3 Ways Healthcare Recruiters Can Impress Candidates in 2017

In an industry that is chock full of recruiters, it’s important to find a way to stand out. And, as is true in many arenas, being personal is key to that success. So the question becomes ultimately, how can you bring a personal touch recruiting in 2017 as a healthcare recruiter? We’re glad you asked! We’ve put together a list of three distinct ways for you to consider.

1. Send Great Linkedin Invitations

Linkedin is a fabulous resource for communicating with candidates. After all there are over 5 million healthcare professionals using it. Those candidates are interacting in groups, following companies, publishing their own content and potentially, they are waiting to be recruited for the right career opportunity. If you want to reach those candidates a top notch Linkedin invitation is a perfect step.

Strong invitations include the following:

  • The right recruiter profile photo
  • The Who, What, When, Where, Why and How details about your connection
  • 300 characters or less

If you’d like more details on how to send the right Linkedin invitation, consider checking out this blog.

2. Create a Careers Microsite

One of the biggest obstacles healthcare candidates encounter when shopping around for a new career opportunity is the dreaded applicant tracking system (ATS). The fact is, many candidates walk away from an application because they are simply too busy. A lot of the time, the candidates who walk away are more passive in nature and those are the ones that recruiters truly want to reach.

Aside from the fact that candidates are pressed for time, there is an innate fear when applying via an ATS of getting caught in a never-ending no-response period. Candidates weigh the pros and cons. How much time will they have to invest versus how likely is it that they will actually be responded to? Even if their odds are wrong, they probably won’t apply, which is where a careers microsite comes in!

A careers microsite uses a much simpler application form, which upon submission transmits an automated email with candidate information to a recruiter while simultaneously sending candidates to a thank you page encouraging them to engage on social media. This immediacy makes it easier for recruiters to respond faster leaving the candidate happier. If you need to track information for equal opportunity purposes, the potential new hire can always fill out the extended application once they get further into the evaluation process.

If you already have a careers microsite, it’s crucial to keep it up-to-date. Try out the Microsite Deep Clean Action List today.

3. Appreciate Your Current Employees

A great way to grab the interest of potential employees in any industry is by acknowledging and engaging your current staff. We highly recommend celebrating current staff in an ongoing manner via social media channels and company-wide employee acknowledgement programs. However, another option is to stay on top of the official acknowledgment dates that are promoted by relevant associations. For instance, January includes important ones such as the National Nurse Anesthetists Week, National IV Nurse Day and National Patient Recognition Week.


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