Guest post by Kelly Barcelos of Jobsoid
It’s no secret that the healthcare industry has always faced an enormous shortage of nurses, but now due to the COVID-19 pandemic, the need to fill positions is not only acute but urgent too.
Healthcare organizations and staffing agencies are facing this recruitment challenge as they need to fill positions at a faster rate than before. And just filling positions isn’t enough; they also need to create a talent pipeline to ensure that today’s candidates can be tomorrow’s hires.
Here are 6 recruitment strategies that can help you find top-quality nurses:
1. Offer Nursing Internships to Build a Talent Pipeline
Most employers consider internship programs as a way of providing practical experience to the students and get short-term, inexpensive labor. But if you change the way you look at internship programs, you’ll realize that these programs can be a catalyst to a temp-to-perm relationship.
During the internship, you can evaluate the intern’s skills and figure out if the intern could be a potential full-time employee. The interns can also figure out if they are a fit for your organization. Thus, through internship programs, you can build a talent pipeline that can be dug when the need arises.
2. Offer a Clear Career Progression
If you want to attract and retain your top nurses, you should position your company as a place where your employees can grow, and their contributions are valued. Give them access to tools that can make their growth possible. Offer grants, mentorship programs, training, and development, etc. – the more you invest in their career growth, the less turnover you’ll experience.
3. Build and Promote Culture
If your current work environment is distant and unkind, it can easily repel potential hires. On the other hand, a work culture that’s nourishing and collaborative shows that the employees are satisfied and happy. This will intrigue potential candidates, and they will be more likely to join you.
4. Offer Incentives
Incentives usually include salary, signing/retention bonuses, and benefits. Although they are important, you can think out of the box and give your employees incentives that can boost their mental and physical health. Roughly one in four nurses are known to experience burnout during their careers. So, pay attention to their overall health – provide them with a doable patient ratio, so that they do not feel overburdened.
5. Embrace Technology
To build a strong recruitment strategy for nurses, you must embrace technology. Today’s millennial nurses are technology-savvy and are active on social media looking for prospective employers. You need to be on these channels and show your company culture to attract these candidates.
Consider using AI-powered tools like text-to-speech and video background remover to create effective and trendy recruitment videos.
Additionally, invest in technology for your healthcare organization. Most nurses find it exciting to work in an organization that boasts of top-of-the-line equipment. So, when you are promoting your company culture, don’t forget to mention these features.
You can also use technology like the ATS to reach qualified candidates and find relevant talent.
6. Partner with a Niche Recruitment Platform
A niche recruitment firm connects healthcare employers to healthcare employees. It provides healthcare organizations with a cost-effective resource to find the highest quality candidates for their open roles.
Incredible Health, for example, uses data-driven technology to screen and identify the candidates that best meet a healthcare employer’s unique hiring needs for their nursing staff.
Footnotes
Recruiting the best nursing talent can be challenging in the current scenario. The above clever recruitment strategies can help you attract the best nursing candidates and stay on top of the game.
Author Bio: Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.
