The healthcare industry has a turnover problem, and nurses are especially difficult to retain. So what’s the solution? Strategic recruiting. Take our quiz to see if your talent acquisition department needs improvement.
1. Which of the following steps do you take to find candidates? (Select all that apply.)
2. Which of the following steps do you take to find candidates? (Select all that apply.)
3. Who’s in charge of finding your candidates?
4. When do you begin searching
for a potential hire?
There are four types of candidates:
1. Active: Individuals who are unemployed.
2. Semi-active: Employed individuals who are looking for a change.
3. Semi-passive: Employed individuals who may be feeling their job is threatened by downsizing or other instabilities.
4. Passive: Individuals who are fully employed, enjoy their current position, and have no intention of leaving.
If your recruiting team isn’t targeting all four types, you may be missing out on some top candidates.
Hastily throwing together a job description and posting it on a handful of job boards is not a viable strategy. You should be cultivating a network of active and passive candidates and building a readily available talent pool you can rely on during hiring frenzies.
Agencies help streamline expenses because they’re 100 percent dedicated to finding suitable employees, which cuts down on how long positions remain open. Good recruiting agencies also facilitate ongoing communications between you and top applicants — a tactic that’s more important than many HR professionals realize.
You shouldn't only recruit when your company has a job opening. Reactive strategies, on the other hand, lead to extended vacancies and less-than-perfect hires. Your team should have a strategy in place for uncovering quality candidates continually.
To learn more about how smart recruiting can prevent turnover, check out our eBook, The C-Suite Guide to Strategic Recruitment, or schedule a consultation.