Episode Overview
In December 2021, challenges in RN hires spurred Moody’s Investors Service to adopt a negative credit outlook for the healthcare sector. The main factors were nursing shortages and increased labor costs, which were projected to decrease operating cash flow by between 2% and 9% amid comparatively modest revenue gains.
Is your Talent Acquisition department performing at top capacity? It better be. A system’s workforce is fast becoming the linchpin to its financial success or failure. No longer should HR be marginalized as a “nice to have”, a non-essential component of an institution. Recruitment and retention of nurses will enable or disable growth.
In 2022, our team at Nurse Recruitment Experts helped Healthcare organizations across the US and Canada hire 251 nurses. We believe this sum, while relatively modest, acts as a useful data sample to know what works and what doesn’t. Using our own work as a case study and reference, we’ll highlight the best practices we saw across 49 Healthcare Organizations last year.
This podcast will focus on the 5 stages we’ve identified you need to improve to make more RN hires in 2023 and beyond:
- Sourcing – how and where you procure candidates.
- The response rate of applicants – what % of candidates you are able to get on the phone.
- Conversion rate to interview – how many of your candidates are scheduled with the hiring manager.
- Interview attendance – the % of candidates that attend.
- Offer and acceptance – the % of interviewees who start work.
Want to understand what’s working in today’s market and walk away with actionable fixes to your nurse recruitment? Listen to this podcast and we’ll share just that.
This podcast will help amplify your nurse hiring. Learn creative nurse recruitment strategies, best practices, and insight from industry experts. Boost applications, hires, and retention. Learn the Nurse Recruitment Secrets.
In December 2021, labor challenges spurred Moody's Investors Service to adopt a negative credit outlook for the healthcare sector. The main factors were nursing shortages and increased labor costs, which were projected to decrease operating cash flow by between 2% and 9% amid comparatively modest revenue gains.
Is your Talent Acquisition department performing at top capacity? It better be. A system's workforce is fast becoming the linchpin to its financial success or failure. No longer should HR be marginalized as a ”nice to have”, a non-essential component of an institution. Recruitment and retention of nurses will enable or disable growth.
In 2022, our team helped Healthcare organizations across the US and Canada hire 251 nurses. We believe this sum, while relatively modest, acts as a useful data sample to know what works and what doesn't. Using our own work as a case study and reference, we'll highlight the best practices we saw across 49 Healthcare Organizations last year.
This webinar will focus on the 5 stages we've identified you need to improve to make more RN hires in 2023:
1. Sourcing – how and where you procure candidates.
2. The response rate of applicants – what % of candidates you are able to get on the phone.
3. Conversion rate to interview – how many of your candidates are scheduled with the hiring manager.
4. Interview attendance – the % of candidates that attend.
5. Offer and acceptance – the % of interviewees who start work.
Want to understand what's working in today's market and walk away with actionable fixes to your Nurse Recruitment? Sign up for this webinar and we'll share just that.
You can also watch this webinar on YouTube, and find out more about Applichat’s non-job board sourcing methods here:
Our 5 Stages To More RN Hires After Placing 251 Nurses In 2022 (applichathealthcare.com)
Share:
Our 5 Stages To More RN Hires
In 2022, our team at Nurse Recruitment Experts helped healthcare organizations across the US and Canada make 251 permanent nurse hires. This sum, while relatively modest, acts as a useful data sample to know what works and what doesn’t when it comes to recruiting nurses. For our latest webinar, we highlighted the best practices we saw across 49 healthcare organizations last year, using our own work as a case study and reference. As Becker’s Healthcare have reported, 21 hospitals and health systems across the US have had to cut jobs due to financial and operational challenges. In light of this, we hope these insights will help you optimize your nurse recruitment efforts in 2023 and beyond.
1. What do you have to offer?
Filling your candidate pipeline consistently over time is crucial, and it all starts with a compelling job offer. Any nurse looking at your offer will want to know two things: “how will this job benefit me?” and “how will working for this organization benefit me?”. So, you need to address both concerns directly. A useful exercise might be to consider three reasons why a nurse would consider leaving their current job to work for your organization. What is it that you bring to the table and how does this differentiate you from your competitors?
