Developing a robust talent pipeline addresses your hiring needs for both the present and the future.

A talent pipeline is defined as a ready-made pool of applicants that can be quickly tapped into whenever a resignation, retirement or new position opens up.

However, many organizations do not nurture, grow or invest in their talent community thus creating an endless cycle of dealing with short term emergency hiring needs.

The following are strategies you can quickly implement build and grow your talent community:

Employee Referral Programs

The Employee Referral is still the most cost-effective hiring strategy for healthcare organizations. The cost per hire is typically a third of what other recruiting efforts cost. Additionally, referrals stay in their jobs longer than other employees.

According to the Undercover Recruiter, a leading blog site for recruitment, referrals are the number one factor in employee retention rate after 1 year at 46% as opposed to 33% for more traditional recruiting methods.

Employee Referral Programs should be operated like a true marketing program based on a specific theme – with a distinct beginning, middle and end, along with a grand prize drawing. They should be part of every recruitment marketing program.

 Improve your Career Sites

Nothing keeps potential employees away like a poor experience when applying for a job. Long drawn out application processes are a sure-fire way to have a candidate give up, abandon the application and drop off your site for good. A good idea is for you and your HR colleagues to go through the application process yourselves. This will reveal to you the true pain felt by the applicants you are working so hard to get in the first place.

Candidates also want to know about your culture, your people and your values when they come to your careers site. So, ensure your careers page talks about your healthcare employer brand and shines a light on what makes you unique.

Create an Outbound Content Program

It’s been well documented the job seekers make decisions on where to work in the same way they make other buying decisions. Thus, it is extremely important for organizations to market their careers in the same fashion.

Instead of job postings, email blasts and other old school interruption tactics, focus your recruitment efforts on creating original content that highlights organizational culture, employee stories, tips, news and more. This should be done through the consistent use of blogs, videos, social media, and review sites as part of an overall content game plan.

Social Sourcing

Also known as social recruiting, social sourcing is a process where talent acquisition teams search for active and passive job candidates through social media channels such as LinkedIn, Facebook and Twitter.

According to Impactpool, a career platform devoted to people who want to pursue a career within mission-driven organizations, by 2025, 75% of the workforce will be millennials.

To attract them and engage with this audience, sourcing through social platforms are essential. It’s also important to have your own organizational social media channels specifically for recruitment and employer branding.

Having a well-developed talent pipeline ensures continuity of care and services across your healthcare system, minimizes downtime, and positively impacts the bottom line of your healthcare organization.

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