The increase of remote working environments has affected how HR professionals hire applications that apply to most industries. Nevertheless, this is not the case in all industries, especially in health care where recruiting nurses has been a problem.

People in this industry are literally at war and have done their best to attract talent but to no luck. During these difficult times, experts have proposed three strategies to attract the best talent in the medical industry. 

• Company Branding

Employer branding is more than just the things you can see on your recruitment brochures. It goes with the main question most employees or applicants look for which is “Who are you?” Your brand needs to attract consumers as well as potential applications.

From time to time, these potential employees are looking for many different things that employers should be prepared for. When poaching applicants, especially those in high demand, be aware of the what’s-in-it-for-me attitude. How does your health care organization differ from other organizations, what is your mission, vision, and values? What should candidates remember about your company? How do you show these great things about your business outside the scope of the site? Above all, how do employees need to interpret your values, mission, and vision? Are these three things consistent with your organization’s culture? Let’s say you admire innovation, but discourage employees from transforming the process. If you accidentally break at least one value, your employer’s overall brand can be compromised.

• Fast and Smooth Recruitment Process

Do you know what kills accepting a job? It’s time. With this candidate-driven market scenario,  believe that a good candidate will receive multiple offers at once. If the application process is time-consuming and unreasonable, there is a very high chance that the candidate would have been hired by someone else at the time the offer was launched.

It is a fact that demand for nurses has increased a lot, a least for now. Organizations must receive this and redesign the recruitment system to cast off bottlenecks so that certified applicants can be a part of it as quickly as possible. The transformation must consist of reducing interview rounds, using in-house employees instead of consulting firms, and faster verification of application.

Finally, keep a schedule of time to hire. The general belief of winning a race slowly and steadily may apply elsewhere, but not in the hiring process.

• Having an Enthralling Orientation Scheme

Orientation is different from onboarding. In onboarding, new hires start with the practical elements of their role and are done after the briefing. Onboarding is technically a process while orientation is an episode. That doesn’t mean that organizations in a  hurry need to get out of orientation and start onboarding right away. Moreover, it does not mean that orientation must be just paperwork.

The main goal of orientation is to welcome new employees to the company and introduce them to detailed guidelines and goals. It starts from the moment a person accepts an offer. It’s your approach, your process, candidate follow-up, accepting offers, and how you keep in touch with candidates during the first day.

An effective orientation program is based on ensuring engagement and inclusion and embracing the idea of diversity. Topics such as benefits, extraordinary employee development, and corporate culture should attend the orientation. After the orientation program, new employees should feel confident and empowered that they have chosen your company.

Fruitful achievements in recruit training for top nursing candidates will continue to be of paramount concern to healthcare companies this year and in the coming years. By following these tips and updating recruitment procedures as needed, you can gain an edge over other healthcare professionals.

Contact us now to learn more about the nurse staffing process!