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5 Things to Remember When Utilizing Data in Health Care Hiring

March 14th, 2017 Comments off
health care hiring

The health care industry is experiencing phenomenal growth, and with growth comes a demand for more talent. According to the 2017 CareerBuilder Health Care Talent Brief, 38 percent of health care industry professionals expect job demand to continue to outpace overall supply.

“Competition to fill these spots is fierce, especially in small, rural markets,” says Bobbi Hicks, President of Akeso Talent Engagement. The correct use of data in your hiring strategy can provide an advantage without incurring the high costs of a recruitment service.

1. Invest in tools that pull real-time data.

“Decision makers respond to facts and data. That said, it’s important to invest in tools that can provide you with a real-time snapshot of the market that you support,” Hicks says. “We regularly use paid recruiting tools like job boards, Supply & Demand, compensation portals, and social media sites to scope out our competitors and better predict salary ranges and time to fill.”

2. Pull compensation data more often.

Most health care companies pull compensation data once or twice a year. That’s not nearly enough, says Hicks. Pay rates change frequently due to high competition. Your staff likely picks up extra shifts at competing hospitals, so they know firsthand what the competitor is offering.

“You don’t want to risk training your leaders for another facility, because you didn’t compensate them correctly on the front end,” says Hicks.

Stay ahead of the curve by pulling compensation data quarterly.

3. Utilize Supply & Demand data to address the talent deficit.

“If you’re not utilizing Supply & Demand data, then you should be,” says Hicks. By tracking the number of nurses and therapists coming onto the market, you can locate where the talent deficit is, project how substantial it will be, and adjust your hiring strategy accordingly.

4. Include “NOT” statements in Boolean searches.

Boolean search is a helpful way to source candidates faster, but most researchers only utilize “and” and “or” statements. Including “not” statements allows you to exclude terms and narrow results. For example, “pharmaceutical and not sales” would yield candidates who have “pharmaceutical” in their resume, but exclude those with “sales.”

5. Don’t forget about culture.

Competitive compensation and large sign-on bonuses only go so far when attracting and retaining talented employees. You should strive to create a positive culture that values both the employee and patient experience.

“A $15,000 sign-on bonus puts up a red flag,” says Hicks. “Whenever I see that I think: ‘What’s going on over there that makes such a sizable bonus necessary to attract employees?’”

Proper onboarding — and off-boarding — can go a long way toward improving the employee experience and retaining top talent. Many times employees will leave to develop their skill sets elsewhere, but return seeking more senior positions. Ending the working relationship in a professional manner increases the likelihood that a talented employee will come back.

Put insight into action: Learn more about how to use data in health care hiring right now.

45% Health Care Employers Say Lack of Time is No. 1 Recruitment Challenge

March 29th, 2016 Comments off
Pulse of Health Care Webinar

Whether you work in a hospital or home health agency, at the end of the day you probably feel like time has slipped away – and your to-do list hasn’t even been touched. This can be especially frustrating if you have specific recruitment challenges you are attempting to tackle.

According to CareerBuilder’s latest Pulse of Health Care Survey, nearly half (45 percent) of surveyed health care employers cited a lack of time as the greatest factor preventing them from solving challenges in their recruitment process. This is consistent with last week’s report on corporate/enterprise entities. However, 26 percent say “lack of budget” is their main challenge — a higher number than any other sector we surveyed. Other responses included “lacking the right internal people to do the job” (15 percent) and “lack of access to the ideal software or technology” (14 percent).

Health Care Pulse Graph

What does this mean for you?

Recruitment challenges come in all shapes and sizes. Solutions to these problems often take time and money to get it just right, so it’s no surprise these factors are of great concern. When you’re looking to implement a new process or technology to ease major hiring headaches, it’s important to take time, money, personnel and technology into account so you can choose a solution that is not only fast, but also easy on your budget.

3 Ways Data Can Help You Overcome Health Care Hiring Challenges

January 26th, 2016 Comments off
HiringChallengesinHealthcareUsingEMSI

If you’re a hiring manager in the health care industry, you don’t have to be told that it’s a challenging time to make new hires. You’re faced with a candidate-centric economy and an ongoing skills gap issue, while at the same time you’re busier than ever and often have less resources available to help you do your job.

While every open position has its own set of obstacles, one that likely keeps many health care hiring managers up at night is that of the registered nurse. Considering there are more than 200,000 registered nurse job postings in the U.S.*, competition for the best candidates is steep (to say the least).

