It’s getting harder to find healthcare workers. CNN Business reports that 2.3 million new skilled healthcare workers must come on board by 2025 to keep up with demand. The pressures of an aging population require the healthcare community step up to find more talent. But Managed Care Magazine reports the need for lower-skilled workers will also be very high. It is in these areas that healthcare is competing against other industries like retail or warehouse workers.
Healthcare human resource teams will be hard-pressed to fill this need. This is exactly why it’s time for healthcare recruiting efforts to target the passive candidate as well as the active job seeker. Here are some tips on how to do it.
Defining the Passive Candidate
Payroll giant ADP says that 42 percent of passive job candidates are open to having a conversation. When coupled with the fact that 46 percent of employees would consider a new job that offered the same or slightly lower wages, this leads to the conclusion there are a lot of unhappy people who aren’t really looking for work – yet.
That’s the definition of the passive job candidate. Something is keeping them in a job that they don’t love but won’t yet leave. Our job is to reach these candidates, start new relationships, and be there when they’re ready to go. This next section will give you some tips on how to give passive candidates a nudge in the right direction.
How to Recruit a Passive Job Candidate
Posting a job is just the first step. There is a great deal of opportunity with candidates interested in hearing about a possible career move. Staffing firms like UHC spend each day getting to know these candidates, adding them to a talent pool; then matching them to the right opportunity when it arises. Human resource managers can take a page from professional staffing firms by using these three techniques to improve their chances of reaching a passive candidate audience:
Attending local conferences or networking activities to look for passive candidates should always be a part of your candidate expansion strategy. Think about where these candidates “live,” and then get out there to find them.
2. Ask for employee referrals.
Referrals are the best way to find new candidates quickly. It says a lot about your company when current employees are willing to suggest to others that the job is good enough to recommend their friends, family and colleagues.
3. Sell the role.
Talking less about the job description and more about the job opportunity. The truth is more power rests in the hands of the job candidate; there are more jobs than people to fill them. Pitching a career move to a passive job candidate means you must motivate them to make the jump. So, look at the conversation more from their perspective and tell them about the things that really matter, such as a great organizational culture or the opportunity to help underserved populations.
The most important decision a hiring manager can make in today’s tight labor market is to consider new partnerships with agencies like UHC Solutions. As today’s leading provider of talent to the FQHC market, we bring 20 years of experience with both passive and active healthcare candidates. Contact our top healthcare recruiters today.