This could be anything from competitive pay, state-of-the-art facilities or flexible working hours. Additionally, you should be highlighting the very things that make your work culture unique. Our partners at Thrive Skilled Pediatric Care are experts at this. Their job ads convey a sense of organizational pride that resonates with candidates, and as such, they’re able to attract nurses who prioritize workplace culture. It’s also worthwhile taking the time to reach out to new hires and ask them specifically why they decided to apply for a job with your organization. This is valuable data – use it to help inform your recruitment efforts going forward.
2. Communicating your offer effectively
Once you’ve defined your job offer in precise terms, you then need to communicate it effectively to the right audience. This begins with making sure your job ads are ‘candidate-centric’. Many healthcare organizations make the mistake of focusing solely on the role itself in their job ads, rather than the positive impact this role can have on the candidate.
Bear in mind that many prospective job-hunters won’t have the luxury of time and it’s therefore pivotal that you catch their attention as quickly as possible. Articulate first why they should apply for this role, before describing the role itself. Depending on the demographic, you might consider where you’re putting your ads. While we find that social media ads are more effective at reaching a larger city audience, those in more remote locations often respond better to text message ads or being contacted through LinkedIn. Finally, it’s important to manage your organization’s reputation online. Make an effort to speak to your nurses and ask them to leave reviews on sites such as GlassDoor. Positive first-hand testimonials from nurses you’re currently employing can go a long way in shaping one’s evaluation of your organization.
3. Getting candidates to respond to you
We all know how deflating it can be to invest time and effort into constructing the best possible job ads, only to never hear back from your candidates. That’s why it’s important to screen not just for qualified candidates but those who are interested and available. What’s more, your recruitment team needs to be able to handle the quantity of candidates submitted to them.
Sufficient resources should be allocated so your recruiters can engage quickly and thoroughly with each candidate, make provisions for their particular needs, and lead them through the application process as smoothly as possible. This engagement shouldn’t be a one-off. Be in touch regularly with your candidates to keep them in the loop with any updates about their application. This can be done by text, email or phone call. From our experience, we recommend personally reaching out to your candidate four times, after which you can switch to an automated mode of communication, whether that be through your email software or ATS.
4. Collaboration between recruiters and hiring managers
Effective collaboration between hiring managers and recruiters is a key factor in determining talent acquisition in healthcare. When we spoke to Christy Andrews for our ‘Improving the Talent Acquisition-Hiring Manager Relationship’ webinar, we discussed the strategies healthcare organizations can put in place to help foster a positive and equal relationship between hiring managers and recruiters.
For example, Service Level Agreements can be adopted to ensure hiring managers don’t overlook the importance of nurse recruitment and prioritize their own role in the process equally within their workload. Similarly, recruiters can ensure they’re only bringing the most qualified and suitable candidates to their hiring managers by presenting the employer value proposition to candidates in the most attractive manner possible. By taking the time to share information with your candidate about the area in which they’re applying to work, or the job’s benefits for instance, recruiters will help cultivate a rapport with their candidate. In turn, the candidate will be more likely to respond and stay engaged throughout the recruitment process.
5. Securing an interview
It’s taken a lot of hard work to get your candidate through the application process, and now it’s time to get them in for their long-awaited interview. Due diligence in the pre-interview stage can go a long way to avoiding ‘no shows’. Reminders over email or text should be sent to keep the candidate engaged and to provide further information about the job and the organization. This will allow the candidate to better prepare for the interview.
They should also be given clear instructions pre-arrival on practicalities such as parking and the location of the interview itself. Finally, it’s beneficial to adopt a more accommodating mindset to ‘no shows’. While it’s easy to assume the candidate has simply lost interest, there could be a valid personal circumstance that prevented them from attending. As such, make sure to reach back out and enquire as to why they were unable to make the interview, and then decide if you want to offer a chance to reschedule.
The final piece of the puzzle
If you’ve come this far, the notion of an ideal candidate rejecting your job offer can be demoralizing. However, there are things you can learn from such an outcome that will better equip you for future recruitment. If, for instance, a candidate expresses a last-minute change of heart or tells you they’ve taken another job offer elsewhere, take the opportunity to ask questions and discern what factors contributed to their decision. With this information, you’ll be more proficient with future sourcing and able to better identify candidates who are genuinely interested in accepting the job offers you present to them.
