The healthcare industry remains one of the most comprehensive service industries of all time. And it keeps growing with no indication of fizzling out at any point. However, there are lots of noticeable changes in the industry most notably in the recruitment process.
Just like every other sector and its peculiar changes, the changes in the healthcare industry are profound, and they have resulted in a significant transformation in the operation, recruitment, and management of employees in the industry.
More so, the new wind of technological changes is quite noticeable, with new demands on organizations for more significant impacts. The truth is- all these changes have not only reinvented the industry, but it has also made the healthcare industry to be candidate-centric when it comes to the recruitment process.
Noticeable changes in recruiting
As stated above, the recruitment economy is now candidate-centric; that is, candidates are the determinant of trends in the industry. Below are some of the changes health organizations need to align within 2020.
Candidates are more passive job seekers than active
The industry has experienced a shift in the activity of job seekers. And the change has produced two different types of job seekers, which are active and passive. While passive job seekers are individuals who are not actively searching for a new job role, although they are open to taking better offers, the active job seekers are all out for new offers.
Interestingly, for many of these passive job seekers, a better offer doesn’t compulsorily mean a better salary. It often involves the opportunity for more learning and growth in their career, more working time flexibility, innovative and conducive working environment.
In today’s world of recruitment, best talents don’t jump from one offer to another. They take their time out to consider significant factors such as how the job role will improve their lives and make them grow in their careers.
Shorter duration of candidates’ availability on the market
Another change that has been noticed in the recruitment process is the shorter duration of candidates’ readiness. Research has it that best candidates only stay ten days on the market before they are gainfully employed.
Therefore, for you to employ one of these best candidates, you have to be able to engage them before the job opening. During this period, you can get to build a meaningful relationship with them, enhance the application process, and provide them with the best candidate experience.
This change has been around for a while, and it’s going to be relevant in 2020. Therefore, shorten the lengthy recruitment process and build a formidable relationship with your best talents.
Discovering and interacting with the candidates at their major touchpoints
There is an average of ten touchpoints where organizations can interact with candidates before they apply for job positions. As it sounds, touchpoints are the means and kind of interaction between a potential candidate and your organization.
The major touchpoints you can have with your candidates include direct interactions in the form of emails, phone screening, and interviews. And some indirect interactions in the form of a job post on career websites, your company website, social media platforms, and online application forms.
Moreover, your organization can hire the best candidates if you engage them effectively in all of these touchpoints.
How to align with changes in the healthcare industry in 2020
The healthcare industry remains one of the most comprehensive service industries of all time. And it keeps growing with no indication of fizzling out at any point. However, there are lots of noticeable changes in the industry most notably in the recruitment process.
Just like every other sector and its peculiar changes, the changes in the healthcare industry are profound, and they have resulted in a significant transformation in the operation, recruitment, and management of employees in the industry.
More so, the new wind of technological changes is quite noticeable, with new demands on organizations for more significant impacts. The truth is- all these changes have not only reinvented the industry, but it has also made the healthcare industry to be candidate-centric when it comes to the recruitment process.
Noticeable changes in recruiting
As stated above, the recruitment economy is now candidate-centric; that is, candidates are the determinant of trends in the industry. Below are some of the changes health organizations need to align within 2020.
Candidates are more passive job seekers than active
The industry has experienced a shift in the activity of job seekers. And the change has produced two different types of job seekers, which are active and passive. While passive job seekers are individuals who are not actively searching for a new job role, although they are open to taking better offers, the active job seekers are all out for new offers.
Interestingly, for many of these passive job seekers, a better offer doesn’t compulsorily mean a better salary. It often involves the opportunity for more learning and growth in their career, more working time flexibility, innovative and conducive working environment.
In today’s world of recruitment, best talents don’t jump from one offer to another. They take their time out to consider significant factors such as how the job role will improve their lives and make them grow in their careers.
Shorter duration of candidates’ availability on the market
Another change that has been noticed in the recruitment process is the shorter duration of candidates’ readiness. Research has it that best candidates only stay ten days on the market before they are gainfully employed.
Therefore, for you to employ one of these best candidates, you have to be able to engage them before the job opening. During this period, you can get to build a meaningful relationship with them, enhance the application process, and provide them with the best candidate experience.
This change has been around for a while, and it’s going to be relevant in 2020. Therefore, shorten the lengthy recruitment process and build a formidable relationship with your best talents.
Discovering and interacting with the candidates at their major touchpoints
There is an average of ten touchpoints where organizations can interact with candidates before they apply for job positions. As it sounds, touchpoints are the means and kind of interaction between a potential candidate and your organization.
The major touchpoints you can have with your candidates include direct interactions in the form of emails, phone screening, and interviews. And some indirect interactions in the form of a job post on career websites, your company website, social media platforms, and online application forms.
Moreover, your organization can hire the best candidates if you engage them effectively in all of these touchpoints.