Healthcare leaders recognize that talent strategies are a priority. Attracting, developing and retaining talent at all levels of the organization can go a long way toward determining whether the organization can fulfill its mission and successfully respond to the unprecedneted changes underway.
Senior leaders have tasked talent acquisition teams with building talent stratgies and system that work. With that in mind, LinkedIn explored recruiting trends in its report, Global Recruiting Trends, 2017. Below I've highlighted four important trends from that report:
- Hiring volumes are increasing for recruiters: 56% of recruiters expect to have to fill more roles in 2017 than they did in 2016.
What does this mean? It means that recruiting teams are stretched. They are facing an overall shortage of qualified candidates, but are expected to help their organization grow. Recruiters workloads will continue to grow. So they'll need tools to be successful and work more efficiently.
- The top success metrics are (1) Turnover, (2) Time to hire, and (3) Manager satisfaction.
What does this mean? Organizations need to understand turnover. Rather than a shotgun approach of trying any and every strategy they can think of, they need to be more deliberate and deploy smart turnover solutions in order to have an impact. While recruiting teams need selection tools that will predict performance, they also need tools that add efficiency to the hiring process and provide hiring managers with valuable, job-relevant candidate information.
- The budget for recruiting solutions is tight. Behavioral assessments are in most budgets, but they are in the same budget as ATS and CRM platforms.
What does this mean? Behavioral assessments need to be priced competitively and, more importantly, configured and implemented thoughtfully. Maximum return on selection tools (particularly behavioral assessments) happens when the RIGHT TOOL is configured and implemented the RIGHT WAY. Recruiting teams need to show a solid ROI. We recommend establishing clear project goals and tracking them closely - and adjusting accordingly.
- Recruiters want to invest in employer branding.
What does this mean? Select International recently presented a webinar that focused on employer branding and the role it plays in selection and retention. If you've defined your culture and your brand, then you need to define the individual behaviors that you value. You need to establish that target, have your current staff take pride in it, then build that pride and those standards into your hiring process. Tell candidates who you are and the types of individuals you're seeking. Make them WANT to be part of your team and proud if they make the cut. At the same time, you need an appealing and easy candidate experience at every step of the way.
With turnover being the top success metric, you may want to check out Select International's quick tip sheet on the topic: