It’s a job seeker market now! There are now more job openings in the United States than unemployed workers to fill them. This is the first time this has happened since the government started tracking jobs in 2000. So, our question is, how do we get the unemployed to pick your company over the others? Let’s get to know the three different kinds of candidates.
Future Champs: They have the devotion and love for the job and the company, but don’t have the right experience and knowledge. More times than others, companies don’t have the time nor the effort to put into teaching these new hires.
Indifferent Einstein’s: The brilliant ones that have the right experience, but lack passion and dedication to the company and their position. These employees usually leave soon after they’ve been hired.
All-Stars: Candidates who have the right experience along with the right passion and enthusiasm for the role. Best of both worlds! These are the people you absolutely want to hire, which makes them extremely difficult to find.
Now that we know the different types of candidates, how do you win over the All-stars?
Be Flexible and Move Quick. If you found an All-Star for the position, stop wasting time choosing and extend an offer. All-Stars will probably have many other options to consider. Act accordingly so they don’t have time to consider these other options. Keep the second interviews and deliberation to a minimum.
Referral Incentive. Almost everyone talks about working with their friends, yet no one does anything about it. Come up with a referral incentive so your employees will want to recruit their friends. Most employees are conscious that this reflects themselves and will not offer just anyone. Also, your employees will be excited to get to work with their friends and you will have workers that want to be at work. It’s a win-win.
Employee Benefits. The best thing to hear at an interview are all the unique benefits of working there. Some ideas are costume contests, Jean Fridays, annual team-bonding trips, having a pet-friendly office, or having company event tickets. Get creative and make them irresistible.
Open hours. Everyone enjoys their free time. Be open to workers creating their own work schedules. Whether its 7:30-4:30, 8-5, 9-6, they are all working the same amount of time and getting their work done. Work from home days never hurt anybody either!
Talent Costs. If you want to hire the All-Stars, they’re going to assume they are worth more than others. Make sure your salaries are competitive to skip out on losing them to a position paying a dollar more. When it comes down to it, it’s not that much of a difference.
Fans Always Welcome. If your company is more consumer based, hire people that are already fans. That way, you hire someone who is passionate about the company and their job from the start.
Networking! Networking is great for candidates, but it’s also great for hiring managers. It allows you to build relationships with candidates before they even considering working for your company. It’s also a great way to meet applicants you wouldn’t have originally gone for. You never know, someone might surprise you!
California Association of Health Plans Annual Conference
October 22-24, 2018
We are excited about our upcoming conference for the California Association of Health Plans (CAHP) in San Diego, California at the Manchester Grand Hyatt. With the attempted changes to the Affordable Care Act in D.C, stakeholders in California are partnering to improve our healthcare system. There has been some debate over whether California should regulate healthcare prices, expand coverage to the remaining uninsured, create a public option, or start using a single payer healthcare system.
While this is happening, CAHP and its affiliates are working to better the existing healthcare system and improve the way consumers work with health plans. The debate to California’s health plans include expanding coverage, providing increased subsidies for those who buy their own insurance, and persuading lawmakers to think about a state level individual mandate.
HealthCare Support’s Business Development Manager, Jay Bridge, will be in attendance and joining over 1,000 health care professionals. At the conference, Jay will be learning how our health plan partners are handling the changes being made to the health care system in California. Fulfilling new staffing needs and expectations will be instrumental to the success of the implementation of new health plan regulations.
Talent are always looking for jobs, especially in the healthcare industry, so why is it that your job listing isn’t getting any hits? Believe it or not, job seekers look for some very specific things when on a healthcare job search that will either draw or deter them from your listing. When putting together a description of the job, here are some things to keep in mind.
Be accurate. When making a first impression on a potential employee, you want to be clear but concise. After someone is hired, you can make the titles more detailed or creative, but when first attracting talent you don’t want to confuse them with company-specific or vague titles. The more specific you are, the less time you will waste, as you’ll be attracting the right people.
Use keywords. Use specific keywords to help your listing show up first in a healthcare job search. Keywords not only help your job rank higher in a search engine, but they are also the terms a potential employee would be looking for in their new role. Match up your keywords precisely to the job you are filling.
Be specific. Use bullet points to help your requirements stand out, include a salary range and the location of the job. By including the wages and business location in your listing, you can help job seekers determine on their own if they are qualified for the job, saving you more time. If a candidate sees your listing with a salary less than what they are accustomed to being paid, they will know they are overqualified for that job and move on.
What We Do
As a client of HealthCare Support, we do all of this for you. First, we meet with you to discuss the position in detail. Next, we go to our internal database of 1 million plus candidates to find a match and post to several top-notch job boards. When the applications start rolling in we filter through them finding the crème de la crème to schedule an interview with you. If you’d like to learn more about how we can assist in your healthcare job search take a look at Our Process video or give us a call today at 888-219-6285.
What's Being Said...
“Working with HealthCare Support has been a pleasure! I’ve worked with other recruiting agencies in the past and have struggled because it did not seem as if our needs were understood. When I first spoke with HSS and explained the needs of my department, they were immediately able to provide me with highly qualified candidates. HealthCare Support has been phenomenal in helping me balance the challenges of our business with candidates that are helping us ensure that we are successful and meet our business needs!”