Getting it wrong: Using technology as a fix, not a solution
The wider landscape for HR healthcare professionals demands that teams be more competitive and fill the broad range of hard-to-execute vacancies.
Oftentimes, HR healthcare recruitment teams turn to technology as a quick fix for the existing problems within their organisations. To capitalise on a technology-led solution, it is imperative for healthcare recruiters to move beyond a one-size-fit approach and identify the challenges in processes from honest conversations with your team.
An intimate and forensic review of your capability will help to build a recruitment technology stack that wraps around your existing processes, eliminate inefficiencies and help remove problems.
Here are five questions healthcare HR teams should be considering in their strategic plans.
1. How much time does my team allocate to sourcing the right talent?
Pinning down the best source for your vacancies, per role or job description – transforms the process of sourcing from stagnant databases and reactive methodologies to data-driven, efficient and productive. It empowers your entire organisation to establish clear operating principles and strive for peak performance because there is a measure of how long it takes to hire for one role versus the other.
Simultaneously living in a data-driven methodology, such as Recruitment 4.0, allows for healthcare recruitment and HR executive teams to forecast and budget across individual vacancies and across all openings.
2. Is your team’s overall productivity hindered by repetitive and manual tasks?
According to Deloitte, 51 to 60% of hospitals are at risk of hitting negative margins by 2025 if they are unable to increase productivity. The complexity surrounding hiring within healthcare coupled with the talent shortage means that on average a healthcare HR professional spends nearly 25 hours each week on manual, administrative and repetitive work that can easily be automated.
Process automation technology takes over administrative/repetitive tasks from a hiring team allowing them to focus on high-value and cognitive activities such as delivering insight, having conversations, persuading and informing.
With your team only focused on high-value activities, you are empowering every member of your team to drive productivity and align their role to your organisation’s goals and objectives.
Learn more about process automation technology here:
What does Robotic Process Automation (RPA) mean for Recruitment?
Digital Transformation: Talent Acquisition
3. Does our screening process enable us to consistently place the best hires?
Most healthcare HR teams are sitting on a goldmine of data, from the candidate information stored within their systems to the invaluable recruiter knowledge that could be leveraged within their team.
The process of screening across industry and job-level specific roles in healthcare can not only be daunting but time-consuming. The best recruiters leverage industry knowledge and years of know-how to screen and shortlist the most relevant talent for a vacancy.
HR technologies with screening capabilities, ingest the requirement for a role and search an existing database or third-party job board to build shortlists. At EVA.ai we combine this approach with machine learning around recruiter decision-making, analysing the impact of each progression/rejection on the outcome of the vacancy.
Building a screening process around internal and external database searches powered by machine learning ensures that your team is leveraging all the data at its disposal to its full potential.
4. Can our current candidate experience process be improved?
50% of surveyed hospitals said they did not see an increase in applicants in 2018, 15% said they saw slightly less and 6% said they saw significantly less compared to six months prior (HospitalRecruit).
Think about it, you’ve gone through the hard process of sourcing the right candidate in this already competitive marketplace, you’ve screened them and they fit into your ideal talent persona. The last thing you want to do is lose quality talent as a result of poor engagement.
In numbers – 60% of job seekers have had a negative candidate experience, 72% of this demographic will share their grievances online. Astonishingly, 60% of all employers have seen a negative review of the hiring process online. 55% of candidates will not apply to an institution if it has negative online reviews. HospitalRecruiting reports that bad online reviews can increase the cost per hire by up to 10%.
5. Does our hiring strategy target passive candidates?
If your HR team does not consider passive candidates in the hiring process, you are at risk of missing out on approximately 70% of the talent marketplace. Passive candidates are an amazing asset to have in your toolbox because they are not actively looking for a job, meaning that there is less competition for their services.
Over half of the passive talent pool is open to switching jobs or working somewhere else. Forward-thinking teams are incorporating innovative technologies in social sourcing, combining video ads with chatbots to strategically reach passive candidates on platforms such as Instagram and Facebook.
Getting it right: Recruitment 4.0
