How to Save Your Healthcare Facility From the Growing Talent Gap

While there’s a constant influx of new talent entering the healthcare workforce, there’s an even larger outflow of existing talent leaving the industry. This poses a serious problem for medical facilities as they struggle to fill positions that are continuously opening within their practice. If your healthcare organization has a talent void to fill, take a look at the following practices that will help close the gap.

Carefully Fill Open Positions

Gaps can open up at every level, but the way you fill them will make a significant difference in the long run. For example, if a senior employee retires, you could either bring in an outside candidate to fill that role or promote an existing employee to fill it. If you decide to promote someone within your facility, you then have to consider who will fill the role left behind by that employee when they move up. To ensure that you hire a professional that can serve your facility and leave gaps filled long term, consider searching for younger talent. Younger employees have a longer professional timeline, which means they have more room to develop and grow within your organization.

Constantly Focus on Retention

A talent gap in your healthcare facility can force professionals in your understaffed workforce to work even harder than they already do. Until you’re able to put the right candidates in the right positions, you need to double down on employee retention practices. While employee satisfaction should always be a top priority, it becomes even more in-demand when your staff members are clocking in more hours, expelling more energy, and offering more effort. To prevent a gap from growing at your facility or stop your current one from widening, put stock in an employee retention program that includes bonuses like:

  • Wellness packages
  • Mentorship programs
  • Recognition perks
  • Team-building exercises
  • Performance reviews

Consistently Train Your Talent

Controlling the talent gap is easier when you’ve fully mobilized your staff. By placing more resources into training and empowering your employees, you can better prepare members of your own workforce to fill the most critical talent gaps. And by dedicating more time to continual staff training, you can better plan for the future needs of your facility, reduce the likelihood of under-staffing, and even prevent your organization from over-staffing.

Partner With a Recruiter That Knows Your Industry

At HealthCare Support, we’re dedicated to helping our partners fill any talent gaps in their facility. That’s why our team of experienced healthcare recruiters takes the time to understand the professional dynamic of your organization and the types of candidates that will make a perfect fit. Moreover, we’ll keep both your current and future needs in mind when selecting talent for you to interview. To learn more about how we can help you close the talent gap, contact us today at 888-219-6285.

Attracting Quality Talent with Job Postings

Attracting quality talent has its challenges (or let’s face it, you wouldn’t be reading this!) You could just seek the help of a local staffing firm (or better yet, ours!), or you might decide to take on the challenge of finding your dream hire alone. If you do, you’ll want to know the tips and tricks used by recruiters to help you get the process going.

Job boards are arguably the best tool a staffing agency has. But signing up and paying the monthly fee alone won’t make the magic happen. You’ll need to understand how to narrow your searches using string searching such as Boolean and be able to write the ultimate job description. Since posting jobs are typically the most effective use of job boards, let’s learn how to guarantee you’ll receive lots of qualified candidates!

Keep it Simple!

Job titles should not be more than a couple words long. They should be short and descriptive. Try to avoid internal job names if they vary from the industry’s terminology. For example, if the industry uses the title Call Center Manager – Chief Chatter might not attract the right talent!

Be Specific.

The core of any job post is the responsibilities section.  This section should tell an interested candidate exactly what they’d be doing in your opening. Keep the responsibilities concise and specific. Instead of saying the individual hired would be responsible for answering phone calls, routing calls, taking messages and returning voicemails it’d be better to say they would be responsible for managing a multi-line phone system which receives an average of 100-200 phone calls per day. We’ve quantified the latter description to make sure your applicants are comfortable with that type of call frequency and given them an idea of the pace of work.

Qualify, qualify, qualify…

When listing the qualifications for the position try to list them in order of importance. You may not find candidates that meet all of the bullet points on your list, but they might fill the top 3 and be just what you need. Limit this list to 5 items as too many qualifications can discourage even the most confident candidate.

How About the Perks?

Let’s give them something to get excited about! With the lowest unemployment rate in the last 50 years you’re in serious competition. You need to motivate them to apply by putting your best foot forward. This is where you can list things like the pay structure (where it’s base plus commission or bonuses), opportunities for career development, company culture, health programs and benefits, vacation time, company vehicles, etc., etc.

If you check all of these boxes you’re off to a good start. Remember to keep your post concise. It’s a job seekers market and most applicants today are applying from mobile devices. The goal is to capture their attention, help them envision their role with you and prompt them to apply. Don’t drop the ball in the last second of the game and remember to respond quickly to quality candidates or you’ll miss out.