So, how do you overcome the challenges that come with hiring for RNs? We’ll show you how using the right data solutions can make your life easier and get you those top candidates faster and more efficiently – whether you’re searching for RNs or another tough-to-fill position.

1. Use Data to Target the Right Markets

If you’re only searching for RNs in your backyard, you could be making a critical mistake. While on paper it might seem easier to recruit local nurses, if supply is low and you’re surrounded by health care organizations hungry for these hires, you’ll end up wasting more time and money than if you were to look beyond your location.

With Talentstream Supply & Demand, you can easily determine which locations have a higher supply than demand, enabling you to better target your recruitment efforts. The Hiring Indicator within the Supply & Demand portal tells you how easy or difficult it will be to source your positions based on marketplace trends. The Hiring Indicator score shows a number between 1 and 100, with a lower score revealing a more challenging position in that market.

Looking at Texas, for example, Austin has a score of 30, meaning it’s more challenging to hire for RNs in the Austin market. Yet the city of San Antonio, with a high volume of candidates and a score of 41, makes it an attractive alternative option to seek out RN candidates. To find the right people, you’ll either need to invest more resources in the Austin market or identify another city like San Antonio, which has a higher Hiring Indicator score.

Hc post - hiring indicator

Screenshot of Talentstream Supply & Demand Hiring Indicator scores, active candidates, job postings and compensation ranges for registered nurses in Texas markets

2. Use Data to Advertise Better

We’ve already told you why your business needs job postings in 2016. Not only is having job postings important, but it’s just as crucial to think about the exposure of your postings and the content included within them.

You need to know where your competition is advertising for a similar position, so you can maximize your visibility – and receive the best candidates. The Job Posting Analytics feature within Emsi Analyst helps you do this by comparing the volume of job postings for a particular position to the number of hires made, demonstrating how much effort other organizations are putting in to attracting candidates for a position. Based on this data, you can determine whether you need to step up your efforts and increase resources to source talent.

You also must think about what you’re putting into your job posting. If you’re trying to stand out by giving your open positions unique or complicated names, you may be missing out on candidates who wouldn’t know to search for those names when looking for jobs. The Talentstream Supply & Demand portal leverages candidate profiles to show you the most common job titles used, so you can tailor expectations to what’s available in the marketplace.

Screenshot in Talentstream Supply & Demand of the top 10 recommended job titles that closely match the keywords candidates have on their resumes

Screenshot in Talentstream Supply & Demand of the top 10 recommended job titles that closely match the keywords candidates have on their resumes

3. Use Data to Predict a Market’s Hiring Trends

It’s hard enough to find time to devote to your current job openings, so thinking about future hiring plans might be low on your priority list. Yet understanding the changing labor market is crucial to your organization’s long-term success.

Emsi Analyst allows you to identify key economic trends and plan strategically for future opportunities with 10-year projections. For instance, you can see the projected health of nursing jobs in a particular market, which will help inform your talent acquisition strategy in that market and determine whether new markets for sourcing talent should be identified.

Analyzing data can seem scary – but not finding candidates to fill open health care positions can be scarier. With Talentstream Supply & Demand and Emsi Analyst, you have access to key recruitment analytics at your fingertips, allowing you to focus more of your time on winning over those top candidates.

*Based on demand data from Talentstream Supply & Demand

Learn more about how Talentstream Supply & Demand can help you fill your hard-to-fill positions now.

 

43% Health Care Employers Plan to Hire Full-Time Workers in 2016

January 11th, 2016 Comments off

Hiring in health care is looking pretty, pretty, pretty, pretty good for 2016.

So good, in fact, that 43 percent of health care employers plan to hire full-time workers in 2016, outperforming the national average (36 percent) for employers adding full-time staff, according to CareerBuilder’s 2016 U.S. Job Forecast. Other industries are expected to outperform the national average as well: 46 of employers in financial services and 44 percent of those in information technology plan to hire full-time workers. Manufacturing (37 percent) is expected to mirror the national average.

What Does This Mean for You?

If your organization is planning on hiring for health care-related positions this year, you already know you’re up against a challenging task. To recruit the best people you need to find ways to stand apart from your competition — and your employment brand must be strong across multiple platforms. Get our tips to help you hire the best health care talent in 2016.

Whether you’re hiring for health care, STEM or customer service, CareerBuilder’s U.S. Job Forecast will prepare you for what’s ahead in the labor market this year.

Get more insights by reading the full forecast here.

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