It’s no secret that requiting into an FQHC is challenging. Physician shortages, declining reimbursement, and increasing competition from urban healthcare organizations all make for a challenging recruiting environment. But there are secrets to FQHC healthcare executive recruiting that hiring teams can benefit from. Standing out today requires creativity and perseverance, but with these three recruiting strategies you will improve the chances of your long-term success.
The Basics of FQHC Executive Recruiting
FQHC organizations continue to struggle to attract top executive talent. This is in part because some recruiting best practices established by the best-recruiting firms aren’t being followed. For example, is your organization using the power of social media to paint a compelling portrait about the culture and work environment of your organization? Are you leveraging social networks to attract the more passive job candidate to the openings at your organization?
Using deep-dive techniques on platforms like LinkedIn are good ways to find executive candidates for your FQHC. Conducting the research necessary to target specific healthcare executives is an important step toward finding and attracting the right candidates. These are generally accepted best practices for your recruiting effort. However, research isn’t enough. It’s the messaging that matters with any candidate. That makes the approach you take toward reaching and communicating with these candidates highly important. Indeed, we believe it will make the difference between success and failure.
Three Tips You May Not Have Considered
Executive-level searches must be conducted by teams that have a thorough understanding of your unique arm of the healthcare business.
1. Communicate the stability of your organization to FQHC candidates.
This is particularly important after the wave of community hospital closings over the past few years. Attracting any talent to a healthcare organization serving rural areas requires a focus on the longevity of your approach. This is where involving the organization’s leadership in the recruiting efforts of high-end FQHC executives is crucial. These leaders can use the power of their influence to engage recruits in the vision for the success of the organization.
2. Recognize that recruiting is selling.
Focusing your efforts on recruiting passive executive talent requires the hiring team to go beyond job posting and applicant reviews. This will be particularly true as the provider shortage worsens through 2025, as studies have shown. Creating a long-term recruiting strategy that focuses on selling the benefits of your organization is the new imperative for FQHC healthcare executive recruiting.
3. Build a sense of transparency in your organization and your healthcare recruiting.
Share the mission, vision, and financial plan of the organization with your FQHC healthcare executive candidates. Creating a culture of transparency means sharing the outlook of the organization with the candidate, including plans for the future. The best executive candidates like the kinds of challenges that come with a mission-driven purpose to improve an organization serving a needy population.
FQHCs seeking a recruiting team to enhance their efforts should look to UHC Solutions. We understand the unique nature of your business and excel at techniques to improve your recruiting efforts. Talk to our executive recruiting team today to find out more.