As the healthcare industry adapts to evolving staffing needs, organizations must make innovations in their recruitment procedures. Now that the healthcare field is in a post-pandemic state, hiring specialized healthcare talent has taken a new turn with modernized approaches to expedite the process.
By leveraging advanced technologies and data-driven strategies, Cadient can assist healthcare organizations in achieving a more streamlined recruitment experience. Our AI-driven resume parsing and application screening services with partners like Shield Screening can refine candidate quality.
Follow this ultimate checklist to hire the best of the best healthcare professionals in partnership with a recruitment agency. Who knows? Cadient could become your recruitment partner in the future, too!
Define Your Needs
The first step in hiring specialized healthcare talent with a recruitment agency is to define your needs. What roles do you need to fulfill in your organization? List the required tasks, skills, responsibilities, and qualifications every new potential hire should have to perform well in these positions. If you need help writing job descriptions, Cadient can get the ball rolling for you!
Research Recruitment Agencies
Now that you have defined your healthcare organization’s needs, it’s time to research recruitment agencies. Follow this checklist to ensure the partner recruitment agency you affiliate with has all of these traits for the best experience in refining your hiring process:
- Find agencies with a proven track record in successful healthcare hiring.
- Discover agencies that specialize in hiring healthcare professionals.
- Evaluate client testimonials on each recruitment agency’s website. This feedback can help you to decide which one to select.
- Does the agency have extensive sourcing partners to find healthcare professionals?
- They understand the difference between active and passive candidates and can give you access to both types.
Cadient has shown a proven track record in assisting healthcare organizations to recruit and maintain top talent in the field. One of our hospital clients in Texas increased productivity and expedited recruitment to attain and keep quality talent in their organization.
Our recruitment solutions organization works with clients throughout all industries to help employers find the highest-quality candidates to fill their open requisitions. We specialize in healthcare recruiting because our advanced recruitment technologies can help meet the high-stakes requirements for discovering the most skilled candidates in the field.
We integrate with partners like LinkedIn, ZipRecruiter, and Indeed for candidate sourcing. There are 8 million medical professionals with LinkedIn accounts, which can connect you to top talent much faster. Our partnership with Spark Hire delivers quality video interviewing for your recruitment team and the candidates you are interviewing for open requisitions.
Our company also understands the differences between passive and active candidates. Active candidates are seeking new opportunities at the current moment of their job-seeking efforts. Passive candidates are open to new opportunities with the right offer, but they are already stabilized in their current workplace position. Cadient’s comprehensive recruiting approach helps clients find a mix of active and passive candidates to increase the likelihood of onboarding the best talent.
Evaluate Compliance In Healthcare Hiring
Ensure your healthcare organization is compliant with the hiring regulations involved in the process. Compliance in healthcare hiring is non-negotiable because failing to follow these protocols could result in heavy fines and consequences for your organization from governmental entities.
Verify all your candidates’ credentials. Ensure their medical licenses are valid and active. Once you have finalized a hiring decision, all candidates must fill out the appropriate paperwork based on their position status. For example, W2, I-9, and other forms are available on Cadient’s hiring management console for your new hires to complete virtually to save time while maintaining employment compliance laws.
Background checks are especially important in healthcare so you know whether these candidates have had a negative history of delivering poor or unlawful patient-centric care. You do not want to bring undue harm to your organization’s patients, so these background checks are crucial in the hiring process.
Cadient has partnered with some organizations to ensure compliance for your healthcare organization. HR Work Cycles ensures each new hire completes all the necessary compliance paperwork during the onboarding process. Sterling and the Background Investigation Bureau are a couple of our partners that conduct background checks on your selected candidates.
Assess the Recruitment Process
Here are the steps you should take to assess the current recruitment process each agency offers:
- What are the candidate sourcing measures to find quality healthcare talent?
- How does the agency prepare candidates for the interview process?
- Does the agency have a seamless data transfer from ATS to HRIS?
- What are the personalized communication channels the agency uses to enhance the candidate experience?
We already reviewed Cadient’s integration partners to enhance candidate sourcing. Our company prepares candidates for the interview process by reminding them via our Text Notify feature and a complimentary email with the link to the platform we use, SparkHire. Text Notify is one of our personalized communication channels to connect candidates with your recruitment team. You can send automated or customized messages to candidates based on your preference and desired candidate engagement approach.
Cadient also offers automatic data transfer from our ATS software to your company’s HRIS program. This ensures a seamless data transfer to save time from having to manually enter a candidate’s data into the HRIS.
Discuss Communication Protocols
Effective communication between a recruitment agency and its clients is important for a seamless healthcare hiring process. Ask the agency how often they send follow-ups about how the recruitment process is going for your organization. Weekly or bi-weekly follow-ups are the most effective, especially during mass hiring periods. During times with less hiring involved, a quarterly report may be more appropriate.
The recruitment agency should offer structured feedback loops. The agency and its client should discuss candidate suitability to evaluate the quality of recent new hires. If you are having trouble with candidate sourcing, your recruitment agency can refine the standards accordingly to meet your needs.
Monitor Outcomes
Once you have onboarded new hires, monitor their performance closely. Hiring specialized healthcare talent involves trial and error, especially while innovating the recruitment process. Have the recruitment team meet at least quarterly if not monthly to provide feedback about the effectiveness of the recruitment process and the proficiency of recent new hires.
