One of the biggest assets any TA team can bring to the table is a willingness to try new things. When it comes to sourcing and engaging candidates for hard-to-fill positions, you can’t rely on what’s already being done; you need to bring your best game into the strategy and a willingness to be bold, innovative and fresh.
For the HR community, it’s time to stop going with the “tried and true” and start embracing new approaches and new technologies that result in better hires with less effort.
I recently co-hosted a webinar along with Teresa Pate, Director, Talent Acquisition for Memorial Healthcare System (MHS), on the strategic approach Memorial Healthcare System (MHS) used to find, hire and engage CVICU and CVOR nurses for the system’s world-class cardiovascular service.
If you missed the webinar, you can listen to it on-demand here.
In my last blog, I wrote about how Atlanta, Georgia-based Northside Hospital Healthcare System was redefining its recruitment marketing strategy in order to attract, engage and hire quality specialty nurses in an extremely competitive field. With three hospitals a stone’s throw from its grounds and healthcare unemployment very low, candidates have options. Current employees do, too.
Having recently opened a cancer center in this competitive market was yet another reason Northside’s TA team had to skillfully use sound, data-driven analytics and a comprehensive recruitment marketing strategy to source and retain talent.
Atlanta, Georgia-based Northside Hospital Healthcare System is on the right track from a talent acquisition perspective. Having recently received a nod from Glassdoor as one of the “25 Hot Companies to Apply for Today,” they’re hard at work on the candidate experience in many ways. As part of a network of medical facilities with three acute-care hospitals, more than 120 outpatient facilities to provide a full range of medical services, however, they know there’s high competition when it comes to hiring quality talent.
Boasting over 20,000 employees, Northside is one of the country’s foremost leaders in patient care, delivering more babies than anyone else in the U.S. Still, they realize finding, engaging and hiring the talent to fill highly specialized roles, like bone marrow transplant nurses, isn’t easy — nor can it be successful without a solid, digitally centric strategy to back it up.
In my last two blog entries, l’ve taken you through the various challenges involved in developing a strong EVP to recruit CVICU and CVOR nurses nationally for Memorial Healthcare System’s Cardiovascular specialty area. Now let’s talk about how our message was used to reach these nurses through an omnichannel strategy that was consistent, relevant, and highly personalized.
We did our due diligence by investing the time to develop a strong EVP and employer brand. Now it was time to bring it to life across the various channels – starting with the new careers website.