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Demand for Healthcare Talent Continues – What’s Your Strategy?

December 31, 2015


hiring.jpgHealthcare has the highest demand for talent with 17% of all job postings, according to the U.S. Hiring Trends Report released in October by iCIMS, Inc., a leading provider of Software-as-a-Service (SaaS) talent acquisition solutions. The report analyzed the iCIMS customer database of approximately 4,500 organizations.

Other interesting results:

  • Retail had the second highest number of postings, making up 14%.

  • The leisure industry has the highest talent surplus with two applicants for every open position.

  • The food and beverage industry received the most applications via mobile devices in the Northeast, Midwest, and South. This is followed by the retail industry.

  • Talent demand varies by region with healthcare accounting for 20% of all open jobs in the Northeast and business services with 22% of open positions in the West.

What does this mean for healthcare organizations?

  1. It’s imperative that you implement progressive, deliberate, talent strategies at every step of the hiring process. We used to say that healthcare was twenty years behind other industries in this respect. That’s improved. Now – we are perhaps only a decade behind, but catching up quickly. Are you prepared to receive applications and screen candidates on mobile devices?

  2. Human Resources needs to have a seat at the strategy table because HR’s success or failure will, to a large extent, determine an organization’s ability to meet the challenges presented by the changing healthcare landscape.

  3. We recently wrote about a survey showing that 86% of healthcare leaders believe that talent strategies will have a significant impact on patient satisfaction, but beyond that realization, what steps are they taking?

  4. You need to recognize that a candidate “selection” system is a two-way street. You need to put tools and processes in place to improve your ability to identify those candidates most likely to succeed. At the same time, though, you are competing for top talent –with other healthcare organizations, and in many front line positions, with other industries. Accordingly, is your candidate experience as efficient, effective and candidate friendly as possible? Are you selling your mission, your culture and doing all you can to communicate how special you are, from the application to the interview, and then during onboarding?

  5. Finally – leadership matters - a lot. The primary way that staff evaluate their employment situation? Their relationship with their direct supervisor. Are you hiring glorified direct contributors to merely manage administrative duties or are you hiring people with real leadership skills –including the ability to build a team and make team members feel valued? Are you doing all you can to develop these leadership skills?

Every piece of this overall strategy contributes to your ability to attract, select and retain the best people.

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Bryan Warren Bryan Warren is the President of J3 Personica, a consulting, assessment, training, and coaching firm, and a guest blogger for PSI. Bryan is an expert in progressive talent strategies, with a particular focus on leader and physician selection and development.