People are mysterious and, at times, unpredictable. Things like feelings, preferences and life experiences have a profound effect on decision-making. For those reasons, talent acquisition strategy can feel incalculable. In reality, though, nothing could be further from the truth.
If you’re involved in attracting and retaining talent for the healthcare sector, we don’t have to tell you it’s tough out there (in fact, the healthcare industry is projecting 1.2 million vacant positions by 2022). More than ever, your reach has to go well beyond your local market – making visibility a top priority. Then there’s the challenge of keeping the people you already have on board engaged. And between an ongoing nursing shortage, campus recruiting efforts and the constant challenge to fill critical roles in Engineering, IT and other non-traditional disciplines, it can seem more than a bit overwhelming. That’s why we’re happy to share some good news:
Introducing ST Health, the industry’s first talent acquisition platform specifically designed for today’s modern Healthcare ecosystem.
The economy is strong, unemployment is low, and the recession from last decade is well in the past. Yet, the American workforce, perhaps inherently, is restless. A November 2015 Gallup survey discovered that 51 percent of employees are considering a new job. Given this reality, employee retention strategies become a big issue, but another important question arises that companies must ask themselves: How do we take advantage of this restlessness to secure the best talent for our organization?
Savvy recruiters know that in order to snag the next generation of top talent, you’ve got to start early. Yes, even before that talent has entered the workforce! Campus recruiting allows you to nurture relationships with tech-literate, highly trained candidates whom you can often hire at a low cost. It’s not surprising then that the rise in interest surrounding campus recruiting shows no sign of stopping. For example, LinkedIn’s app for students launched just barely a year ago, with jobs presented in the “swipe” format college students are used to (thanks to dating apps). College career content empire The Muse recently cracked the top 20 on Deloitte’s 2016 Technology Fast 500 Winners; the company has grown nearly 7,000 percent over a three-year period. But is your campus recruiting program keeping pace?
What’s your biggest concern when it comes to recruiting? If you’re like nearly 40 percent of talent leaders, you use quality of hire as the top metric for measuring your recruitment team’s performance. After all, recruitment isn’t just about filling empty jobs—it’s about filling them with the best-fit candidates for your company. One of the biggest trends in talent acquisition—artificial intelligence, or AI for short—can help you get more quality hires, more quickly, with big benefits to your recruitment team along the way. Here are the three huge ways AI drives you to hire candidates who will help contribute to your company’s success:
According to a 2015 report from MRINetwork, the top two obstacles holding back managers from hiring are not finding enough suitable candidates to fill open positions and lengthy hiring practices. What if there were a solution to help address both problems?
The artificial intelligence (AI) revolution in progress has found its way to human resources and the way companies find and hire talent. AI can be a big help streamlining the beginning of the candidate’s journey for talent and recruiters alike. Moreover, AI is not just an interesting add-on, but something that integrates into and transforms the current hiring processes, ideally helping overcome the two obstacles mentioned earlier and, ultimately, one more important challenge: hiring the right person in the first place.