Finding talent in the medical industry has it’s own unique challenges. In addition to requiring certifications and licenses, the people you hire also need to have the soft skills required of patient-centric work. That can make finding the right people the job difficult. After all, just because someone has the correct skills, it still doesn’t mean they are the best person for the job. If you’re looking to recruit top talent in the medical industry, keep these tips in mind:
1. Look to the future
The need for talent in the health care sector is already huge, but it’s likely to grow as baby boomers – one of the largest generations to date – continue to retire and grow old. The Society for Human Resource Management suggested looking two to three years in the future as you make your hiring decisions today. Track past growth in each department of your organization to make informed predictions on where you’re most likely to see a need for talent in the next few years. Then you can make hiring decision now that will prepare you for upcoming changes.
Hiring managers may not be familiar with the skills required for each position.
2. Use field-specific assessments
When interviewing multiple candidates, it helps to have as much information as possible. The sooner you can get this information, the sooner you can weed out unfit candidates and focus on those who seem like a good match for your organization. Hiring managers in the health care industry have the added challenge that they may not be personally familiar with the experience that candidates need to have. That’s where using a field-specific assessment comes in handy. For example, you could use a nursing skills assessment to track your candidates’ knowledge of common topics. Likewise, you can use a personality assessment to make sure that talented individuals are a good match for your organization’s culture.
3. Change how you think about recruiting
When hiring new talent, managers tend to look at the situation from a single perspective – that of the organization. There’s a clear need for talent and there’s a certain way that lack of talent is affecting the organization. Therefore, by filling the open positions, the organization will improve and grow. It’s a common way to look at the hiring process, but it’s not the only way.
Daniel Levine, writing for the Healthcare Financial Management Association, suggested looking at the process from the perspective of a potential employee. Try to go through the process step by step in this mode of thinking. What is it about your organization that makes it stand out from the competition? If you struggle to answer this question, chances are that potential candidates will also be scratching their heads. Once you’ve surveyed the situation from this vantage point, use what you’ve learned to change how your organizational brand appears in the eye of the public. The more you can make your brand stand out, the more talent will be drawn to it.