The Power of Tomorrow: The Benefits of Technology in Healthcare Recruitment
The need to incorporate effective and cost-efficient recruiting and hiring methods is a common concern within the healthcare industry. By now, almost everyone is aware of the severe shortfall of physicians and nurses throughout the country. According to the report published by IHS Markit LTD, for the Association of American Colleges, the physician shortage can even reach as high as 120,000 by 2030.
The failure of traditional recruitment methods has forced numerous healthcare organizations to turn towards technology for viable solutions. In this blog, we’ll take a look at some of the advantages of utilizing technology as a tool for healthcare recruitment.
Improving the Interview and Hiring Process
When talking about healthcare recruitment, it’s absolutely necessary to only attract and recruit qualified individuals who will go on to directly impact patient care. Not only does hiring inexperienced or under qualified candidates puts patients’ health at risk, but it also increases the risk of legal action against the healthcare facility in case of injuries or malpractice.
Incorporating technological recruitment tools during the interview process eliminates the risk of hiring the wrong people. It also improves the hiring process by creating convenience for both the candidates and interviewers.
For example, pre-recorded digital interviews can be viewed by recruiters and hiring managers at convenient times. Automated scheduling enables candidates to select interview times and reschedule if necessary. Also, highly-intelligent chat bots are capable of answering interviewees’ questions and provide information on how to navigate through the hiring process.
Sourcing Candidates
High-rates of turnover make it imperative for healthcare institutions to maintain steady pipelines of qualified talent. The task of recruiting ideal candidates is made increasingly difficult due to shortages of physicians and nurses. Add to this the difficulty of keeping track of potential candidates and you have a recruiting crisis on your hands.
In the current climate, most healthcare organizations function on tight budgets and simply do not have the time or resources to source talented candidates. Fortunately, artificial intelligence presents a few viable solutions.
Social media and the assistance of healthcare recruiters significantly reduces the time it takes to recruit qualified candidates by expanding the search across multiple channels, databases, and platforms. Not only does it save time, but also helps to identify passive candidates.
AI-powered source tools provide a number of advantages to recruiters by recognizing patterns in social media profiles and resumes associated with talented candidates. Additionally, AI’s intelligent search capabilities are free from the inherent recruiter bias which hinders the recruiting process based on superficial attributes such as race, age, and gender.
Furthermore, artificial intelligence scours both internal and external channels to analyze resumes of medical professionals both inside and outside the organization.
Screening Candidates
At times, the process of screening candidates places additional burden on recruiters that are already hard-pressed by tasks such as formulating job descriptions, analyzing workforce data, checking references, and performing background checks. To prevent recruiters from being stretched too thin, the screening process should be as efficient as possible.
Artificial intelligence can be used to automate the process of screening candidates’ resumes especially for positions with high turnover rates. Intelligent screening software now enables recruiters to incorporate machine learning and predictive analysis to better understand the behavioral patterns of talented candidates.
Also, healthcare facilities’ CRM systems can be analyzed to determine the characteristics of both successful and unsuccessful workers based on tenure and performance. Armed with such information, recruiters stand a better chance at hiring candidates with the highest probability of growth and success.
Accurate digital assessments can also be carried out to gauge applicants’ capabilities and skills as well as to test the skills, personality, and aptitude that assist in making better hiring decisions.
Creating Optimized Job Descriptions
A well-crafted job description is a foundational requirement to attract top talent for open positions. Optimized and accurate job descriptions engage qualified candidates and clearly outline the responsibilities and duties that must be fulfilled. Inclusive JDs prove effective in attracting an ideal and diverse workforce. So how can technology further optimize job descriptions?
Analytics can be used to identify and remove potentially biased terminology and suggest better alternatives. Also, it helps recruiters in creating engaging JDs for a variety of healthcare positions.
Technology improves the hiring and recruiting processes by improving both the candidates and recruiters experience in addition to identifying and recruiting top talent. While technology can definitely add value to the hiring process, it still has a long way to go before it evolves into a viable alternative for human decision-making.
Medical Associates Consulting offers medical staffing services in Florida. Their database consists of hundreds of resumes of qualified physicians and nurses from all over the country. Contact them today for more information.
