The Power of Transparency When Recruiting Healthcare Executives

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Creating a culture of transparency is the new imperative for business, and healthcare is not immune from this trend. This may seem like a contradiction in an industry where privacy is so important it’s regulated by law. But in today’s competitive healthcare markets, where a shortage of talent is so prevalent, organizational transparency is a brand differentiator and crucial to attracting top talent. Here’s how your organization can create a more transparent culture to help you in your recruiting efforts.

Healthcare Values and Transparency

While most conversations about transparency in healthcare centers on the patient or consumer, these issues cannot be resolved without creating an internal culture of transparency between staff, clinical teams, and administration in a healthcare facility.

Organizations that link a transparent process to their overarching healthcare mission can help attract patients and candidates to the organization. Transparency can open dialogue, create a constant learning process, and engage accountable teams in the success of the organization. When teams are transparent, they can share best practices across an organization, improving the lives of their workers and the patients they serve.

But transparency should start at the front end of the organization. Creating transparency during the HR and recruiting process can help build trust between the candidate and the hiring team.

How to Create Healthcare Recruiting Transparency

Healthcare recruiting teams must work to create transparency in all their dealing with potential employees. Not only can it ensure better hires in the long run, but it can also improve the image of the healthcare organization in the community.

If the healthcare organization is working with an external third-party recruitment firm to hire talent, transparency is even more important. The executive recruiter is the front line between the organization and clinical or operational talent, and as such, has a big responsibility to create a positive first impression. Whether your recruiting team is in-house or third party, they can create transparency in the following ways:

  • Create clear communication that flows in all directions. The free flow of information from the recruiting team back up to the top, then all the way back to the candidate is crucial. This can help create a seamless workflow between talent recruiters and hiring teams but also throughout the organization. Open communication is crucial to improving the responsiveness of recruiting teams and a necessity when dealing with the rapid changes we face in the healthcare field.
  • Measure the outcomes of the recruiting process in tandem with your hiring teams. Together, you can work to shorten time to hire, even for the most difficult to fill clinical roles. Discussing these metrics openly and working together to achieve them will create a more transparent culture that will trickle down to the candidate hiring process.
  • Recruiters can foster transparency in their dealings with candidates by sharing what they know about the open position, explaining their role in the process, and the steps involved to receive an offer. Each recruiter should have a hands-on approach to handling the provider or healthcare operational candidate. They should know and share, just as much about the internal culture at the facility and they do the details of the job.

Not all healthcare recruiting firms are the same. At UHC Solutions, we specialize in a tailored one-on-one transparent relationship with our clients and candidates. Talk to our team to find out how we can help your hiring process.

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