeline of applicants ready to engage. They have to search for people manually - a time-consuming process. Adding to the challenge is that many great candidates identify their roles differently – under a host of different job titles. This forces recruiters to conduct multiple searches under a number of potential job titles. Adding to the challenge is that different recruiters might tag candidates in any number of different ways.
Even after all this work is done, the candidate information is usually searchable only by when it was entered into the system. If suitable candidates find their way into the talent community afterward, you’ve lost them to the ATS “black hole.”
Search is only one example of the challenges recruiters are facing before they even begin thinking about job descriptions, emails, omnichannel campaigns and infusing EVP messaging into all of the above. At Symphony Talent, we know the pain points because we’ve spent decades working with the talent acquisition community to address them. And there’s something I’d like to make clear:
There is a better way
Recruiters are people, too! So isn’t it time take them away from the “back end” of the recruiting process to focus on what they do best (attract and retain talent)? ST Health, a product platform created to address the specific challenges and needs of the healthcare recruiting community, offers features and services that seamlessly take care of just about everything else with,
- A simplified, fully integrated dashboard
- Pre-loaded job templates
- Pre-built drip campaigns specific to healthcare which leverage AI to speak to candidates at “triggered” moments
- The ability to organize candidates into “Smart Folders” that automatically add relevant profiles
- A media platform that adjusts your media strategy based on real-time needs
- Simplified out-of-market recruiting, including the ability to conduct candidate searches by geolocation
- The ability to target candidates outside traditional HC roles
In the next installment of this blog series, I’ll be taking you through the features listed above – which will be further explored in our upcoming webinar.
Join us on Wednesday, June 13th at 2pm ET for a virtual event on how Memorial Healthcare System is bringing digital to the core of their talent acquisition strategy and redefining how they attract, hire and engage quality CVICU (Cardiovascular Intensive Care Unit) and CVOR (Cardiovascular Operating Room) nurses in this competitive landscape.