Recruitment Marketing for Healthcare Positions
Attracting great talent for your healthcare jobs is getting harder by the day!
The talent shortage in the healthcare industry, especially when it comes to nurses, kitchen staff, admin for health clinics and home health nurses was bad before Covid… but now its 2x worse!
There are less people looking compared to the number of jobs available… and employers are struggling to compete for the people who are looking doing the same thing you (and your competitors) have always done isn’t going to solve it…actually…its going to make it worse.
It’s time to dramatically change your recruiting approach!
Want to Find The Hiring Pains of Your Organization?
Struggling to recruit healthcare positions for your organization?
You aren’t alone. Most of your competitors are complaining about that as well.
It can lead to reduction in hours, and that harms your revenue as well as your customer experience. A negative experience of your customers which can lead to bad reviews for your organization.
This isn’t just an HR issue.
When it takes longer to fill jobs, and the quality of hires is lower, it impacts your customer experience. Whats more… it will make the lives of your current good employees harder… which can cause them to leave you for greener pastures.
Make it a priority.
Finding and executing a proven solution to this problem should be the top 2022 priority for every employer who hires Entry level and Team Lead roles.
Candidates who are engaged enough to show up for interviews, who are motivated enough to accept your job offer, and you want to know that you can increase the power of this engine at any time.
-
The problem is...
Most employers don’t think a solution is out there. They end up just doing what they’ve always done, copying their competitors failed approaches, or simply throwing more money at the problem by way of increased pay, advertising spend, or 3rd party staffing or temp fees.
-
When your pain is at a breaking point...
What you’re doing wont be enough to actually solve the problem… and copying what everyone else is doing will most likely only offer you momentary relief from the problem.
-
You need a recruitment marketing plan!
You dont need minor adjustments… you need a new proven strategy… that sets you apart from your competitors.
Attracting qualified talent is the same as attracting qualified customers.
You have to constantly refocus on your perfect target customer, know their current pains/needs, create an offering that will solve them, create a message that will sell them on your solution to their problems, get the message in front of the right people, and inspire them to act!
Recruitment Marketing is just Marketing for your Jobs!
The fact is, marketing, whether it's jobs or products to attract customers, or prospects, or potential talent and job seekers is exactly the same.
You Need an Engine
-
You Know It's Working When...
You know that you've got an engine for this, that's working, when you have a constant stream of qualified candidates for your jobs flowing into your organization before you actually need to hire them.
Also when you know that you can pull the lever at any time to increase the quantity coming through.
-
You Know It's NOT Working When...
When it feels completely out of your hands and out of your control. When you consensus, you're getting less applicants than normal, but your team doesn't have anything to do to solve it other than throw money at it.
And when throwing money at it doesn't actually make a big enough impact. What recruitment marketing isn't, look, we're not talking about Employer Branding here. Employer Branding will not generate an instant short term or potentially even mid mid term increase in qualified applicants for your jobs. Recruitment marketing is direct response marketing.
What Recruitment Marketing Isn’t
Branding
Job Board Ads
Programmatic
Fancy Management Software
Look, we're not talking about Employer Branding here. Employer Branding will not generate an instant short term or potentially even mid-term increase in qualified applicants for your jobs.
It's an actual full, complete strategy, using inbound and outbound referral marketing to generate more applicants for your jobs.
Recruitment marketing follows a specific roadmap to go from where you're at, to having a recruitment marketing engine in place or a talent engine in place.
Creating an Engine
-
SWOT Analysis
Understanding where you fit into the hiring ecosystem. We will look at your size, offering, the experience of working for you, versus all the competitors that you compete with for talent.
-
Personas
Creating personas of the type of people that we want to target. To hire the people that we would love to clone, if we could just hire more of them.
-
Upgraded Offer
Figuring out how to convey the offering as an upgrade in each of those personas eyes. So it will make them excited about moving from where they're at today, to working for us.
-
Message
Have a compelling message. We have to write ads and share messages that will get job seekers who fit our personas excited about what we have to offer them.
-
Inbound
Inbound distribution, meaning pushing jobs to job boards, optimizing our our views and results and then expanding using very deliberate paid marketing are paid sponsorship jobs only when we know that we can convert
viewers into applicants
-
Outbound
Identifying what outbound strategies or options work where we can disrupt the people we're targeting where they're at. Then targeting those people and getting in front of them by having a compelling ad that activates them or switches them into job seeker mode. After, create some type of engagement strategy that moves them from learning about our offering into actually active job seeking where they apply.
-
Referral
One of the most powerful steps is having a system that drives focus, communicates to the employees by motivating them to take action and shows the progress being made. This provides transparency, and then most important, shows gratitude for what they've done for us.
-
Evaluation
Quarterly evaluation and action plan are where we create a drumbeat of reviewing where we are at identifying opportunities for the future and then putting together a plan of attack for the next quarter to improve things.
Do you have the resources to solve it?
Do you know the strategy?
Does your team have the knowledge to execute it?
Does your team have the time and energy to either learn how to do things and figure them out?
Does your team have the right tools that will make it scalable and efficient?
Do you have the right resources at your disposal…whether that's budget, knowledge or access?
Most organizations struggle answering yes to these five questions.
Therefore they should be looking for a recruitment marketing agency.
BENEFITS OF USING A RECRUITMENT MARKETING AGENCY
This is where recruitment marketing agency shines, they can help you quickly jumpstart your talent engine by coming up with a roadmap and using their resources to help you execute it.
They can help you by providing a proven strategy, bringing their expert industry knowledge, giving you access to their experienced execution team, leveraging their own powerful tools that they have at their disposal, and amplify your results because of their economies of scale, because they've done this and do this for multiple organizations just like YOU.
