Tag Archives: job boards

4 Tips for Finding and Hiring Top Healthcare Talent

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Finding and hiring top healthcare talent is your main priority — and your biggest challenge. Here are four tips to help you overcome healthcare recruiting hurdles and fill every opening at your facility with the right candidates.

Work on Your Job Descriptions

Job descriptions aren’t just a place to list the must-have qualifications you want to see in applicants. If you truly want to appeal to top talent, start looking at these descriptions as an opportunity to make your healthcare facility stand out. On top of detailing the experience, skills, and education a candidate must possess, explain some of the perks they’ll access when working for your medical center, such as:

  • Insurance benefits
  • Flexible scheduling
  • Paid time off
  • Retirement planning

Find the Right Place to Post Jobs

Pay careful attention to the job boards you use, because the places you post your job openings matter just as much as the effort you put into writing the descriptions for them. Along with the popular job search engines that any company can access, consider posting on websites exclusive to the healthcare industry. This will guarantee that your listings appear in front of even more clinical and non-clinical healthcare professionals.

Nurture Your Company Culture

If your facility struggles with employee attrition, you’ll have a hard time not only finding top talent but also retaining it. To make your medical center stand out to well-qualified applicants, establish and nurture a company culture that they’d want to be a part of. You can start by surveying your current staff, getting an idea of where your facility excels and where it could improve, and implementing actionable changes as soon as possible.

Partner With a Healthcare Recruiter

Finding top healthcare talent is a multi-layer process. Without the time and resources available to put in extra effort every step of the way, your healthcare facility will have a much harder time attracting the best candidates. That’s why more and more medical centers are partnering with healthcare recruiters that know where to find the perfect fit — every time.

At HealthCare Support, we specialize in placing healthcare professionals in both clinical and non-clinical roles across all 50 states. From administrative openings to executive-level positions, our healthcare recruiters quickly and effectively find, screen, and recommend top talent. And once we find the perfect match to fill your position, we continue to monitor their progress and offer continual support. To learn more about our search process, contact HealthCare Support today at 407-478-0332.

Attracting Quality Talent with Job Postings

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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.