Find out more about Nurse Recruitment Experts and the clients we helped to make 251 permanent nurse hires in 2022 by visiting our Nurse Recruitment Experts Testimonials page.
Additional Resources
- Upcoming Trends In Nursing Talent Acquisition
- Canadian Nurse Sourcing Strategies – Our Learnings From 15 Campaigns
- Why Virtual Hiring Events Hold The Key To Sourcing and Interviewing More RNs
Recent Episodes
Growing A Healthcare Provider’s Social Media Presence By 500%…Organically!
Episode Overview Most healthcare employers think that their online presence requires paid ads or expensive campaigns. Ange Cruz, incoming Director of Marketing at NRX, thinks differently. Ange led a digital...
Read MoreDoes this AI interview nurses better than humans?
Episode Overview Sam is an AI smart voice solution that talks to job candidates in real time, on the phone. It collects information, screens, provides assessments, and gives you instant...
Read MoreHow ChristianaCare Expanded Virtual Nursing To 41% Of Beds To Lower Burnout
Episode Overview Over the past two years, ChristianaCare, based in Newark, Delaware, has increased the application of virtual nursing to 41% of its beds without hiring additional staff members. The...
Read MoreCNO Cuts Premium Labor By 48%, Helps Achieve A $100m Financial Turnaround
Episode Overview Most hospitals have accepted that extortionate labor costs and depressed margins are here to stay. Dr Vi-Anne Antrum, CNO of Cone Health, thinks otherwise. In collaboration with other...
Read MoreVP of Talent Acquisition Increased Hiring By 41% In 2023, Saved $14m+ (Peace Health, OR)
Episode Overview In early 2023, Susan Burke was handed a goal to help reduce costs by hiring 320 RNs for Oregon-based Peace Health. While she and her team were able...
Read MoreInternational RN Hiring: Mukul Bakhshi, Chief Global Affairs Officer, CGFNS
Episode Overview Need nurses? The world’s your oyster. The Bureau of Labor Statistics projects that there will be 203,200 openings for registered nurses each year through 2031, which includes nurse...
Read More3 Experts Share Their Top Nurse Retention Strategies
Episode Overview Is the retention of skilled nurses on your mind? In today’s dynamic healthcare environment, retention is more than a necessity – it’s a strategic imperative. Recognizing the challenges...
Read More5 Pillars Of People Management With Jeff Lackey
Episode Overview Are you ready to gain valuable insights and ‘light bulb’ moments from over 40 interviews on leadership? Join us for an interview with Jeff Lackey, host of the...
Read MoreThriving Through Healthcare Layoffs: Insights from Iqbal Atcha
Episode Overview Healthcare layoffs and reduction in force (RIF) announcements are popping up regularly. In fact, reports show that this continues to trend upward in 2023. These cuts have had...
Read MoreNurse Recruitment Best Practices with Brandi Vines
Episode Overview Brandi Vines returns to share more of her creative nurse recruitment and retention strategies. Brandi is a healthcare staffing heavyweight. She has over 15 years of leadership experience...
Read MoreNurse Staffing Hacks with Brandi Vines
Episode Overview Listen now to our conversation with industry expert Brandi Vines. Most recently Vice President at HealthTrust (HCA Subsidiary), Brandi is a leading executive in healthcare staffing. She has...
Read More5 Tips For Texting Nurses
Episode Overview According to technology market research firm Radicati, the average open rate for a text marketing campaign is 98% – a huge contrast to the 20% average open rate...
Read MoreApplichat Healthcare Announces Rebranding as Nurse Recruitment Experts
Episode Overview Applichat Healthcare, a rising player in the healthcare staffing industry, is thrilled to announce its rebranding as “Nurse Recruitment Experts.” This strategic rebranding reflects the company’s commitment to...
Read MoreLow Cost, High Value Nurse Recruitment Strategies
Episode Overview Can your organization address its existing nursing shortage without sourcing new candidates? Bradley Di Paolo, CEO of Candidate Hub, challenges healthcare recruitment teams to revive their nurse recruitment...
