How to Leverage Data to Overcome Healthcare Recruiting Challenges?

By Published September 6, 2017

Today, the biggest challenge for any staffing and recruitment agency is locating the right people with the appropriate skill sets for clients – and healthcare industry is no exception. Recruiters need to be sharp not only of the prospective employee’s skill sets but also of their attitude towards work. It is imperative for them to find an individual that can deliver quality work to the businesses that need them.

Let’s take a look at some interesting advice that can help the RPO healthcare to overcome the recruiting challenges.

CareerBuilder Health Care Talent Trend revealed some interesting statistics that certainly push the staffing and RPO healthcare to take a step ahead and leverage the data to improve their recruiting ROI.

Healthcare supply and demand gap

Using right data solution can get you those top candidates faster

1. Increase the exposure for your job postings

Recruiters already know, why they need job postings. Additionally, it is also crucial to think about the exposure of your job ads and the content included in them.

It is imperative for recruiters to know where their competition is advertising for similar job positions, so they can capitalize on their visibility – and access the best talent pool. CareerBuilder’s labor market analytics help recruiters to compare the volume of job postings to a number of hires made for a particular position. Based on this data, RPO healthcare executives can quickly identify whether they need to increase resources and step up their efforts to source talent.

Content is the King

Staffing companies and healthcare recruiters must think about what they are putting into their job postings. Often recruiters miss out the candidates by giving their open job positions a unique or complicated name. They do not realize that most of the prospective talent would not know to search for those names when looking for jobs. Here, staffing firms can leverage the CareerBuilder’s Supply & Demand portal to learn most common job titles used. It will help them to customize opportunities to what is available in the market.

2. Use Data to identify which locations have a higher supply than demand

If you are only searching for health care professionals locally, you could be making a huge mistake. While in theory, it might seem effortless to recruit local talent, if supply is low and demand is high then it would be wise to expand your search beyond regional geography.

About 1 in 3 organizations say they have too few human capital management & recruitment software tools available in their organization.

Here also CareerBuilder’s Supply & Demand (S&D) can help you discover which locations have a higher supply than demand allowing you to target your recruitment efforts better. The portal contains a unique feature known as “Hiring Indicator” that tells you how difficult or easy it will be to source your open job positions based on market trends.

3. Use date to plan strategically for future opportunities

It is hard enough to find time to dedicate to current open job positions, thus thinking about future hiring ideas might be near to the ground on recruiter’s priority list. However, for organization’s long term success understanding the dynamic labor market is crucial.

With the right data sets through labor market analytics, RPO Healthcare can identify key economic trends and plan skillfully for future opportunities. For instance, recruiters can see the projected strength of nursing jobs in a particular market, which will help them decide whether new markets for talent sourcing should be discovered.

Over the period of 10 years,

71% say some human capital management & talent acquisition roles will be automated using technology.

Analyzing data may seem scary – but not finding the right candidate for open job positions might be scarier. With the right analytics tool and data sets, recruiters can have access to critical recruitment analytics at their fingertips – empower them to focus more of their time in sourcing top talent.

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