Read MoreRural Hospital Nurse Recruitment Strategies Which Cut $1M in Traveler Spend
Episode Overview As CNO, Cathy Wichman helped a rural hospital reduce Travel Nurse spending by $1,000,000. Using creative nurse recruitment and retention strategies, Cathy skillfully hired from outside the area...
Read MoreBalancing Technology and the Human Touch in Healthcare Talent Acquisition
Episode Overview In the rapidly evolving landscape of healthcare talent acquisition, finding the perfect balance between leveraging technology and maintaining the crucial human touch has become a key challenge. As...
Read MoreThe Truth About Physician Recruiting
Episode Overview Join us as we speak to industry veteran Kevin Kirkpatrick on the topic of “The Truth about Physician Recruiting.” As the demand for Doctors continues to rise, the...
Read MoreTechnology And Working With Vendors In Healthcare Recruitment
Episode Overview Healthcare providers are operating in a money-scarce market and need to be strategic with their budgets to provide quality care to their patients. Vendor partnerships are essential to...
Read MoreReputation Management for Hiring RNs
Episode Overview Welcome this latest Nurse Recruitment Experts podcast episode on “Reputation Management for Hiring Registered Nurses (RNs).” In this informative session, we delved into the crucial aspects of maintaining...
Read MoreMaintaining Quality in Healthcare Recruitment
Episode Overview The healthcare industry is constantly evolving and in order to keep pace, it’s essential to maintain high-quality in healthcare recruitment. This latest podcast episode will provide healthcare HR...
Read MoreVirtual Hiring Event Mastery: Making Offers To 50% of Interviewed RNs
Episode Overview What is the best way for healthcare employers to leverage virtual hiring events and quickly make hires? On this latest podcast episode we were joined by Drew Hebble, VP of...
Read MoreIndeed’s Pricing Model Change: What It Means For Healthcare Employers
Episode Overview In 2023, healthcare employers using Indeed will pay only when a candidate starts or submits an application, rather than when they click on a job ad, as is...
Read MoreTaking a Holistic View in Supporting Women in Healthcare
Episode Overview With International Women’s Day approaching, the team at Nurse Recruitment Experts began having conversations about the needs of women in healthcare and how they can be supported. Every...
Read MoreOur 5 Stages To More RN Hires After Placing 251 Nurses In 2022
Episode Overview In December 2021, challenges in RN hires spurred Moody’s Investors Service to adopt a negative credit outlook for the healthcare sector. The main factors were nursing shortages and...
Read MoreRetention and Recruitment: 2 Sides of the Healthcare HR Coin
Episode Overview We all know the importance of recruitment, but healthcare leaders at all levels are increasingly turning their focus to retention as the key to a sustainable workplace. Retention...
Read MoreData-Driven TA: Metrics That Matter in Healthcare Recruitment
Episode Overview Data is the new oil” is a deceptively simple mantra for the digital age. Extractable, usable, and valuable, the more you have, the greater you should become. Yet,...
Read MoreImproving the Talent Acquisition-Hiring Manager Relationship
Episode Overview The relationship between recruiters and hiring managers is a key factor impacting talent acquisition processes in healthcare. When these parties clearly understand each other’s roles, demands and processes,...
Read MorePhysician Recruiting Secrets For Healthcare Hiring Teams
Episode Overview Seeking sourcing inspiration from other disciplines for your nurse recruiting? Ever wondered how your colleagues interview physicians? Or maybe you’re interested in changing your area of expertise. Listen...
Read More5 Ways Healthcare Orgs Can Become a “Most Loved Workplace”
Episode Overview Illinois’ Springfield Clinic has achieved something remarkable: it was recently named to Newsweek’s list of “America’s 100 Most Loved Workplaces 2022.” How did they do it, how does...
Read More5 Principles To Building Better Nursing Job Ads
Episode Overview This podcast will underline 5 principles every nursing job ad should follow. It will help talent acquisition teams receive more nurse job applications by enticing more candidates who...
Read MoreImproving the “Candidate Experience” in Healthcare Talent Acquisition
Episode Overview We’re excited to host Kevin Grossman and Adela Schoolderman for the next podcast in Nurse Recruitment Experts‘ ongoing series on nurse/healthcare recruitment. Adela and Kevin recently launched their...
Read More